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HRM Awards 2010 Singapore

Categories & criteria
The HRM Awards 2010 are open to all Singapore based employers from the private and public sectors - including all MNC's, local companies, government agencies and SME's etc.

Criteria
The criteria that applicants and the ultimate finalists will be evaluated upon vary accordingly for each award category. Following is a category by category synopsis of each award and its main evaluation criteria.


Royal Caribbean Cruises Award for Employer of Choice
  • Management's commitment to human capital
  • Communications within the company
  • Above average staff retention rates and innovative strategies
  • Talent management initiatives
  • Mentoring and succession planning
  • Training, learning and development policies and practices
  • Work life balance initiatives
  • Health and safety practices and procedures
  • Compensation and benefits and rewards & recognition
  • Recruitment procedures
  • Workplace harmony and physical environment
  • Overall corporate culture
  • Non-discriminatory practices
  • Corporate Social Responsibility practices 
  • Performance management
MHC Asia Group Award for Outstanding Contribution to HR

Robert Walters Award for Best HR Leader
  • Ability to lead and create an environment that focuses all employees on the organisations priorities, directives and their expected place in the process
  • Strategic thinking and planning attributes
  • Contribution and implementation of specific HR initiatives
  • Business sensitivity and savvy
  • Communication effectiveness
  • Innovation
  • Champion of change
  • Leader of organisational improvement
Aviva Award for Best HR Team
  • Retention
  • Morale and engagement
  • Productivity
  • Team contribution and implementation of specific HR initiatives
  • Team effectiveness in delivering cost effective HR administration services
  • Ability to improve bottom line profits and employee productivity
Randstad Award for Best HR Manager
  • Contribution and implementation of specific HR initiatives
  • Business sensitivity and savvy
  • Innovation
  • Champion of change
  • Ability to implement organisational improvement initiatives
  • Ability to align the business interests of the organisation to workforces needs
  • Knowledge of HR practices and business issues
Best HR Young Gun (Working in HR for less than 3 years)
  • Contributions towards achieving organisational goals
  • Knowledge of HR practices and business issues
  • Initiative demonstrated in rolling out specific plans and strategies
  • Grasp of aligning business interests of the organisation to its workforces needs
Hudson Award for Champion of HR
  • A demonstrated track record in supporting HR and driving, from the top, agreed HR strategies and initiatives
  • Ability to lead and create an environment that focuses HR and all employees on the organisation's priorities, directives and their expected place in the process
  • Contribution and implementation to specific HR initiatives including talent development and retention strategies
  • Business related HR sensitivity and savvy
  • Communication effectiveness towards employees
  • Innovation within other HR disciplines and areas
  • Champion of change
Zurich International Life for Best Retention Strategies
  • Retention strategies in place
  • Compensation & benefits along with reward and recognition strategies and their effectiveness
  • Selection Processes
  • Other innovative processes such as family days, work-life balance
  • Effective communications including employee feedback
  • Career development strategies
  • Use of training & development to increase retention
  • Overall effectiveness of retention policies
  • Comparison of turnover to industry specific norms
ST701 Best Employer Branding
  • Innovation and creativity
  • Alignment of branding campaign with corporate objectives
  • Communication avenues
  • Advertising and marketing strategies
  • Recruitment statistics & results
The GMP Group Award for Fair Employment Practices
  • Non-discriminatory recruitment practices
  • Pro-active efforts made to recruit diverse workforce
  • Policies and practices in place to ensure that other HR and employment processes (e.g. promotions, grievances, etc.) are fair and non-discriminatory
  • Management training on diversity issues and internal
  • Effective internal communications of all fair employment practices and diversity initiatives
  • Sustainable alignment of fair employment/diversity practices to business objectives
  • Effectiveness of supporting structures (framework) for diverse groups within the organisation
  • Level of CEO and senior management commitment
  • Ongoing evaluation and reviews to ensure initiatives continue and are effective
Best Business Continuity Practices
  • Context of risk related to industry sector/operations
  • Needs analysis and risk identification
  • Preparedness to respond
  • Action plans and strategies
  • Cross border strategies and alignment
  • Communication methods and channels
  • Employee training and testing
Best Leadership Development
  • History of promoting leaders from within
  • Leadership development programmes including coaching, training and executive development
  • Succession planning and mentoring
  • Future needs analysis
  • Career planning initiatives
  • Performance management
  • Selection methods
  • Leadership assessment, evaluation and feedback systems
Grass Roots Asia Pacific Award for Best Reward and Recognition Strategies
  • Alignment of rewards to retention and other corporate objectives
  • Effective rewards for varying employee demographics and seniority levels
  • Incentive based programme initiatives
  • Alignment to performance (personal and organisational)
  • Measurement and ROI
  • Recognition strategies (public and private)
  • Creativity and innovation
  • Level of recognition support within organisational culture
Best Graduate Development Practices
  • Alignment of graduate training to organisational goals and future talent needs
  • Effective graduate recruitment practices
  • Assessment, evaluation and feedback systems
  • Career development programmes and feedback
  • Impact of training on graduate retention rates
  • Training & development budgets and company funded hours
  • Coaching and mentoring programmes
Kelly Selection Award for Innovation in Recruitment
  • Innovation
  • Needs identification processes
  • Variety of software and solutions used
  • Efficiencies and cost-savings gained from use of technology
  • Resources allocated towards training, manpower, systems, technology etc.
    Efficiencies
  • Use of technology in non administrative functions including: recruitment, talent development, communications and training etc.
  • ROI
Thomsons Online Benefits Award for Best Use of Technology
  • Innovation
  • Needs identification processes
  • Variety of software and solutions used
  • Efficiencies and cost-savings gained from use of technology
  • Resources allocated towards training, manpower, systems, technology etc.
  • Efficiencies
  • Use of technology in non administrative functions including: recruitment, talent development, communications and training etc.
  • ROI
NTUC LearningHub Award for Best Training, Learning & Development
  • Alignment of training with business objectives
  • Defined training and development policies and programmes
  • Assessment, evaluation and feedback systems
  • Alignment of training with career development planning strategies and policies
  • Impact of training on retention rates
  • Alignment of training to organisational goals and future talent needs
  • Types & variety of courses offered to employees
  • Training budgets and hours
  • Resources allocated towards training, learning and development; manpower, systems, technology etc.
  • ROI
Best Change Management Practices
  • Nature of change experienced
  • Speed of HR reaction
  • Strategies and initiatives undertaken
  • Communication methods and channels - Internal & External
  • Transparency of change
  • Execution process
  • Morale management
  • Performance management
  • Retention strategies and turnover rates during change
Best Talent Development Strategy
  • Rewards and recognition
  • Training and development aligning organisational needs with employee ambitions
    Diversity management programs and policies
  • Talent sourcing (internal and external)- methods and policies
  • Performance management policies and practices
  • Succession management
Work-Life Harmony
  • Innovation
  • Availability and execution of flexible work options/arrangements
  • Types of leave benefits, employee support schemes and/or services
  • Availability of health and recreation facilities for employees
  • Effectiveness of programmes
  • Maternity/Paternity programmes
  • Management's support towards flexible work hours and strategies
  • Number of employees on the schemes and percentage against total size of company
  • Staff turnover rate
  • Rate of absenteeism, lateness and sick leave
  • Corporate ROI
Best Mature Workforce Practices
  • Number of mature employees and percentage against total size of company
  • Training, learning and development measures and practice
  • Non age discriminatory hiring and recruitment policies and practice
  • Health and OSH standards and practices
  • Flexible working policies and practices
  • Pay/Compensation and benefits policies
  • Non-discriminatory practices
Best Performance Management
  • Use of KPI's
  • Relation of performance to compensation and benefits/rewards and recognition
  • Alignment to training and development
  • Employee and management accountability
  • Effective use of communications to include performance appraisals, employee feedback and recognition
  • Future talent needs analysis and alignment of performance management initiatives to meet future shortages
Suntec Singapore Award for Best Corporate & Employee Citizenship
  • Corporate support for staff participation including non leave deductible time off, use of internal resources, etc
  • Management support and participation (top down)
  • Corporate communications for participatory support, internal and external
  • Actual initiatives supported
  • Staff participation levels
  • Impact on employee relations and retention
  • Impact on further improved recruitment
  • Results achieved and/or monies raised
  • Corporate donations and/or organisational cost of support shown