Retirement and Re-employment Management

About This Course

As part of the efforts to help older employees remain economically productive, the Singapore government enacted legislation in the re-employment age ceiling from 67 to 70 progressively over the coming decade, starting with a new retirement age of 63 and a new re-employment age of 68 from July 2022. In addition, changes are necessary at the workplace due to changing work patterns, the aging population, skills shortages, and cost savings in a VUCA environment.

We are targeting Human Resource (HR) practitioners or people managers/supervisors from various industries to improve the strategic measures and approaches to mitigate the impact of the incoming influx of retirees and consider offering re-employment to existing employees.

The performance gap was identified by carrying out a skills gap analysis to establish the learning and development needs of the learners to improve the required skills, knowledge, and abilities to Assess Workforce Requirements of Employees at Retirement.

Upon completion of this course, the learners will be equipped with the following:
• Able to analyse the demographic make-up of the workforce.
• Able to collect feedback from older employees on factors that would encourage retention and engagement.
• Able to identify changes required to workplace practices to make the organisation more suited to older employees.
• Able to propose ways in which jobs can be redesigned for the ageing workforce.
• Able to provide advice and information to older employees to help them adapt to new job roles and work processes.
• Able to facilitate employee retirement according to guidelines.