National Kidney Foundation

​​​​​As Singapore’s largest kidney foundation, NKF currently supports over 4,000 needy kidney patients. In order to cope with the growing demand for quality renal care, expansion in number of dialysis centres and efforts to promote kidney health in the community to curb kidney diseases, the voluntary welfare organisation has invested in the personal growth and development of its employees. NKF has moved beyond ad-hoc work-life programmes, to develop a unique employee engagement strategy that will enable every employee to have sufficient time and opportunity to maintain fulfilling personal lives, as well as achieve their full career potential.

Facts in a Flash

Industry Industry: Healthcare

Employment size Employment size: Above 1000

Employment profile Employment profile: Executives and nursing staff

Employment profile Featured work-life programmes:

Flexible Work Arrangements
  • Staggered Time
  • Part-time work
  • Flexi-shift (informal)
  • Redeployment to centers near home (for new mothers)
Employee Support Scheme        
  • Flexible benefit plan
  • Health and wellness initiatives
  • Volunteerism initiatives
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Success Factors

Aligning work-life strategy with the corporate philosophy

NKF has a unique corporate philosophy based on the “5Cs” of commitment, communication, compassion, collaboration and consistency which serve as principles for all employees to follow at work. The organisation’s work-life strategy is built on the same principles, and employees are given sufficient time to rest and recharge and also equipped with the knowledge and ability to achieve their maximum potential at work. This clear alignment with the overall organisational philosophy, has served to embed the organisation’s work-life plan as part of the work culture at NKF, a first step in ensuring the sustainability of the strategy.

Tailoring work-life initiatives to meet employees’ needs

At NKF, the employee profile is predominantly made up of nursing staff. As this role can require irregular hours and be physically demanding, health and wellness initiatives are an important component of the overall work-life strategy. FWAs are also available for employees who require it due to juggling work and part-time study, or even those who are new mothers and adjusting to life with an infant.

Providing opportunities for learning and development

The management supports employees’ personal work-life effectiveness, by equipping them with the skills and knowledge to achieve greater productivity at work. Employees are provided with a comprehensive range of learning and development programmes. Notably, NKF has established a Management Development Mentorship Programme, which identifies emerging leaders and young executives for future senior management roles. Nursing staff are also given the opportunity to be trained for more advanced clinical work such as reviewing blood tests and tweaking dialysis treatments.

Promising Outcomes

With this effective work-life strategy in place, NKF has seen its employee engagement levels rise over the years, and its staff have also been recognised at prestigious awards, including the Ministry of Health’s Nurses’ Merit Award, Healthcare Humanity Award and Intermediate and Long-Term Care Excellence Awards; SingHealth’s Health Quality Service Award; and HR Excellence Awards and HR Asia Recruitment Awards.

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