A Sunday morning

It's 1024am Sunday. It's quite rare that I am up at this time and not being at church. Just shared a breakfast deluxe with my wife and in-law - granted, I ate most lah.

Came early to Shaw tower to see an "acupunturist" but it turns out that we needed to call for an appointment first. Saw a TCM doctor yesterday at Marine Parade: reach 8:15am and left around noon! Cost us $90 for some herbs, which it quite worthwhile considering the thousands you may spend on western medicines; fingers crossed that TCM is good though I am not holding my breath.

Going to have dim sum with sisters and a cousin from Mauritius. So here I am at Mac, trying hard to resist getting to chomp on especially since lunch is 2 hours away. It's pretty filled up with many families.

Challenging month ahead. One more month before I lose 2 staff. Already lost 2 staff. Recruiting is a bit of a pain but I have to admit that we do take too long to recruit. Well, I took 1-2 weeks to write a good JD and then that's another 2 weeks before I get to do interviews. You then have to select and get your selected candidates vetted by management; only to find that the candidate has rejected the offer.

Fresh grad from NUS rejected. I now have another grad with working experience asking for a fresh grad pay. I have another who worked in Engineering and still asking for his last pay. I then have a grad through correspondence study asking for a poly salary. I have that sweet young lady barely out of university asking for almost an AM level pay. I have a double masters chinese national asking for a fresh grad pay. Why focus on pay, you might ask. The truth is that I don't need someone who's experienced. I will go for the freshies simply because I believe it's easier to train them. And well, they usually ask for lower. Or I might go for a very experienced fellow, one I know could potentially reply me! After recruiting about 5 people and another 3 soon, I have to admit that I do rely on gut feel many times! Yea, I know, I've read about how gut feelings are not always good but that's me.

For the record, I went with the grad with working experience asking for a fresh grad pay partially because she/he can start immediately (she/he might still reject the offer). And I will also go for the fellow who worked in Engineering but asking for his last pay (though we'd probably offer a lower pay). The double masters will probably come third, and yea, I'll also try to get the freshis from correspondence course asking for Poly pay.

That's replacing almost a quarter of my team. I was prepared for that because I knew that such cycle happens every 3-4 years. The good news for me is that as far as I know, I am not losing 4 staff because of reasons directly attributed to me! Sure I might be responsible in some areas but all in all I doubt so. Anyway, 2 are being transferred out and 1 has kind of already indicated that she/he might resign (family decision).

Time of uncertainties coupled with the ever increasing demand from management to up our value-ad to the company: More internal controls, eLearning, audits, training etc etc. It's so weird because when I became a HOD, there was no such "training". As I was sharing with someone, we the current HOD/managers are probably the first batch of guys who will pave the way for the next generation. We will have the hard work. Then again, I am not complaining. That's part of the beauty of where I work - having the challenge to do new things!

I am 34 this year! I've worked for 10 years but I still have another probably 30 years to go! This is no joke and I need to believe that in another 15 years' time, I will still be relevant and if I am not, I must be wise enough to accept that and well, be contented with what I will have then. Nobody owes me a living. I can only make my own happiness given the circumstances I am in; so should all of you.

Staff Crunch

Tis the season again; good and bad. The economy is looking good and it seems that it's an employees' market. Is it? Well, I am not an expert in the matter. I do know however that I am kind of losing 4 people: 2 transfers and 2 resignation. Of the 2 resignations, one is personal in nature and the other one, well, unknown, though the staff actually has not found another job yet (which to me is not very smart especially when I doubt there's much pressure at work.. but then again, maybe I'm blind).

Contrary to what I thought would happen, I did get a reasonable number of resumes, considering we advertised only once and on the web (Jobstreet and the like). Interestingly though, I mostly got applicants who are trying to switch job; and asking of higher pay. Well, there are 2 categories: those in about the same line and asking for higher pay, and those who want to switch to a different line, the majority of which still asked for higher pay.

I do not know what is in store but I have a feeling that some people are in for a big surprise; getting a pay rise is good only for the long term only if you can ensure that in 10 year's time, someone 15 years your junior can't do about the same thing you are doing at a mere fraction of your salary! The worry is for those above 40, in 10-15 years time!

Then again, maybe that's me only.

So, what should it be then? Well, go for something you like and where you can see yourself for the rest of your career. Sounds "old" I know but hey, many in their 20-30 forget that they most likely will work for another 30 years! As much as we all want, there is only one Bill Gates. Forget all the books you read on "how to be rich etc"; that only makes the author rich.

My motto: enjoy what you are doing, try to have a work-life balance acceptable to you and your family, and well, do your best and know that if you boss is not treating your well, he's answerable to God.

Comparing with others is the worst thing you could ever do, especially comparing riches.