Part Time Cna Jobs Hiring Near Me – SINGAPORE: Long standing hours, weekends spent at work and the perception that there is no career advancement are some of the reasons why the retail industry is unattractive to local workers, said companies that spoke to CNA.
Mr Tan, who has been selling sports equipment for 20 years, said his job suffered from a bad image but he hoped young people could join the industry to “take over” the role of old guard like him.
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The 54-year-old, who wanted to be known by name only, said he hoped the expansion of the Progressive Wage Model (PWM) could help attract young people to work in retail.
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On Monday, it was announced that PWM would be extended to the retail sector. From September 1, cashiers or retailers will be required to receive a basic salary of SGD 1,850 per month. This translates to an hourly rate of SGD 9.70.
The wages of these workers are expected to increase by 8.4 percent to 8.5 percent annually for three years. By September 2024, they should be paid at least SGD 2,175 per month, or SGD 11.41 per hour for part-time workers.
About 46,000 full-time and part-time retail workers, of which about 19,000 lower-wage workers will benefit, said the Tripartite Cluster for Retail Industry (TCR).
PWM also only applies to companies with foreign workers, as enforcement will be to suspend work pass privileges.
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Workers interviewed by CNA said SGD 1,850 was a reasonable starting salary, but most were earning more – between SGD 2,000 and SGD 3,000 a month. This may change from month to month due to commissions and allowances. Part-time workers can earn anywhere from SGD 7 or 8 per hour to more than SGD 13 per hour.
According to data from the Ministry of Human Resources (MOM) as of June 2021, the median gross salary of a cashier was S$1,825 and that of a store clerk was S$2,075. Sales assistants at a store in the 25th percentile earned S$1,545, while the 75th percentile earned SGD 3,010 a month.
Following the PWM announcement, the Singapore Retailers Association (SRA) said in a media statement that the recommendations are “a step in the right direction to help rebuild retail as an attractive career choice.”
“However, the acute labor shortage is a critical issue faced by most, if not all, retail businesses, and if this is not addressed soon, Singapore will struggle to maintain its reputation as a vibrant shopping and lifestyle destination offering top-quality services,” the association said in a Facebook post.
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Companies interviewed by CNA said it has always been difficult to find Singaporeans or permanent residents to take frontline sales jobs.
Mr Roland Seah, whose shop Green Chapter sells aquarium products, said it was difficult to hire local staff, even if he offered a monthly salary of over A$2,000, which is higher than PWM’s baseline.
When asked how he was solving his staffing problems, he said that he managed the store himself: “We deal with it by working longer hours … it’s the same problem for all retail companies. After all, who works? The boss is working.
Adding to the problem is that staff often leave after a short stint, meaning he has to constantly retrain new staff, he said.
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Other retailers told CNA that they already pay above PWM’s base wage, and also provide training and career paths required by PWM.
Under PWM, employees must now complete at least one employee qualification training module for all PWM positions. TCR has assigned major operational and oversight roles in the retail sector to provide a career path for such employees.
The furniture chain’s courts said PWM would not affect their business as the company already has policies that meet PWM requirements, including training programs to ensure its employees “equal opportunities to explore different roles and departments.”
“Even during the work stoppage, there were no layoffs and we ensured that all our employees were well looked after by keeping their rice bowls throughout the difficult period,” the spokesman said.
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Terence Yow, managing director of local footwear distributor Enviably Me, pointed out that costs for frontline operations such as retail have always been high and sales volumes have not returned to pre-COVID-19 levels. He added that the pandemic wiped out already tight margins.
“PWM as it stands … for front-line small SMEs (does not) have a significant impact as we face much bigger challenges and our salaries are already well above (PWM) for the vast majority,” he said.
“We are much more worried about whether there will be a supply of workers, whether inflation can be suppressed, logistics costs, whether we can recover tourism, whether there will be a recession that strongly weakens consumers. trust and rental fees that come back.”
He added that in order to attract and retain employees, he already needs to provide training, career paths and enough days off, as well as intangible assets such as team building programs.
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Aldys Kong, country HR manager at IKEA Singapore, said PWM for the retail sector is a welcome move, but admits the furniture chain also faces challenges in recruiting and retaining talent.
“Some junior workers are looking at retail jobs in the short term and may overlook long-term opportunities,” she said.
One way IKEA deals with this is by offering flexibility to its employees. IKEA employs a large group of part-time workers, making up about 40 percent of its workforce, and permanent part-time workers enjoy the same benefits as full-time workers, Ms Kong said.
“Some co-workers work as little as 10 hours a week at IKEA, while others work up to 35 hours a week. We offer seasonal/weekend work options where we hire associates during peak seasons or on weekends to complement our current workforce.”
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Labor economist Walter Theseira said that while wages are currently rising due to inflationary pressures, it is unclear whether these market forces alone will lead to retail wages converging with median wages.
“The aim of the PWM is to focus more clearly on convergence, as there is a risk that wage adjustments to inflation will simply only allow real wages to stagnate or worse, fall,” said Associate Professor Theseira, who is from the Singapore University of Social Sciences.
“Of course, PWM is also supposed to support this convergence in theory by improving the performance and skills of workers covered by PWM. But the latter task will probably be difficult.”
While most CNA employees said they earned above base wage, there are plenty of advertised jobs offering $8 hourly wages.
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Not everyone will have to comply with the minimum PWM, because it only applies to companies with foreign employees. The Tripartite Retail Industry Cluster said it expects the wages of other local workers in Singapore to catch up with the PWM rate due to market forces.
Doc. Theseira said that PWM can raise workers’ wages in companies that do not employ foreign workers, as long as there is strong competition in the labor market for such workers and they can easily transition between PWM and non-PWM jobs.
“There was certainly hope that the introduction of the first PWMs almost a decade ago would result in an overall increase in wages at the lower end of Singapore, but the need to expand PWM to cover a greater proportion of low-wage jobs suggests
that this competitive effect has been quite dampened.” he said.
“Of course, it is necessary to cover a much larger proportion of workers so that competition can raise the wages of workers who are not covered.”
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