It is tempting to make such a cynical call. Look at the problems we face today despite the scholars we have – congestion, inflation, car woes, healthcare. Why do we need more scholars when they have not been able to steer the country correctly?
I am concerned to read about a flush of scholarship given out. Is it still the right HR tool for government?
There are merits to having a scholarship system but it is not for me to elaborate. I will discuss the demerits instead.
One, creaming talents into public sector and GLCs deprives the private sector of talent needed. Many SMEs find it difficult to attract bright people. Without good human capital, SMEs are caught in a negative spiral. Employing cheaper foreign talent in numbers to compensate for lack of quality is a natural respond. While it is difficult to argue against retaining the best brains in the public sector, we need to be convinced that the number of scholarships awarded is justifiable.
Two, even scholarships remain, awarding scholarship to someone at the age of 19 seems too premature, considering the implications. Scholars will be bonded for years, and the fee for breaking bond is high. It is unrealistic to expect students aged 19 to be certain of their future career path. For the boys, it is better to award the scholarships after they complete the NS. NS is a good opportunity to evaluate the character of a person. Leadership qualities can be tested under extreme conditions. Peers can judge who is the hero or zero after two years of ‘suffering’ in close proximity. There is no urgency to give out scholarships too early. No one should disrupt from NS. Everyone should go through the NS journey in the same way.
However, for girls, there is no buffer time like NS. They start two years ahead of their boy friends. Girls could be given the opportunity to volunteer for NS or they should enroll into a local university for two years. After which, they can apply for scholarships.
In doing so, it will minimize the likelihood that bonds may be broken due to an ill conceived decision made at the age of 19. Age 21 is widely accepted as the legal age to make big decisions in life. Entering into a scholarship is a major lifelong decision.
Three, complacent HR behaviors may set in when organisations are guaranteed a steady pool of talent, who will be bonded for 4-6 years. It is common to see ridiculous workload been dumped onto scholars since they can’t just quit. Good work given to test the CEP of a person is acceptable. But it is unacceptable when scholars are made to execute tasks that others will not, such as preparing an unpopular policy paper, or getting them to staff VIPs who may have idiosyncratic requirements. Sometimes there could be tasks that are obviously redundant, or idiotic, but a director may find it easier to dump it on a scholar, than to say no to his Superiors. This leads to frustration for young scholars, and overall inefficiency at work.
Four, scholars are deemed to be the elites with high potentials, and the others are easily disillusioned and sidelined. It is detrimental to the overall work dynamics. There are cases where an elite scholar is a total non performer but receive higher rewards compared to non scholars. As the procedure to eject an elite scholar is rather cumbersome and painful for the supervisors, a non performing scholar can just float by.
Regardless of whether you are a scholar or not, everyone should start off at the same point in the organisation, and be given equal opportunities to prove themselves. After all, it is too early to judge a person’s potential at the age of 19, and academic and CCA portfolio are not the best extrapolation of a person’s capability and potential for the next 40 years.
Five, returning scholars are sometimes assigned to organisations that traditionally have difficulty in attracting good talent due to the work scope been unattractive in itself. Misalignment of interest and work assigned lead to poor work performance, and perpetuates the survival of an organisation that should otherwise be decommissioned.
I invite readers to share any other demerits that you see in having a scholarship system.
Having said so, I do believe there are still valid ground for granting scholarships. For example, MND granting more scholarships to students is a right move. As Singapore becomes more populated, it is important to have the best people to improve HDB living, efficiency of the construction sector, and ensure Singapore remain a livable city. Transport, healthcare, community service would be areas that require the top brains to tackle long term challenges.
Government should centralize all other scholarships. All Ministries and stat boards should stop recruiting their own scholars. A centralized system would lower the cost of recruitment, and ensure parity in selection. The scholars should become a centralized pool of talent that every organisation should compete for. Likewise, scholars need not be tied to a particular organizing at the age of 19. It may mean more admin work for the government, but the effort should pay off in the long run.
Scholars should also be given greater flexibility on the place of work. They need not be restricted to the Ministries or stat boards. In the event that a returning scholar cannot find a suitable organisation to work for, he should be given the flexibility to work for a Singapore based firm or its subsidiary abroad, with priority given to Singaporean owned entity. A scholar should also be allowed to become an entrepreneur in Singapore if there is a compelling business case.
Lastly, as we cut down on the number of scholarships awarded, we should consider if more bursaries should be given instead. This would go a long way in lessening income inequality and improve social mobility.
To all the scholars out there, I appeal to you. To persevere in what you believe is right, and continue to work for the benefits of the majority of Singaporeans, especially those who are unemployed and struggling with life. You can Make A Difference to them.
Chin Wei
* The author blogs at https://blogbuster88.wordpress.com/. Blog Bus-ster literally means blogging on the bus. The author takes bus to work. During the 60 minutes journey, he reflects on issues and shares thoughts. He was a trade policy and manpower officer, commodity trader, teacher and lately researcher on resource and environment. He hopes to see a more caring and livable Singapore.