Labour
Standardised centralised training for new bus captains
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Singapore Bus Academy (SBA), which was officially opened on Monday (17 October), will conduct a standardised centralised training to complement the existing training efforts of individual operators to ensure a consistent service delivery standard across the bus industry workforce.
Starting from 31 October 2016, the first batch of about 30 trainees will take the Enhanced Vocational Licence Training Programme, which will now be a requirement for new bus captains to attain their Omnibus Drivers’ Vocational Licences (ODVL).
This is a five-day programme to provide comprehensive foundational core skills training for new bus captains across all operators which comprised of six modules:
- Overview of Public Transport Industry.
- Omnibus Drivers’ Vocational Licence and Regulations.
- Sectoral Tripartism.
- Overview of Bus Ticketing System and Common Fleet Management Systems.
- Service Literacy.
- Safe Driving Techniques.
Senior Minister of State, Prime Minister’s Office, Ministry of Foreign Affairs and Ministry of Transport, Mrs Josephine Teo officiated the opening of SBA at an event held at the Devan Nair Institute for Employment and Employability.
BCA was developed by the Public Transport Sectoral Tripartite Committee (PTSTC), which is chaired by SMS Josephine Teo and was formed in August 2015, to support the SkillsFuture movement. Members of PTSTC include representatives from Land Transport Authority (LTA), Ministry of Manpower (MOM), Workforce Singapore (WSG), Employment and Employability Institute (e2i), National Transport Workers’ Union (NTWU), SBS Transit Ltd (SBST), SMRT Corporation Limited (SMRT), Tower Transit Singapore (TTS) and Go-Ahead Singapore (GAS).
The Academy is part of the Industry Manpower Plan, which was previously known as the “Sectoral Manpower Plan”, for the public bus industry.
Ms Josephine said that drawing upon industry’s best practices, the programme will be conducted by both in-house trainers as well as trainers from NTWU, SBST and SMRT. e2i will be the programme manager and work with industry partners to develop job facilitation, skills upgrading and career progression for Singaporeans in the public bus industry.
According to Ms Josephine, SBA is also developing other programmes for existing bus professionals to undergo continual training and deepen their skills throughout their careers. While the initial focus is on bus captains, the Academy intends to provide training opportunities to the rest of the bus industry workers such as technicians and planners.
Besides serving as a training centre, the Singapore Bus Academy will also be a career resource centre dedicated to the public bus industry, centralising the most up-to-date information on career options and proficiency requirements. It will be the first touch-point for members of the public who wish to embark on a new career in this sector. Interested individuals will also be able to seek advice from the officers stationed at the Academy.
Ms Josephine said in her speech, “Investing in hardware alone is of course not enough. We depend on a high quality, professional workforce to translate these investments into better commuter experiences on the ground. This is why developing our human resource must be a key pillar of our overall efforts. With a core of competent bus professionals, commuters can enjoy reliable, safe and comfortable journeys.”
Chief Executive Officer of e2i, Mr Gilbert Tan, said, “We are glad to partner LTA and the industry partners in setting up the Singapore Bus Academy. As the programme manager of the new academy, e2i is committed as the intermediary between the Government, employers and workers to upskill bus professionals and attract more Singaporeans to join the bus industry. Individuals seeking a career in the bus industry will have access to career guidance advisory on career prospects and pathways, as well as be job-matched with hiring employers; bus professionals will enjoy continuous and structured skills training and upgrading opportunities to be more competent and perform their jobs better.”
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Labour
39yo man dies after tugboat sinks in Singapore waters
A 39-year-old man has died after the tugboat Oshio sank in Singapore’s Eastern Anchorage on Wednesday afternoon. Rescued by the Police Coast Guard (PCG), he later succumbed to his injuries in hospital. A search for the second crew member is ongoing, involving the MPA, PCG, and SCDF.
![](https://theonlinecitizen.s3.ap-northeast-2.amazonaws.com/uploads/2024/09/05100035/Oshio4-tile.jpg)
SINGAPORE: A 39-year-old man has died after the tugboat he was on sank in Singapore waters on Wednesday (4 September).
The Maritime and Port Authority of Singapore (MPA) reported the incident in a statement issued the same day, confirming that the tugboat, Oshio, sank in the Eastern Anchorage at around 2.15 pm.
![](https://i0.wp.com/theonlinecitizen.s3.ap-northeast-2.amazonaws.com/uploads/2024/09/05095653/Oshio2.jpg?resize=740%2C469&ssl=1)
Source: vesselfinder.com
As reported by Singapore media CNA, the man, one of two crew members on board the tugboat, was rescued by the Police Coast Guard (PCG) and taken to the hospital, where he succumbed to his injuries.
Authorities have not released details about the second crew member, who remains missing.
A search and rescue operation involving the MPA, PCG, and the Singapore Civil Defence Force (SCDF) is currently underway.
Divers have been deployed to locate the sunken tugboat for salvage operations.
MPA has also issued navigational broadcasts to warn vessels to avoid the area. No oil pollution has been detected from the incident.
According to the MPA website, the Eastern Anchorage, situated near Marina Barrage, serves general purposes such as receiving stores, water, bunkers, and as a waiting area for berth facilities by vessels, excluding non-gas free petroleum vessels, liquefied natural gas vessels, liquefied petroleum gas vessels, and chemical vessels.
Authorities are continuing their search efforts and are monitoring the situation closely.
Labour
Nearly half of Malaysian workers consider themselves a minority: Randstad Malaysia
Randstad’s 2024 Employer Brand Research reveals that nearly half of Malaysian workers feel like minorities due to ethnicity, religion, and other factors. Gen Zers reported the highest minority perception, and career growth obstacles persist, particularly for minority and female employees.
![](https://theonlinecitizen.s3.ap-northeast-2.amazonaws.com/uploads/2024/09/04100558/Kuala-Lumpur-Malaysia.png)
Randstad, the world’s largest talent company, released the results of its 9th annual Employer Brand Research in Malaysia today.
The study, which surveyed 2,500 individuals in the country as part of a global pool of over 173,000 respondents, revealed that nearly one in two Malaysian workers consider themselves a minority in the workplace. Reasons for this include ethnicity, nationality, religion, and disability, with 12 per cent opting not to disclose their reasons.
Fahad Naeem, Country Director of Randstad Malaysia, stated, “Despite progress in promoting diversity, our research highlights a gap in true inclusivity across Malaysia’s workforce. Equity remains crucial for organisations aiming to attract and retain talent. A diverse and respectful workplace enhances collaboration and business success.”
The survey, conducted by Kantar TNS in January 2024, found that 56 per cent of Gen Z respondents and 47 per cent of Millennials reported feeling like minorities at work, compared to 41 per cent of Gen Xers. Among Gen Zers, 19 per cent cited their religious beliefs as the reason for this perception, compared to 12 per cent of Millennials and 9 per cent of Gen Xers.
Naeem emphasised the importance of addressing these concerns through anti-discrimination policies and merit-based recognition, warning that negative workplace experiences shared on social media can damage employer brands.
Minorities Face Career Growth Obstacles
The research also showed that 44 per cent of respondents reported facing obstacles in career progression, with minorities 26 per cent more likely to encounter such barriers. This includes disparities in promotions, pay raises, and access to training opportunities.
Naeem urged employers to be transparent in their evaluation metrics, noting that open communication could help bridge the gap and unlock the full potential of a diverse workforce.
The top reasons for leaving their jobs are to improve work-life balance, the lack of career growth opportunities, and low pay amid rising living costs.
Generational Disparities in Career Growth Perceptions
The report highlighted that Gen X workers feel the most overlooked by their employers, with one in five expressing doubts about whether the best opportunities go to the most deserving employees. Gen Xers are also the least likely to believe their employers provide equal pay for equal work.
Conversely, Baby Boomers were more optimistic, with two in three reporting that senior managers offer fair reskilling and upskilling opportunities, compared to 52 per cent of Gen Zers and Gen Xers.
Gender Inequality Persists in Male-Dominated Sectors
While gender inequality is less pronounced at the national level, the survey revealed persistent disparities in male-dominated sectors like manufacturing and technology. In manufacturing, 25 per cent of men feel they are not receiving equal pay for equal work, compared to 14 per cent of women. In the technology sector, 31 per cent of women believe they are underpaid compared to 18 per cent of men.
Naeem stressed the need for equitable policies in these sectors, warning that without them, companies risk losing top talent to industries that better value diversity and contributions.
The full 2024 Randstad Malaysia Employer Brand Research report, featuring in-depth data and insights, is available on the Randstad Malaysia website.
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