（2019年6月24日，/HRoot.com/）近日，據光輝國際的研究顯示，新加坡企業對未來一年的增長持“適度樂觀”態度。
在接受此次調查的110個新加坡企業中，66％的受訪者表示全球經濟放緩將對企業整體業績産生較大影響，而54％表示全球競爭激烈和人才短缺也是如此。
光輝國際的調查數據還顯示，37％的企業預計，相比于2018年的26%，2019年的中等增長率爲5％至15％，而2018年爲26％。同時，5％的企業預計增長超過15％，這一比例在2018爲10％。另外，10％的受訪者預計收入可能會下降0％至5％，而2018年這一比例爲5％。
爲了應對波動和競爭激烈的商業環境，新加坡企業正專注于外部增長戰略。調查中，分別有33％和21%的企業通過擴張規劃和21％的提升競爭力來占領市場份額。此外，這些企業還通過在未來兩年制定計劃、重新設計工作流程（67％）並減少與業務相關的差旅費用（55％）等方式來管理成本。
在接受調查的19個行業中，全球經濟放緩似乎對石油和天然氣、運輸、建築和材料行業的企業産生更大的影響。
在人才管理方面，光輝國際的調查發現，有80%的新加坡企業正致力于使其薪酬和福利待遇具有競爭力，而62%則將績效管理和獎勵聯系起來。不僅如此，調查還發現，員工流動的首要原因是職業發展（52％），其次是對薪酬方案（37％）以及與主管的工作關系（30％）感到不滿。
SINGAPORE – BUSINESSES ‘MODERATELY OPTIMISTIC’ ON GROWTH AMID GLOBAL ECONOMIC SLOWDOWN: KORN FERRY
(Jun.24, 2019, /staffingindustry.com/)Singapore businesses are ‘moderately optimistic’ on growth in the coming year, according to research from Korn Ferry.
Out of the 110 organisations surveyed in Singapore, 66% said the global economic slowdown would have the biggest impact on overall business performance, while 54% said the same for strong global competition and talent shortage.
Meanwhile, Korn Ferry’s survey data also showed that 37% of businesses expect moderate growth of between 5% and 15% compared with 26% in 2018. At the same time, 5% of firms predicted growth of more than 15% versus 10% of companies in 2018, while 10% of respondents expect a possible 0 to 5% decline in revenues, up from 5% of firms in 2018.
To deal with the volatile and competitive business landscape, Singapore companies are focusing on external growth strategies with 33% planning for expansion and 21% increasing competitiveness by capturing market share. They are also managing costs by making plans over the next two years to redesign work processes (67%) and reduce business-related travel expenses (55%).
Of the 19 sectors surveyed, the global economic slowdown appears to have had a greater impact on companies in the oil and gas, transportation, and construction and materials sectors.
Korn Ferry’s survey also focused on talent management and found that companies are focusing on making their compensation and benefits package competitive (80%), linking performance management and rewards (62%). The survey also found that the top reason for employee turnover was career progression (52%), this was followed by dissatisfaction with their compensation package (37%) and working relations with supervisors (30%).
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