There are various startup schemes and government grants provided by the government in Sembawang Singapore that you can benefit from. There are a number of business support grants for companies to help them overcome obstacles in their growth. Overall aim of these grants is to help businesses in capability upgrading and internationalization.
Government knows the important role that its startups and SMEs play in its economy and hence support these entities with business support grants. Financing is one of the most fundamental aspects of starting and growing your business. There are hundreds of government grants available for small businesses that help in saving money, lowering startup costs and helping grow your business.
Business support grants are small amount of seed money that further the goals of federal, state, or non-profit organizations. Unlike a loan, you don’t have to repay it. Most business support grants in Sembawang are awarded to help launch a start-up or new business, with the aim to generate jobs and stimulate the economy. There are fewer grants available for established businesses.
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Government can assist businesses in two ways- financial help and administrative support. Understand what government grants are available to businesses. Grants are available to sole traders, partnership, limited companies and social enterprises.
Now grants aren’t just government funded as more and more organizations develop grants program in Sembawang. Grants are now offered by government, private agencies, universities, corporations and humanitarians.
Business grants are available in all kinds of forms. Generally, business support grants are either a direct grant, equity finance or a soft loan. Direct grant is money given to your new business to cover startup essentials such as investment in equipment, training or reaching new markets. Equity finance, not strictly a grant, offers reduction in income tax on investment made in new businesses. Soft loans are actually loans with lower interest rates and more generous terms than other lending.
Training and development (also labelled as "learning and development") is always acknowledged as crucial to the success of any business; both in-house and outsourced; whether training courses, on-line learning or executive coaching. Conversely, it is often the first area to feel the cutbacks when times are hard. As a busy executive, it can be challenging to balance the responsibility for developing your team with reducing budgets and focusing on the bottom line. However, think positive, it may not be your responsibility only.
So how do we define training and development (or T&D for short)? How about: equipping people with new skills, knowledge, attitudes or experience which they are then able to apply to their workplace and careers? That's a nice, broad definition which we can break down into three broad categories:
* what people need to do their job as it is today;
* what people need to do their job was it will be tomorrow; and
* what people need to do the jobs they want in the future.
From this we see that T&D can equip people to do their job, stay abreast of the changing requirements of that job and also help them in their career progression. Therefore, there are clear immediate benefits to the business (the first two categories) and definite future benefits to the individual (their career.) Of course, the individual also benefits from being well-trained in their daily role and the business benefits from developing its own future executives in-house.
At this point, we might want to question this word, "training", which tends to suggest activity geared towards a specific task or role. It also implies a process that is done to the individual rather than being something that they can fully engage with (after all, dogs are 'trained'.) Perhaps the better and more inclusive term would be "learning", which suggests a wider range of options (including mentoring and coaching) and also, perhaps, a wider range of applications.
Returning to the issue of responsibility: if the benefits are shared, shouldn't the responsibility also be shared? Traditionally, a manager might appraise each team member (sometimes in secret), personally decide what they needed by way of improvement and then prescribe the appropriate off-the-shelf training course. This is a Doctor model, where the manager acts as authority, diagnostician and decision-maker. Within limits, it can be efficient and it certainly saves time, but the lack of involvement of the individual can lead to lack of engagement with the training and therefore a lack of benefit.
These days we see more of a Coach model in which the manager and individual discuss the training needs and make decisions together. The coach guides the individual through the process of identifying and meeting their development needs with an emphasis on which solution will suit both them and the business. Those with particular potential, the 'rising stars' may even manage their own development allowance or budget and be free to seek tailored coaching outside the organisation (on the understanding that the results are applied within the organisation.)
Ask yourself how it works in your workplace. Do individuals have development objectives? Are they imposed or agreed? How are development options chosen? Is the criteria solely business efficiency or does it also take into account the individual's learning style? Is there support available to apply the learning to their role? Are they coached through their career development?
So think positive and engage your team in their own learning. The key factors are: involvement; discussion; business needs and personal aspirations; not just "training" but "learning"; and joint decision-making. That can mean joint success for you and your people.
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Many programs can assist small business to access professional advice and support in critical early stages of establishing a business. While there are a lot of grants available, getting a business support grant from the government can be a challenge. Government grants are often complex with lots of processes and stages, and each grant will have its own requirements and criteria for applying.
While being awarded a grant is winning, they are notoriously hard to acquire. Not only are grants programs highly competitive, they can take months to process. Aside from finding one you’d be eligible for, you have to compete with other companies for the same. The other downside is that grants usually come with specific instructions on how you can use the money.
A grant for companies in Sembawang Singapore can give your business a huge leg up and can be a great alternative to traditional finance. To apply for grants, first become familiar with the process. Eligibility for grants will vary depending on the grant in question.
Do your research. Identify programs that are a match for your business. Apply for the grant and submit eligibility requirements. Keep in mind that you’ll need to meet certain criteria to be eligible.
It is important for companies to develop a good training program to keep their staff motivated. Training may cover a wide range of reasons from new-hire training about your operation, to introducing a new concept to a workgroup to bringing in a new computer system.
Whatever the reason for conducting a training session, it is a must that a comprehensive, ongoing and consistent training program be developed in order to keep your staff motivated about learning new concepts and keeping your department profitable.
A formal new-hire training program, with an overview of the job expectations and performance skills needed to perform the job functions, is an essential part of a complete training program.
A new-hire training program provides essential knowledge and understanding of the position and how the position fits within the organizational structure. The new associate will better understand their impact on the organization if he or she has good background knowledge of how one workgroup interrelates with ancillary departments.
A good and reliable new-hire training program starts with the creation of a sound and comprehensive training manual. A manager or supervisor must keep the associate in mind while writing the training manual.
It is also important that it is interesting so the associate will actually read it. It is highly advisable to use graphics and to deviate from normal "corporate" language. In computer training, it is essential to incorporate a visual image of a computer screen to illustrate a function.A good training manual must act as a building block of practical and technical skills needed to prepare the new individual for his or her position.
A manager or supervisor must ensure the department manuals are kept current in order for the department to understand current policies and procedures. It must also include any system enhancements and/or change in policy or procedure.
On the Job Training or OJT is another form of a new-hire training program wherein a potential associate trains directly next to an existing associate. OJTs allow the new associate to see first hand the different facets of the position.
Through an OJT, the new-hire will have the opportunity to develop a working relationship with an existing associate. Concepts learned in the initial training are reinforced through OJTs. Continuing education is another aspect of a comprehensive training program. In fact, a good training program should make it an ongoing responsibility of the associate in a department. Continuing education will keep all staff members current about policies, procedures and the technology used in the department.Studies have shown that associates will only retain approximately 40 percent of the information learned in the initial training session.
That's why a continuing education program for a department is just as important as the new-hire training. A continuous effort, either formal or informal, must be placed on reminding the staff about various procedures and concepts.Common practice on informing associates about the need for continuing education often includes a member of management sending a memo to each associate.
Another, more informal way is to send a one-page information sheet to staff. The information sheet, called a training alert, should be informative and presented in a non-threatening manner. If the policy or procedure changes, therefore, the informal approach would better prepare the department to receive this presentation.With a new-hire and continuous education as part of your company's training program, you could be sure that your associates will grow well in your company.
Each scheme is different. Check you meet the general terms and conditions. Talk to the grant body to assess chances of success. Read grant objectives carefully. Have a great business plan.