Employers are using fractional work to bypass traditional recruitment cycles that typically take six to nine months for full-time positions. By concentrating strictly on agreed tasks without administrative overhead, these seasoned personnel help teams handle sudden workload surges. For instance, Kampong Kapor Community Services plans to expand its fractional workforce by over 60 percent, increasing its roster from six to around 10 workers over the next two years. Meanwhile, firms like Chye Thiam Maintenance are considering project-based consultancy roles to keep retiring personnel engaged while supporting their lifestyle preferences.
Key points
Fractional arrangements enable organizations to secure specialized expertise swiftly duri…: Fractional arrangements enable organizations to secure specialized expertise swiftly during workload surges without imposing extra administrative duties.
Companies adopting this model must adjust performance management systems, job scopes, and…: Companies adopting this model must adjust performance management systems, job scopes, and compensation structures to accommodate fractional roles.
Hiring fractional professionals as contractors often replaces standard staff benefits and…: Hiring fractional professionals as contractors often replaces standard staff benefits and medical coverage with higher rates of pay.
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Social service organisation Kampong Kapor Community Services plans to grow its fractional workforce by more than 60 per cent over two years, while other employers are exploring similar arrangements to retain experienced workers.
SINGAPORE: After retiring from the social work sector in 2023, Mr M Hindran, 68, returned to Kampong Kapor Family Service Centre (KKCS) this year to help manage its caseload under a fractional work arrangement.
He initially worked about two-and-a-half to three days a week at the social service organisation, handling triages and a limited number of cases. He was paid according to the hours he worked.
Fractional work lets people with specialised skills take on specific responsibilities or a reduced scope of work, rather than the range of duties of a full-time employee.
Mr Hindran said the model worked well for both him and the organisation, giving him time for personal activities while allowing him to continue contributing his experience.
“I get to do my own things. I get to do some volunteer work. I get to run my errands," he told CNA.
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