There is a flawed
perception that the fight against the CPM was a battle only between the
Chinese-dominated movement and the Malay-majority soldiers and police.
Many innocent Chinese lives were also taken by the CPM.
THIS
is not another comment about Chin Peng but a reflection on how two
Special Branch officers, both of Chinese descent, fought against him. It
is also a timely reminder to many of us who have not heard about them,
or simply forgotten about these heroes in our midst.
It is also
about the thousands of Chinese civilians who lost their lives because of
the Communist Party of Malaya (CPM), a reality which many have
forgotten or, worse, chosen to ignore.
There is a terribly
flawed perception that the fight against the CPM was simply a bitter
battle between the Chinese-dominated movement and the Malay-majority
soldiers and police.
The two Malaysians who dedicated their lives
to fighting the communists were the late Tan Sri Too Chee Chew, or
better known as CC Too to his Special Branch colleagues; and Aloysius
Chin, the former Senior Assistant Commissioner of Police and Deputy
Director of Special Branch (Operations) at Bukit Aman.
Too was
highly regarded as the master of psychological warfare and
counter-insurgency and his deep knowledge of the CPM helped the
authorities to fight the guerrillas. In fact, he was widely acknowledged
as one of the world’s top experts on psy-war as head of Bukit Aman’s
psychological warfare desk from 1956 to 1983.
In the words of
his long-time friend, Lim Cheng Leng, who wrote his biography, “CC Too
could read the communist mind like a communist.”
The web of
intrigue of how friends can become foes is exemplified in Too’s
relationship with Kuantan-born Eu Chooi Yip, the communist mastermind in
Singapore. Eu was Too’s special friend and Raffles College mate, but
the two ended up as foes in different arenas.
Aloysius Chin also dedicated his life to fight the CPM and I had the privilege of meeting Chin, who wrote the book The Communist Party of Malaya: The Inside Story, which reveals the various tactics used by the CPM during different periods in their attempts to overthrow the government.
Malaysians have never had much fondness for serious history books.
Worse, their views of historic events are often shaped by the movies
they have watched.
Unfortunately, movie producers, armed with
what is called poetic licence, often dramatise events to make their
movies much more interesting.
Who can fault them as they have to sell their movies?
But we really need to read up more about the events during the
Emergency era, especially the assassinations of Special Branch personnel
and the many ordinary policemen, who were mostly Chinese.
The
CPM’s biggest hatred was directed at the Chinese policemen, who were
regarded as “running dogs” as far as Chin Peng was concerned.
The
reality was that these Chinese policemen were the biggest fear of the
CPM as many had sacrificed their lives to infiltrate the movement,
posing as communists in the jungle.
It would have been impossible
for the Malay policemen to pose as CPM fighters, even if there were
senior Malay CPM leaders, because of the predominantly Chinese make-up
of the guerrillas. It was these dedicated Chinese officers who bravely
gave up their lives for the nation.
Between 1974 and 1978 alone, at least 23 Chinese SB officers were shot and killed by the CPM, according to reports.
In one instance, a Chinese police clerk attached to the Special Branch
in Kuala Lumpur was mistaken for an officer and was shot on his way
home.
The CPM targets included a number of Chinese informers, who provided crucial information, as well as Chinese civilians.
One recorded case which showed how cruel the communists could be was
the murder of the pregnant wife of a Special Branch Chinese officer at
Jalan Imbi as the couple walked out of a restaurant.
This was
the work of Chin Peng’s mobile hit squads. The assassination of the
Perak CPO Tan Sri Koo Chong Kong on Nov 13, 1975, in Ipoh was carried
out by two CPM killers from the 1st Mobile Squad who posed as students,
wearing white school uniforms, near the Anderson School.
Other
members of the same squad went to Singapore in 1976, shortly before
Chinese New Year, in an attempt to kill the republic’s commissioner of
police, Tan Sri Tan Teik Khim, but they were nabbed.
Another
notable figure in our Malaysian history is Tan Sri Yuen Yuet Leng, a
former Special Branch officer who spent most of his life being hunted
down by the communists during and after the Emergency years, as one news
report described him.
Yuen was shot in the chest in Grik back
in 1951 in an encounter with the CPM and the communists even tried to
kidnap his daughter while he was Perak police chief, so much so he had
to send her to the United Kingdom in the 1970s for her safety.
Their top targets included former IGP Tan Sri Abdul Rahman Hashim who
was killed in 1974 and the Chief of the Armed Forces Staff Tan Sri
Ibrahim Ismail who faced three attempts to kill him.
The CPM
targets also included many active grassroots MCA leaders. After all, at
the Baling talks in 1955, the government side was represented by Tunku
Abdul Rahman, David Marshall, the Chief Minister of Singapore, and Sir
Tan Cheng Lock of the MCA. The CPM was represented by Chin Peng, Chen
Tian, and Abdul Rashid Maidin.
The talks broke down after two
days – the deadlock was simple with Chin Peng wanting legal recognition
for the CPM while the Government demanded the dissolution of the CPM,
or, in short, their surrender.
In a research paper, Dr Cheah Boon
Kheng wrote that as of June 1957, “a total of 1,700 Chinese civilians
were killed against 318 Malays, 226 Indians, 106 Europeans, 69
aborigines and 37 others.”
At the end of the Emergency, the final
toll was as follows – 1,865 in the security forces killed and 2,560
wounded, 4,000 civilians killed and 800 missing, and 1,346 in the police
force killed and 1,601 wounded.
The figures, quoted by Dr Cheah, a renowned CPM expert, were taken from Brian Stewart’s Smashing Terrorism in Malayan Emergency.
The fact is this – many innocent Chinese lives were taken by the CPM,
and the killings continued even after the Emergency ended in 1960.
Anthony Short, in his book The Communist Insurrection in Malaya, 1948-1960, also wrote that the Chinese civilians suffered the highest casualties in the fight with the CPM.
At Chin Peng’s funeral wake in Bangkok, some of his old comrades put on a brave front to say they fought for revolution.
But they must have been let down by China, which they looked up to,
because in the end, it was Beijing which first down-graded its ties with
CPM and eventually stopped funding them entirely when it forged
diplomatic relations with Kuala Lumpur.
And today, China is a
communist nation in name only as its elites and people openly flout
their wealth and compete for the trappings of a capitalistic society
along with its ills, including corruption.
The CPM said they
wanted to fight the Japanese and the British but in the end, faced with
the resistance of the Malay majority, the people they killed the most
were Chinese civilians and the policemen.
And let us not also
forget the indigenous people of the peninsula, Sabah and Sarawak who
served in the security forces and were renowned for their jungle
tracking skills. They too suffered many casualties.
Among our
forgotten heroes are some who were awarded the highest bravery awards.
The point here is that all laid down their lives for the country as
Malaysians.
These are the facts of history. There’s no need to be
bleary-eyed because, in the end, we should let the realities and the
facts sink in.
Comment contributed by WONG CHUN WAI \
Related Posts:
Chin Peng, a hero or zero?
Sunday, September 29, 2013
Abusing intelligence is stupid
Governments that deliberately pervert their spy agencies are shooting themselves in the head.
ALL countries operate spy agencies, so some of their practices and experiences are universal.
Governments deem intelligence services to be useful, even necessary, in evaluating and anticipating events – so they are earnestly nurtured and cultivated. However, whether and how far these services actually contribute to policymaking depends on a multitude of variable factors.
The capacity of a “secret service” derives from the scale of its available resources – human, financial, technical, etc.
The richer a country the greater the means for developing its intelligence service, and the more powerful a country the greater its need or purpose for doing so.
Yet that need not mean that a richer or more powerful country would have a more competent intelligence service.
Unlike conventional institutions such as the armed forces, the critical criteria cannot be the strength of numbers or the expanse of field coverage.
Since the quality of information handled is key, spy agencies perform like a scalpel where other security institutions act like meat cleavers.
At the same time, all of them need to be coordinated and concerted through optimised complementarity.
Conceptually, the intelligence services are highly professional institutions performing specialised tasks in the national interest.
In discharging their duties, they must observe laws and conventions that guide and limit their clandestine activities.
In practice, however, they are often politicised in the perceived interests of specific administrations.
This compromises their credibility, debases their status and subverts their effectiveness.
Another universal experience, regardless of a country’s developed or developing status, is that the intelligence services are boosted in times of great national distress.
Trying times are also the best times to stretch and test their capacities.
Britain’s Secret Intelligence Service (SIS), for example, originated in the Secret Service Bureau established in 1909.
This was a joint effort of the War Office and the Admiralty, with a focus on Imperial Germany.
The impetus for the service developed with the exigencies of two world wars.
In the United States, the demands of wartime intelligence in the early 1940s resulted in the creation of the OSS (Office of Strategic Services) to coordinate information streams from the armed forces.
The OSS would later morph into the CIA (Central Intelligence Agency), technically the first US spy agency.
The United States until then did not have a centralised intelligence agency, so the CIA emerged to fill the gap.
As it was with the SIS, the existence of the CIA was not officially acknowledged until decades later. But what began as a fledgling effort requiring British inputs soon ballooned into a US intelligence community comprising no less than 16 spy agencies.
Intelligence agencies tend to have a civilian (police) or military character depending on the needs of the state at the time. Nonetheless, their constant is the primary purpose of protecting the state.
The early Soviet Union felt it needed to guard against counter-revolution, and so established the Cheka secret police under the Ministry of Internal Affairs.
The Cheka then underwent several transformations to become the NKVD, which in turn experienced further transformations to become the KGB of Cold War lore, in the process picking up military elements in the world wars.
The Malayan Emergency (1948-60) was a domestic insurgency that exercised the resources of the police force.
The police department that focused on vital intelligence gathering was the Special Branch, evolving under British tutelage during the colonial period and developing further upon Malayan independence.
Currently, all national intelligence agencies combine human (Humint) and signals (Sigint, or telecommunications interceptions) intelligence.
The latter comprises communications between individuals (Comint) and electronic intelligence (electronic eavesdropping, or Elint) that favour countries with bigger budgets because of the costs incurred in technology and expertise.
However, while a common strength lies in surveillance or information-gathering, analysis and interpretation of the information so gathered often fail to keep pace.
Where analytical deficits occur, political interests often exploit these spaces to pervert the course of intelligence gathering.
At the same time, the quality of intelligence is sometimes patchy where official links are weak.
Britain’s SIS was thus handicapped in Germany during the First World War, just as US intelligence services are now hampered in Iran and Syria as they were in Saddam Hussein’s Iraq.
The problem is compounded when governments refuse to acknowledge their inadequacies and prefer to give their own dubious capacities the benefit of the doubt.
The mistake often lies in equating overwhelming military superiority with operational success requiring sound intelligence.
And so regime change in Iraq was described as a “cakewalk” and a “slam dunk”, with unanticipated difficulties emerging once the plan was operationalised.
A similar development almost occurred in Syria upon underestimating President Bashar al-Assad’s effective control.
Hyper-intelligence combines the prowess of two or more ally countries’ intelligence services, taking spying to a whole new level.
The US-British “special relationship” is one such example, only that it is more than bilateral collaboration.
What began as a post-war agreement between London and Washington in 1946 soon encompassed the other English-speaking countries of Canada, Australia and New Zealand in the UKUSA (United Kingdom – United States of America) Agreement.
Focusing on but not limited to Sigint, this “Five Eyes” pact formalises the sharing of intelligence on other countries that any of the five spies upon.
Earlier this month, a leak by former US intelligence operative Edward Snowden revealed that the UKUSA Agreement goes further than these five Western countries. It effectively and routinely includes Israel as well.
The National Security Agency (NSA) reputedly runs the most extensive intelligence gathering operation for the United States.
Its global reach is shared with the largest unit in the Israel Defense Force, the NSA-equivalent Unit 8200 (or ISNU, the Israeli Sigint National Unit), in unfiltered form.
That means anything and everything that the United States and/or the other “Five Eyes” countries knows about the rest of the world from spying are known by Israel as well.
It explains Washington’s determination to “get Snowden” – not only are the leaks embarrassing, they discourage other countries from engaging the United States in security cooperation.
The other problem is no less serious: politicisation, which corrupts and perverts otherwise professional and competent intelligence services.
This amounts to blowback, a CIA-originated term meaning self-inflicted policy injury.
It (in)famously occurred when the US-British axis that invaded Iraq built its rationale on the lie that Saddam had stockpiled “weapons of mass destruction” (WMDs) – even when whatever little intelligence there was had indicated that Iraq had dismantled WMD facilities years before.
It happened again when Washington insisted that Assad was responsible for chemical weapons attacks in civilian areas.
Not only had Russian intelligence and UN inspectors found anti-Assad rebels culpable instead, but both German and Israeli intelligence had privately cleared Assad of those charges.
The inside information available to diplomats had cast such doubt on the US allegations that US-friendly countries such as Singapore refused to accept Washington’s version at the UN.
Politics had dictated that the United States stick with its allegations, just as politics had dissuaded Israeli policymakers from correcting misinterpretations of intelligence data wrongly blaming Assad.
Fiddling with intelligence for some passing gratification such as attacking an adversary may seem tempting, but dumbing down vital strategic data is a dangerous and costly exercise. It is also an act of singular and self-defeating stupidity.
Contributed by Behind The Headlines: Bunn Nagara
> Bunn Nagara is a Senior Fellow at the Institute of Strategic and International Studies (ISIS) Malaysia.
>The views expressed are entirely the writer's own.
Related posts:
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US Spy Snowden Says US Hacking China Since 2009 - Rightways
Technologies: No privacy on the Net !
US building new spy wing to focus on Asia
Flawed perception remembering Heroes and Zeroes
Flawed perception remembering Heroes and Zeroes
Yuen, a Special Branch officer, spent most of his time being hunted down by the communists and was even shot in the chest.
Remembering heroes and villains
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Saturday, September 28, 2013
Genneva gold investment firm slapped with 926 charges
KUALA LUMPUR: Six senior officers from controversial gold investment company Genneva Malaysia Sdn Bhd were slapped with more than 900 counts of money laundering, illegal deposit-taking and false advertising involving an alleged sum of RM5.5 billion.
Company director Datuk Phillip Lim Jit Meng, 57, was charged with 246 counts of money laundering allegedly committed at CIMB Bank Bhd and CIMB Islamic Bank Bhd in Jalan Kuchai Lama between January 2011 and last December.
Jit Meng, who represented two companies — Genneva Malaysia and Success Altitude Sdn Bhd—was charged with 222 counts in his capacity for the first company and eight counts for the second company.
Another director, Datuk Tan Liang Keat, 41, was charged with 226 counts. Company advisers Datuk Ng Poh Weng, 63, was charged with 155 counts, Datuk Chin Wai Leong, 37, with 23 counts and Datuk Marcus Yee Yuen Seng, 61, with 17 counts. General manager LimKah Heng, 42, was charged with 16 counts of money laundering.
They allegedly committed the offences at the same time and same place. At the same court, Genneva Malaysia, Jit Meng, Tan and Kah Heng were also charged with receiving deposits from the public without a licence via a scheme involving gold transactions at CIMB Islamic Bank Bhd, Jalan Kuchai Lama, between Jan 10, 2011, and Oct 1 last year.
Ng was also charged with abetting them.
Deputy public prosecutor Dzulkifli Ahmad proposed that bail be denied as it was a non-bailable offence.
"However, if the court allows bail, the prosecution would like to suggest that each accused be allowed bail of RM5 million. This case involves approximately RM5.5 billion in investments from 35,000 depositors."
Dzulkifli said the bail amount should reflect the severity of the offences.
In pleading for a lower bail, defence counsel A.S. Dhaliwal said the fixed deposits of all the accused had been frozen by Bank Negara since last year.
He proposed bail be set at RM50,000 for each accused.
Judge Mat Ghani Abdullah allowed bail at RM1 million for each of the accused. He also ordered them to surrender their passports.
The judge fixed an additional RM100,000 in two sureties for offences under the Anti-Money Laundering and Anti-Terrorism Financing Act 2001.
Ghani allowed the prosecution's application for a joint trial and fixed April 7 until 24 next year to hear the case.
Dzulkifli informed the court that the prosecution would call about 50 witnesses to the stand.
Its directors Datuk Philip Lim Jit Meng and Datuk Tan Liang Keat faced 246 and 226 counts of money laundering respectively; business advisers Datuk Ng Poh Weng (155), Datuk Marcus Yee Yuean Seng (17), Datuk Chin Wai Leong (23), and general manager Lim Kah Heng (16).
All six claimed trial to the charges.
The company itself, Genneva Malaysia Sdn Bhd, faced 222 counts of money laundering and Success Attitude Sdn Bhd, eight counts.
Four of them, Philip Lim, Tan, Hah Heng and Ng, were also charged under the Banking and Financial institutions Act 1989 with two counts each of accepting deposits without a valid licence via a scheme involving gold transactions.
Earlier, Philip Lim and Tan pleaded not guilty at another Sessions Court to making a false statement in an advertisement on the company's website, saying its gold trading was in accordance with Islamic law.
Genneva Malaysia Sdn Bhd also faced a similar charge.
The case has been set for mention on Oct 28 and the two were granted bail of RM20,000 each.
Thursday, September 26, 2013
Innovation Value and key Drivers to Success
The ability to increase business value through innovation is a critical success driver for most organizations. The markets that we operate in provide both opportunity and risk from an innovation perspective as they are rapidly changing.
Markets provide opportunities if we get it right and threats if we do not, particularly given the intense competitive nature of most industries. Our quest to realize innovation results is further complicated by the complexities involved for most firms – the sheer number of players to potentially coordinate with in the value chain; rising costs; margin erosion; increasing regulatory, customer and consumer demands; evolving business models; shorter cycle times; and new sources of competition, just to name a few.
The good news is that if you can get it right, you stand to gain a competitive advantage and will reap the benefits of increased revenue and profits. Hence, the lure of identifying new growth opportunities, increasing volumes and market share, securing a competitive advantage, improving margins and strengthening brand loyalty, provides a powerful incentive to be successful at product innovation. However, the challenges that organizations face do not make this easy. Developing new products and technologies is consequently one of the more complicated initiatives an organization can undertake.
Take for example the telecom market wars occurring over the past year. Samsung and Apple have emerged as two clear winners that have been able to leverage powerful innovation machines. The competition (Nokia and Research in Motion) have stumbled badly in their respective innovation capabilities and ultimately paid the price in the marketplace.
The Innovation Performance Framework™ (Figure 1) is a useful framework that examines the complexity and addresses some of the challenges in product innovation by separating them into four key themes: product innovation strategy; portfolio management; new product development process; and climate and culture (see Figure 1 for illustration). Interestingly, past studies suggest that organizations that excel or master these four key themes do, in fact, achieve better results from their product innovation efforts.
Let’s examine some of the challenges innovators have in each part of The Innovation Performance Framework:
Product Innovation Strategy: It all starts at the top. If there is not a clear and crisp product innovation strategy that supports the business strategy, problems begin. Some key challenges are: Do we have one? Is it clear? Is it the right strategy? Is everyone aligned? Are people walking the talk? Are there realistic expectations on new product revenues?
Lack of a product innovation strategy tailored to support the strategy of the business is often cited as a most common problem.
Portfolio Management: This is the strategic allocation of resources that ensures innovation efforts advance the product innovation strategy. This is also the prioritization of projects in the pipeline to ensure that resources are being tactically deployed on the right projects for the right reasons. Some key challenges are: too many projects and not enough resources to get everything done, difficulty in deciding which projects to select (when evaluating multiple projects that are competing for the same resources), difficulty in optimizing the portfolio of projects (i.e. short-term versus long-term, high-risk versus low-risk), poor alignment on priorities, and resources that are simply stretched too thinly.
Idea-to-Launch Process: This is the roadmap or playbook that takes each project from idea to launch including all of the activities and decisions that must occur in order to be successful. Some key challenges are: not enough high quality ideas; not having a standard playbook that can be used repeatedly for projects; leadership that cannot articulate the importance of their idea-to-launch process; employees who have not received training or have not developed a knowledge foundational base on and around innovation best practices; not tailoring the development process to support the business strategy and project needs; being unable to say no to projects and/or the need to be realistic with actual time and resource expectations that otherwise lead to unrealistic speed-to-market pressures; expectations for resource commitments to work on projects that are not in the official process; too many minor projects that negatively impact the resources available for innovation projects; and the inability to yield effective decisions in a timely manner (i.e. everything is a high priority thus creating ‘gridlock’ which in turn results in significant delays). It is no wonder given the above why achieving and then sustaining success is so difficult for many companies.
Climate and Culture: This is ‘the way the organization works’: the typical behavior, norms, values and leadership style that enables or hinders product innovation performance. Some key challenges are: difficulty in striking a healthy balance between ‘discipline and focus’ and ‘flexibility and judgment’, driving projects to successful completion while managing cross-functional teams (i.e. shortage of trained project leaders, staff turnover, gaps in necessary skills, lack of training and/or experience), management of failure, and poor support from other parts of the organization. In other words, creating and supporting a climate and culture that supports innovation company-wide.
How is your organization performing at product innovation and how does it compare to other companies? Without clear metrics and a way to compare them it can be difficult to know whether you are doing good or bad at product innovation; whether your investment in R&D is producing the desired results, and what areas of your performance in and around the Innovation Performance Framework might need to be improved or strengthened. The good news is you can change, the question is do you want to?
Contributed by
Related post: Mental Exercises For Battling "It Won't Work" Syndrome |
Tuesday, September 24, 2013
Singapore's new hiring rules: citizens first, foreigner curbs target professionals
Singapore Makes Firms Consider Citizens Before Hiring Foreigners
Singapore will impose new rules prodding companies to consider locals before hiring foreigners for professional jobs, according to the Ministry of Manpower.
The city state will set up a job bank where companies are required to advertise positions before applying for so-called employment passes for foreign professionals, it said. The advertisements must be open to all Singaporeans.
“Even as we remain open to foreign manpower to complement our local workforce, all firms must make an effort to consider Singaporeans fairly,” Acting Manpower Minister Tan Chuan-Jin said in a statement today. “‘Hiring-own-kind’ and other discriminatory practices that unfairly exclude Singaporeans run against our fundamental values of fairness and meritocracy.”
Singapore tightened restrictions on foreign workers for a fourth straight year in February, in part because of voter discontent over congestion, rising property prices and greater competition for jobs and education. The curbs have led to a labor crunch and rising wage costs for companies, which the government has said will probably hurt growth in Southeast Asia’s only advanced economy.
Local Talent
Responding to feedback from Singaporeans that some companies are hiring foreigners over citizens, Tan and Deputy Prime Minister Tharman Shanmugaratnam met with senior management in a number of financial companies to emphasize that they should make a concerted effort to develop a local talent pipeline, the manpower minister said in Parliament in March.“We must set expectations about what is acceptable and what is not,” Tan said today. “It requires persuasion, explanation and leading by example. The worst employers must be taken to task.”
Singapore will also raise the minimum pay for employment-pass holders to S$3,300 ($2,600) a month in January, according to the statement. The job bank will be set up by mid-2014, it said. Companies with 25 or fewer employees will be exempt from the new rules, as well as jobs that pay a fixed monthly salary of S$12,000 or more, according to the statement.
The government will also identify firms “that have scope to improve,” such as those with a lower concentration of Singaporeans at the professional, managerial and executive levels, compared to their peers, or those that have faced nationality-based discriminatory complaints, the ministry said.
Foreign employment growth in Singapore slowed in the first half of 2013 from a year earlier and the labor market will remain tight for the rest of 2013, the ministry said this month.
Singapore Foreigner Curbs Target Professionals: Southeast Asia
Singapore's Tan on Foreign-Worker Curbs
Singapore will widen foreign-worker curbs to professional jobs as the government clamps down on companies that hire overseas talent at the expense of citizens, stepping up efforts to counter a backlash against immigration.
The Southeast Asian nation said yesterday it will set up a job bank where companies are required to advertise positions to Singaporeans before applying for so-called employment passes for foreign professionals. The unprecedented policy will target jobs that currently pay at least S$3,000 ($2,400) a month.
“There are concerns among Singaporeans, which I think is fair, and so it’s timely for us to introduce this,” Acting Manpower Minister Tan Chuan-Jin said in a Bloomberg Television interview yesterday. “There are Singaporeans out there, well-skilled and capable, who are looking for jobs and I think this step would actually facilitate that process.”
The country is persisting with a four-year campaign to reduce its reliance on foreign workers, after years of open immigration policy led to voter discontent over increased competition for housing, jobs and education. The move has led to a labor shortage and pushed up wages, prompting some companies to seek cheaper locations.
“This is a step up from the government’s efforts to tighten the quality and the quantity of the foreign worker inflows,” said Chua Hak Bin, an economist at Bank of America Corp. in Singapore. “We’re moving to another phase now where they’re looking to ensure that opportunities for the middle-income Singaporeans are maintained.”
Better Matching
Singapore will also raise the minimum pay for employment-pass holders by 10 percent to S$3,300 a month in January, the Ministry of Manpower said in a statement yesterday. The job bank will be set up by mid-2014, it said. Companies with 25 or fewer employees will be exempt from the new rules, as well as jobs that pay a fixed monthly salary of S$12,000 or more, the ministry said.“It makes a lot of sense to hire locally from the communities that we operate in,” said Audrey Tan, a Singapore-based spokeswoman for Pratt & Whitney, the jet-engine unit of United Technologies Corp., where Singaporeans make up 75 percent of its more than 2,000 workforce in the city.
The nation’s unemployment rate rose to 2.1 percent in the second quarter, with the resident jobless rate at about 3 percent.
That “translates to 50,000, 60,000 Singaporeans without jobs,” Tan, the minister, said. “What the regime allows is that there may be a better matching of demand and supply” between companies and job-seekers, he said.
Fewer Locals
The government will also identify firms “that have scope to improve,” such as those with a lower concentration of professional Singaporeans compared with industry peers, or those that have faced nationality-based discriminatory complaints, the ministry said.Responding to feedback from Singaporeans that some companies are hiring foreigners over citizens, Tan and Deputy Prime Minister Tharman Shanmugaratnam met with senior management in a number of financial companies to emphasize that they should make a concerted effort to develop a local talent pipeline, the manpower minister said in Parliament in March.
Citigroup Inc., which has about 10,000 employees in Singapore, said citizens and permanent residents make up 82 percent of its workforce.
‘Right Balance’
“It is essential that we strike the right balance,” Adam Rahman, a Singapore-based spokesman at the bank, said in an e-mail. “It is important to have some foreign talent who have global perspectives, expertise and skills to complement the overall development of Singapore as an international financial hub.”Standard Chartered Plc, which has 7,600 employees in the city, said it will study the impact of the framework, which it expects will create more opportunities for locals. “The new portal will provide greater transparency and continue to promote fairness in hiring processes,” Peter Hatt, head of human resources for Singapore and Southeast Asia, said in an e-mail.
Singapore was ranked the most-favored expat destination based on economic factors such as income and housing in a 2012 survey of more than 100 countries released by HSBC Holdings Plc. Including the criteria of lifestyle and well-being of children, Hong Kong topped the list.
Second Choice
“Hong Kong and Singapore vie for talent on an ongoing basis,” said Marc Burrage, regional director of Hays Plc in Hong Kong. “If these changes are going to make it harder for expats to find work in Singapore, then what that could mean is that people will start to consider Hong Kong whereas in the past it may have been their second choice in Asia.”Singapore’s inflation rate quickened to 2 percent in August. Domestic cost pressures are expected to persist amid continuing tightness in the labor market, the central bank and the trade ministry said in a statement yesterday.
“Further tightening on foreign labor participation should place upward pressure on wages and therefore core inflation,” said Daniel Wilson, an economist at Australia & New Zealand Banking Group Ltd. in Singapore.
The city’s population has jumped by more than 1.1 million since mid-2004 to 5.3 million, driven by immigration. A proposal to boost the population to 6.9 million by 2030 prompted thousands to protest in February.
The framework “is designed to placate the electorate,” said Lee Quane, Hong Kong-based regional director at ECA International, which provides research on employment, relocation and compensation. “The impact is going to be negligible. Singapore has almost full employment.”
The city studied employment policies in markets including Hong Kong, the U.S. and U.K. before developing its framework, the minister said.
“We’re very mindful that there’s no one silver bullet that solves everything and we’re also mindful that every country has their own slightly different circumstances,” Tan said.
Contributed by By Sharon Chen Bloomberg
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