国人对本地就业前景感焦虑,迫使人力部必须做点什么,而最近的举措就是调高S准证和就业准证(EP)薪金门槛。 然而,仍有人力资源专家认为,人力部此举仍是“棋差一着”!并没有算到那些位居高职的外籍高管,仍会“很乐意支付同乡更高薪资”,或扩大同乡的工作范围,以将高薪金合理化。 人力资源公司HRmatters21高级顾问马丁迦巴列(Martin Gabriel),向本社分析,由于鲜少离职流动,外籍客工仍受欢迎。“当他们来到我国时,受到中介费用限制,必须在这里呆上两年。” 当被询及调涨薪金门槛是否会达到一个顶限或不再生效时,马丁指出,雇主是根据工作价值来决定薪金。 当政府为调高就业准证薪金门槛,这通常都是为了限制,这类雇员须具备更高素质,对工资等级“下命令”。“这是他们的目的,但是政府的构思是单向度的。” 调涨外籍员工薪金门槛,究竟能给当前劳动市场带来多达影响,马丁仍保持怀疑态度。 他表示,实际上,公司在雇佣外籍客工上消耗更多成本,因此为了减轻成本,公司将减少相关员工的其他福利来补贴较高的前期工资。“其中一种方法就是减少一次性花红、或将年度工资补贴(AWS)分成12个月,若增幅较小的话。” 政府政策助长人力资源不平等竞争 本社于7月进行的采访中,历史学家覃炳鑫、资深财务顾问兼人民之声成员梁实轩都表示,由于没有公积金缴款限制,公司就会倾向于聘请外籍人才。 后者强调,公积金课题并非公司选择聘请更多外籍员工的主要推动力,较低离职率才是主因。“外籍员工通常都有两年的合约。你可以折磨那个人、违反所有的规矩,但是他们都不能投靠另一个雇主。” 梁实轩补充说,这些员工通常都受到回国代理费的约束。相反地,本地员工可能更容易转工或向人力部投诉。 他指出,政府的政策助长了国家人力资源领域的不平等竞争。“看看全国职库(Jobs Bank)吧,当中并没有透露,究竟有多少工作岗位最终录用本地人。”
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