Latest news with #PWM
Zawya
4 days ago
- Business
- Zawya
India's Spark Capital opens DIFC office to expand Middle East business
India's Spark Capital Private Wealth Management (Spark Capital PWM) has commenced operations in Dubai International Financial Centre to expand its business across the Middle East. "The DIFC office allows us to enhance our service offerings to international clients while creating new avenues for wealth creation and preservation," Arpita Vinay, Senior Managing Director & Co-CEO, Spark Capital Private Wealth Management Private Ltd., said in a statement. Spark Capital PWM Private Ltd., regulated by Dubai Financial Services Authority, will offer comprehensive wealth solutions to its clients in the Middle East, the statement said. Spark Capital PWM's combined assets under management and administration have grown nearly tenfold, from $360.24 million in April 2023 to $3.56 billion in May 2025. It has also scaled its team from 60 to more than 400 professionals, including over 130 relationship managers, and established a pan-India presence across 12 cities. (Editing by Seban Scaria
AsiaOne
28-05-2025
- Business
- AsiaOne
More firms raise salaries in 2024 than in 2023, Singapore News
More firms increased their employees' wages in 2024, compared to the year before, said the Ministry of Manpower (MOM) in a report on Wednesday (May 28). The proportion of firms that raised employees' wages increased to 78.3 per cent in 2024, up from 65.6 per cent in 2023, according to MOM's report on wage practices for 2024. Concurrently, the proportion of firms that cut employees' pay fell from from 6.5 per cent in 2023 to 3.2 per cent in 2024. The remaining 18.5 per cent of firms kept the wages of their employees constant. Average wage increase has moderated: MOM Among firms which raised wages, the average wage increase in 2024 of 6.6 per cent has moderated from 7.2 per cent 2023. However, among firms which reduced wages, the cut was smaller in 2024 (-3.6 per cent) than in 2023 (-6.2 per cent). As economic growth continued and employers' profits went up, nominal total wages (which includes employer CPF contributions, basic wage and an annual variable component to account for bonuses) grew by 5.6 per cent in 2024 — comparable to 5.2 per cent in 2023. Since nominal wage growth outpaced inflation, which has eased since 2023, real wage growth rose to 3.2 per cent 2024, from 0.4 per cent the year before. Ang Boon Heng, director of MOM's manpower research and statistics department, said on Wednesday that the changes in Singapore's inflation rate "definitely played a very big part" in real wage growth. He added that 2024 saw the highest real wage growth since the Covid-19 pandemic, when Singapore's core inflation reached a high of 4.1 per cent. Over the medium-term, real wage growth continues to be supported by real productivity growth, said MOM. Wage growth varies by industry The ministry added that while wage growth was observed across across the board, it varied based on the industry. Administrative and support services reported the highest growth at 8.7 per cent, which MOM attributed largely to the Progressive Wage Model (PWM) introduced last year. Above-average wage increases were seen in financial services as well as community, social and personal services amid continued demand for skilled workers. Food and beverage services, however, recorded below-average wage growth at 4.8 per cent, while wage increases in wholesale trade (4.2 per cent) and manufacturing (5.1 per cent) were also below average. Wages in the latter two industries are expected to moderate in the coming year, in view of the on-going geopolitical and trade tensions due to the tariffs imposed by US President Donald Trump. Overall, rank-and-file as well as junior management employees saw slightly higher wage growth at 5.8 per cent and 5.6 per cent respectively, compared to senior management at 5.1 per cent. This is partly due to efforts to offset cost-of-living pressures, said MOM. It added that government policies, such as increases in the local qualifying salary and the implementation of PWM initiatives, have contributed to the uplift in wages of lower-income employees. The local qualifying salary refers to the minimum wage firms must pay local employees when they hire foreign employees. It was raised from $1,400 to $1,600 per month since July 1, 2024. [[nid:714094]]
Geeky Gadgets
20-05-2025
- Geeky Gadgets
Google Pixel 10 Pro XL: Why It Could Be the Best Phone of 2026
Google has officially acknowledged a persistent issue affecting its Pixel devices: screen flicker caused by Pulse Width Modulation (PWM). This problem, often linked to eye strain, headaches, and discomfort, has been a long-standing concern for users sensitive to display flicker. With the Pixel 10 Pro XL on the horizon, Google appears to be signaling a shift in its approach to display technology, emphasizing user comfort, accessibility, and inclusivity. This development could mark a significant step forward in addressing a challenge that has impacted many users. Watch this video on YouTube. What Is PWM and Why Does It Matter? Pulse Width Modulation (PWM) is a widely used technique in OLED displays to control brightness levels. It operates by rapidly turning the screen's backlight on and off, creating the perception of dimming. While this method is effective, it can pose problems for certain users, particularly when the flickering occurs at lower frequencies. Currently, Google's Pixel devices use PWM frequencies ranging between 240 Hz and 480 Hz, which, while functional, can cause discomfort for users sensitive to flicker. Symptoms commonly reported include: Eye strain Headaches General fatigue In contrast, competitors like the OnePlus 13 have adopted higher PWM frequencies, reaching up to 2160 Hz, to minimize flicker-related discomfort. This higher frequency significantly reduces the perceptibility of flicker, setting a new standard in display technology. By addressing this issue, Google has the opportunity to enhance the user experience and align with the growing demand for more comfortable and accessible screens. Google's Response: A Step Toward Solutions For the first time, Google has publicly acknowledged the PWM flicker issue, signaling its intent to improve display technology. Although no official fixes have been confirmed, several potential solutions are reportedly under consideration. These include: Increasing PWM frequencies to reduce the perceptibility of flicker. Introducing a manual flicker reduction toggle in device settings, allowing users to customize their display preferences. Providing software updates for older Pixel devices to optimize brightness control and reduce flicker effects. These measures could not only address the flicker issue but also set a new benchmark for accessibility and user comfort in Pixel devices. By taking these steps, Google has the potential to cater to a broader audience, including those with heightened sensitivity to screen flicker. This proactive approach could also position the Pixel lineup as a leader in user-centric display technology. Why Accessibility Matters Improving PWM implementation goes beyond technical refinement—it represents a commitment to greater inclusivity and user well-being. For individuals sensitive to screen flicker, even minor adjustments can lead to significant improvements in daily comfort and usability. However, the benefits of reducing flicker extend to all users, as it enhances the overall viewing experience by: Reducing eye strain and fatigue during prolonged use. Improving productivity by minimizing discomfort. Creating a more enjoyable and immersive interaction with devices. Google's focus on addressing PWM flicker reflects a broader industry trend toward prioritizing user comfort and accessibility. As display technology continues to evolve, tackling challenges like flicker will become increasingly critical in delivering high-quality, user-centric products. By addressing these concerns, Google can position itself as a leader in creating devices that prioritize both innovation and inclusivity. What Could the Pixel 10 Bring? The upcoming Pixel 10 Pro XL is expected to introduce several enhancements aimed at addressing user concerns and improving the overall experience. Among the most anticipated upgrades are higher PWM frequencies, which could significantly reduce flicker-related discomfort for sensitive users. Additionally, the device may feature other advancements, such as: A telephoto lens for the base model, expanding its appeal to photography enthusiasts. Enhanced software optimizations for smoother performance and usability. Potential new accessibility features to cater to a wider range of users. While these innovations are promising, they also come with challenges. Balancing advanced features with cost and performance considerations will be crucial to the Pixel 10's success. However, the potential improvements in screen technology and accessibility are likely to resonate with users seeking a more comfortable and inclusive experience. If executed effectively, these changes could redefine the Pixel lineup's reputation for innovation and user-centric design. Why Google's Shift Matters Google's acknowledgment of the PWM flicker issue represents a pivotal moment in its approach to display technology. By addressing this challenge, the company demonstrates a growing commitment to user comfort, accessibility, and inclusivity. This aligns with broader industry trends, where manufacturers are increasingly focusing on features that enhance usability and cater to diverse user needs. As the Pixel 10 Pro XL launch approaches, the spotlight will be on Google's ability to deliver meaningful improvements in screen technology. Whether through higher PWM frequencies, software updates, or other innovations, these changes have the potential to redefine the Pixel experience for a diverse range of users. By prioritizing accessibility and comfort, Google is not only addressing a critical issue but also setting a new standard for the future of display technology. Below are more guides on Pulse Width Modulation (PWM) from our extensive range of articles. Source & Image Credit: Demon's Tech Filed Under: Android News, Mobile Phone News, Top News Latest Geeky Gadgets Deals Disclosure: Some of our articles include affiliate links. If you buy something through one of these links, Geeky Gadgets may earn an affiliate commission. Learn about our Disclosure Policy.
Straits Times
19-05-2025
- Business
- Straits Times
70 years of transformation: How S'pore's workers went from ‘no rules' to new normal
Journey back in time to discover how Singapore's workforce has evolved over the past 70 years. ILLUSTRATION: SPH MEDIA BRANDED CONTENT 70 years of transformation: How S'pore's workers went from 'no rules' to new normal Amid technological disruptions, financial turmoil, and the Covid-19 pandemic, the Ministry of Manpower has empowered employers and workers to adapt and succeed in a rapidly changing job landscape Security supervisor Sivamani Taigrajan, 49, has spent over a decade in the industry. She remembers the work used to be mostly manual – but today, she is trained in new skills, such as operating multiple surveillance systems in a security command centre. 'It is now easier for employees to get a fair wage and increments with the scheduled increases tagged to climbing the ranks by upskilling,' she says. Under the Progressive Wage Model (PWM), workers like Ms Sivamani, in specific sectors, now have clear career pathways and wage progression. The Ministry of Manpower (MOM) is committed to uplifting the wages of lower-wage workers. Over the past five years, their real income has grown by 5.8 per cent. PWM and other policies were a result of Singapore's distinctive tripartite approach that brings together unions, employers and the Government to build consensus on wages in line with Singapore's economic goals. This distinctive tripartite partnership has helped the nation navigate global economic challenges and changing workplace norms. Through technological disruptions, financial crises and the Covid-19 pandemic, this approach has ensured timely policy shifts to strike the right balance between workers' well-being, business needs and economic competitiveness. To further support workforce upskilling, Career Conversion Programmes (CCP) by Workforce Singapore have benefited 6,900 employers and over 37,000 workers across 30 sectors from 2020 to 2024. One of these companies is Re Sustainability Cleantech. The sustainable solutions company created a Quality, Health, Safety and Environment and Sustainability Manager role, and their employees attended the CCP for Sustainability Professionals to learn new in-demand skills and stay competitive. As MOM turns 70, these stories highlight the collective impact of the ministry, workers, business leaders and unions in creating a thriving Singapore. This spirit of progress has driven Singapore's workforce transformation, with workers experiencing higher income growth from 2019 to 2024, compared to other major economies. Explore the interactive page below to see how MOM's policies and partnerships with unions and employers have shaped our nation. 1950s to 1960s: Defying the odds to survive The Ministry of Labour and Welfare (MOLW) was established in 1955 to ease labour tensions and resolve disputes – key to attracting foreign investment while protecting workers' interests. In the same year, MOLW established the Central Provident Fund (CPF) Board, introducing a compulsory savings scheme that has expanded over the years to meet Singaporeans' retirement, housing and healthcare needs. The National Trades Union Congress (NTUC) was formally registered in 1964, representing over 55 affiliate unions with a total membership of 102,000 workers, some 65 per cent of Singapore's workforce then. This laid the foundation for Singapore's distinctive tripartite framework. Workers in a garment factory in 1967. PHOTO: SPH MEDIA 1970s – 1980s: Nurturing an efficient labour force Singapore's industrial policy reached a turning point in 1972 with two significant institutional developments. The National Productivity Board, under the Ministry of Labour, was set up to boost workforce productivity through training during rapid industrialisation. Simultaneously, when labour shortages drove wage pressures on companies, the National Wages Council (NWC) emerged as a tripartite mechanism for structured wage negotiations, replacing the previous ad-hoc system that had often led to industrial disputes and strikes. The introduction of the Skills Development Fund in 1979, which stemmed from a recommendation by the NWC, marked Singapore's pivot from labour-intensive, low-skilled and low-wage industries to technology-intensive, high-skilled and high-wage ones. The formation of the Singapore National Employers Federation (SNEF), in 1980, completed the tripartite framework which supported Singapore's industrialisation. By 1984, Singapore successfully attracted higher value-added industries, diversifying employment opportunities and creating better jobs for Singaporeans. Essential Maintenance Services Unit staff tending to residents' requests in 1986. PHOTO: SPH MEDIA 1990s – 2000s: Boosting support for workers and employers Amid talent shortages and growing global competition, Singapore recognised the untapped potential of senior workers' experience and skills. The Ministry, in partnership with tripartite partners NTUC and SNEF, introduced the retirement age legislation in 1993 – and later re-employment age policies – to support the inclusion of seniors in the workforce. Since then, its regular review of retirement and re-employment ages has ensured that seniors can continue to work if they want to, offering them financial security for retirement. The Ministry was renamed MOM in 1998 to reflect its expanded and more dynamic role in a globalised world. The introduction of the S Pass and talent schemes under the Manpower 21 Plan opened Singapore's doors to global talent which, in turn, drew more multinational firms to the city-state's shores. This openness created a win-win situation. Foreign investments created more jobs and opportunities for Singaporeans. Local businesses benefited from the exchange of skills and expertise with foreign companies and professionals, speeding up development and growth of various industries here. As local companies became more productive and took on larger projects, they not only created better-paying jobs for Singaporeans but also moved up the value chain. During that time, more Singaporeans also took on leadership roles in international firms, both at home and around the world. Between 2003 and 2008, key institutions were established: The Workforce Development Agency (reconstituted into Workforce Singapore in 2016) was formed in 2003 in response to the Economic Review Committee's recommendation to ensure jobseekers were equipped with the relevant skills required to fill existing job vacancies as Singapore was still recovering from the Asian Financial Crisis and the severe acute respiratory syndrome (Sars) outbreak. It focused on tackling issues of unemployment, reskilling and upskilling for Singaporeans. The Tripartite Alliance for Fair and Progressive Employment Practices (Tafep) was formed in 2006 by the tripartite partners to promote the adoption of fair, responsible and progressive employment practices. The Workplace Safety and Health Council was established in 2008 to enhance workplace safety standards through industry engagement and best practice promotion. In the last five years, fatality rates averaged 1.1 per 100,000 workers – comparable with top-performing countries like the United Kingdom, Sweden and Germany. 2010s – 2020s: Adapting to changes, progressing the workforce Cleaners, security officers and lift and escalator specialists are among occupations covered by the Progressive Wage Model. PHOTO: SPH MEDIA The PWM rolled out in 2012 helps lower-wage workers through a structured pathway to increase their wages by upskilling and improving productivity. Since 2022, the PWM has expanded to cover nine sectors and occupations. To better support migrant workers' well-being and safety, housing standards were strengthened through the Foreign Employee Dormitories Act – enacted in 2016 and expanded in 2023 to cover 1,600 dormitories. New dormitory standards were later introduced in 2021 and will also apply to existing dorms by 2040, improving liveability and pandemic preparedness. Since 2019, 17 Jobs Transformation Maps have guided employers on job redesign and reskilling in the finance, infocomm and trade sectors. This, in turn, helps companies to be more efficient and productive. One such company, The Ascott, regularly reviews job roles to identify opportunities for redesign, aiming to reskill and develop their staff through training. The Majulah Package addressed retirement adequacy for Singapore's earlier workforce generations who may have lower CPF savings, targeting citizens born in 1973 or earlier through different bonuses. In an era of accelerating technological change and economic disruption, jobs worldwide are being transformed or displaced at an unprecedented pace. MOM has responded by boosting job matching services and career transition support. The SkillsFuture Jobseeker Support scheme, announced during the National Day Rally in 2024 and effective from April 2025, provides temporary financial support to lower- and middle-income involuntarily unemployed jobseekers while they take part in meaningful job search activities. Announced in 2024, the Platform Workers Act that came into force in January 2025 provides protection to platform workers. The legislation mandates CPF contributions, work injury compensation, and formal representation rights through platform work associations. Initiatives such as Workforce Singapore's Careers Connect On-the-Go help support Singaporean workers in their job search and career transition efforts. PHOTO: SPH MEDIA Key shifts for the future The landmark Workplace Fairness Bill was passed in January 2025, marking a significant evolution in Singapore's labour legislation, codifying anti-discrimination protections that build upon Tafep's work and the established tripartite framework. It introduced legal safeguards against discrimination in employment decisions, including hiring, termination and performance evaluations. Amid rapid technological shifts and global uncertainty, it is key for Singaporeans to take charge of their career health, and they can do so through Workforce Singapore and SkillsFuture Singapore's schemes and programmes to stay competitive and remain relevant. For instance, the new Overseas Markets Immersion Programme offers global exposure in roles like regional sales, business development and market analysis – providing companies with salary and overseas allowance support. Find out how these MOM initiatives are shaping the future of work in Singapore. Join ST's WhatsApp Channel and get the latest news and must-reads.
Straits Times
30-04-2025
- Business
- Straits Times
GE2025: Universal minimum wage will scare businesses amid economic uncertainty, says Tan See Leng
Manpower Minister Tan See Leng (second from right), flanked by his fellow Chua Chu Kang GRC candidates (from left) Choo Pei Ling, Jeffrey Siow and Zhulkarnain Abdul Rahim, speaking to the media during a walkabout on April 30. ST PHOTO: MARK CHEONG Follow our live coverage here. SINGAPORE - Now is not the time to introduce a universal minimum wage policy as it will risk driving businesses away amid economic uncertainty in the light of the US tariffs, said Manpower Minister Tan See Leng on April 30. 'Currently, what is most important is to make sure that we are able to ensure that... our workers continue to have gainful, meaningful employment opportunities,' Dr Tan said during a walkabout at Chua Chu Kang GRC, which he is contesting. 'We think there's a storm that lies ahead, and whatever study that people propose, there is a timing for everything,' added the anchor minister for the PAP team. Dr Tan was responding to calls for a universal minimum wage policy made by the opposition PSP on the campaign trail. The PSP, which is running against Dr Tan's PAP team in the group representation constituency, has suggested setting a minimum monthly wage of $2,250 to help Singaporean workers cope with rising living costs. One of PSP's candidates for Chua Chu Kang GRC, Mr Lawrence Pek, has criticised the Government's current wage policies as outdated and urged a review of the feasibility of implementing a universal minimum wage. Mr Pek was the former secretary-general of the Singapore Manufacturing Federation (SMF). 'Businesses are finding it very hard pressed, particularly with the uncertain economy, (to move) forward because of the tariff war,' said Dr Tan, speaking to reporters on the sidelines of a walkabout at Lot One. 'Now, if you impose anything, I think you're going to really scare a lot of the businesses away.' He said the Government has assembled the Singapore Economic Resilience Taskforce, led by Deputy Prime Minister Gan Kim Yong, to look into the impacts that the tariffs imposed by US President Donald Trump would have on Singapore. The priority now is to ensure businesses are supported and that workers continue to have meaningful employment opportunities, said Dr Tan, who is also the Second Minister for Trade and Industry. He said that a one-size-fits-all approach will not work in Singapore. Instead, the Government has a toolbox of wage policies to work in tandem to support lower-income workers. It includes the Progressive Wage Model (PWM), first introduced in 2014, which Dr Tan said is more robust than a minimum wage policy. The PWM is an initiative that aims to sustainably raise lower-wage workers' incomes by linking wage increases to skills upgrading, productivity improvements and career progression. Dr Tan said: 'As a result, there's a very proper wage ladder, a career ladder which (businesses) can find is a more sustainable model.' He added: 'Mr Pek, he was formerly in the SMF. I think he may have only understood, in part, but not much depth, as to what our PWM is all about.' Dr Tan also highlighted the existing Workfare Income Supplement, which complements the PWM. The scheme is designed to encourage Singaporean workers to build their Central Provident Fund savings, earning them cash payments and additional fund contributions . He said: 'We have a whole suite of measures available that we will be able to draw on very quickly.' The salaries of lower-wage workers here have also risen faster compared with those of the workforce as a whole, said Dr Tan, referring to figures highlighted in Parliament in March to show the results of Singapore's progressive wage efforts. PAP's candidate for Chua Chu Kang GRC Jeffrey Siow, who was formerly the permanent secretary at the trade and industry and manpower ministries, said the universal minimum wage risks raising business costs and could deter firms from hiring Singaporeans. 'I would suggest that it is worthwhile to ask companies themselves what they think of this proposal, perhaps ask the SMF,' said Mr Siow. Mr Siow had earlier referred to PSP's policy proposal as more of a 'political tool' than a practical solution. With the hustings coming to its final day on May 1, Dr Tan said the PAP team, who are mostly new to the GRC, have focused on visiting markets, the MRT station and residents at their home to introduce themselves to voters. His team includes incumbent Keat Hong MP Zhulkarnain Abdul Rahim and new faces Dr Choo Pei Ling and Mr Siow. Dr Tan said the team will come up with a 100-day plan to see how concerns raised by residents can be addressed, such as connectivity issues in Tengah, which will be prioritised. Mr Pek, who was also at Lot One doing a walkabout with the PSP team in the evening of April 30, said he hoped the ongoing debate between parties during the hustings would raise greater awareness of the minimum wage policy. 'I stress, the socioeconomic situation in Singapore has changed dramatically over the last five years and is very different from all the labor policies that we had 10 years ago,' he said, repeating his call for a feasibility review on the universal minimum wage policy. He was speaking alongside PSP teammates Ms Wendy Low, Mr A'bas Kasmani and Mr S. Nallakaruppan. The team also pledged to tackle the rising cost of living and shortage of job opportunities — key concerns frequently raised by residents. Ms Low, a lawyer, said the team plans to set up a studio to support both job seekers and mental well-being, and will tap on their networks of companies and contacts to connect residents with employment opportunities. Join ST's WhatsApp Channel and get the latest news and must-reads.
