Asia Fresh News

Asia Fresh Stories

Archive for the ‘Human Resources’ Category

Diving Into The Global Talent Pool

leave a comment »

— Pearson English Business Solutions announces new products to drive business performance through enhanced English language skills
BRISBANE, Calif., May 19, 2015 /PRNewswire/ — Pearson English Business Solutions (PEBS) today announced new products and services designed to equip HR professionals to mine global talent in an era in which human capital drives innovation and competitive advantage.

Logo – http://photos.prnewswire.com/prnh/20150514/216177LOGO

Success in today’s connected economy depends on access to global talent as well as global consumers. Employees with an international outlook bring cultural diversity and local insight to the heart of global businesses. But accessing and developing global talent requires business English proficiency to be treated like any other skill.

PEBS announced two new product sets for HR leaders to harness global talent:

ONE Standard covers the communication spectrum, from effective writing to business exchanges and persuasive discussions.
ONE Professional augments One Standard with one-to-one guidance from an advisor, business skills practice and writing feedback.
PEBS’s new consulting and benchmarking services put HR leaders in control, aligning business objectives, global proficiency standards and individual advancement.

Industry Profile Benchmark defines candidate and employee requirements against recommended proficiency benchmarks for industry and role profiles.
Custom Profile Benchmark defines a company’s talent and employee proficiency benchmarks against the organization’s standards for roles, departments or disciplines.
Karine Allouche Salanon, leader of Pearson English Business Solutions, said:

“These new products put power in the hands of HR leaders. Talent management is about consistently developing individuals’ skills and aligning them with the strategy of the organization.”

Nicole Brown, Vice President, Go-To-Market and Operations of PEBS added:

“Our approach follows three principles to meet the needs of business: firstly, we deploy advanced technology for worldwide access; secondly, we blend this with one-to-one coaching to ensure that programs are truly tailored to each learner; finally, these solutions are scalable and flexible to ensure that we are delivering first-rate value for money as well as cutting edge skills support.”

Pearson English is the world’s largest provider of English language learning, from basics for beginners to boardroom-level business English. Pearson English is a division of Pearson, one of the world’s largest learning companies. Learn more at http://bit.ly/talentmanagementsolutions.

Nicole Brown’s blog post on talent management and the alignment with PEBS’s portfolio can be found here.

Connect with Pearson English Business Solutions on LinkedIn (http://bit.ly/PEBSLinkedIn), Facebook (http://bit.ly/PEBSFacebook), Twitter (http://bit.ly/PEBSTwitter) #english4business.

Source: Pearson English Business Solutions (PEBS)

Written by asiafreshnews

May 20, 2015 at 12:15 pm

Posted in Human Resources

Culture Trumps CEO Charisma for Delivering Value in a Volatile World

leave a comment »

— The Success Formula identifies evidence-led culture as essential to strategy implementation

CHICAGO, May 12, 2015 /PRNewswire/ — A two-year research collaboration between Heidrick & Struggles (NASDAQ: HSII), the premier provider of executive search, leadership consulting and culture shaping worldwide, and a leading business author explores how senior executives around the world can improve value delivery in an era of unprecedented volatility and change.

The Success Formula: How Smart Leaders Deliver Outstanding Value (Bloomsbury Publishing) reveals that the most successful organizations are not those led by charismatic and visionary leaders, but by leaders who create a culture of delivering outstanding value.

Andrew Kakabadse, Professor of Governance and Leadership at Henley Business School in the UK and the author of 43 business and leadership books, embarked on a global study with consultants at Heidrick & Struggles to examine the link between leadership and sustainable business value. Together, they interviewed more than 100 chairmen, board directors, chief executives and senior executives in the public, private and third sectors in 14 countries.

“In today’s VUCA world – that is to say, volatile, uncertain, complex and ambiguous – a business leader needs to build a culture that is driven to create value, and to transform personal vision into the organization’s purpose,” said Steve Mullinjer, Regional Leader, Asia Pacific, Heidrick & Struggles and co-leader of The Success Formula research project. “Our research clearly shows the importance of culture and purpose in an organization that successfully delivers the leader’s strategy.”

Kakabadse shows that smart leaders who sustain success over a long period drive strategy in an ‘evidence-led’ approach instead of a ‘strategy-led’ one.

“Even in the age of Big Data, many important decisions are still based on prejudices, preconceptions, entrenched beliefs, outdated worldviews, and even ego,” Kakabadse said. “In contrast, smart leaders create an evidence-led culture in the organization that generates sustainable value.”

According to The Success Formula, three qualities are essential for value-delivery leaders:

Not just diversity, but diversity of thinking
Increasing the diversity of a leadership team in terms of gender, ethnicity and other demographic factors undoubtedly leads to more creative and broad-minded thinking. High-performing organizations, however, recognize that these benefits will not stick unless the organization creates a process around diversity of thinking to instill a culture that welcomes wide-ranging experiences, viewpoints and interests.

Leadership through alignment and engagement
The effective implementation of a strategy requires top-down engagement and alignment, as well as bottom-up feedback within the organization to test and modify the strategy. During this process, leaders need to facilitate engagement so that people are willing to voluntarily invest their efforts to position the organization to achieve its strategic objectives.

Evidence-led action
Effective leaders critically examine evidence and interrogate the issues through quality data. They recognize the importance of contextual (soft) evidence as well as intellectual (hard) evidence, and seek to test any strategy before it goes live. They make a habit of debating the evidence with their teams to challenge their thinking.

About Heidrick & Struggles
Heidrick & Struggles (Nasdaq: HSII) serves the executive talent and leadership needs of the world’s top organizations as the premier provider of leadership consulting, culture shaping and senior-level executive search services. Heidrick & Struggles pioneered the profession of executive search more than 60 years ago. Today, the firm serves as a trusted advisor, providing integrated leadership solutions and helping its clients change the world, one leadership team at a time. http://www.heidrick.com

H&S Media Contacts:
Lia Randazzo – 312.496.1788, lrandazzo@heidrick.com
Karen Lau – +852 2103 9329, Klau@heidrick.com

Logo – http://photos.prnewswire.com/prnh/20140822/139029

Source: Heidrick & Struggles
Related stocks: NASDAQ-NMS:HSII

Written by asiafreshnews

May 13, 2015 at 3:37 pm

Posted in Human Resources

jobsDB organises Superhero HR Day for HR professionals

leave a comment »

HONG KONG, May 4, 2015 /PRNewswire/ — Jobs DB Hong Kong Limited (jobsDB) announced today the details of their upcoming jobsDB Superhero HR day. Mr. Matthew Cheung Kin-chung, GBS, JP, Secretary for Labour and Welfare has been invited to give an officiating speech.

This year, the theme of the conference is “Mastering the many HR hats” where diverse human resources topics will be covered and discussed by eight HR senior executives from various industries. This landmark event is also one of the highlights of the group’s ‘Happy is a better job’ campaign launched this year.

jobsDB understands the challenges facing today’s HR professionals and it is committed to helping them towards the goal of achieving happy hiring — where the best talent is recruited into satisfying and fulfilling roles. To this end, jobsDB Superhero HR Day is organised to address the recruitment and talent management needs of HR practitioners and provide a platform for experience sharing and networking.

Top-tier speakers from renowned corporations are invited to share their experience and best practices in talent management with their fellow human resources professionals. Among the honorable speakers is Mrs. Christine Cheung, Senior Vice President, Human Resources, Asia Pacific of AECOM, who is expected to share her experience of building operating platforms and her insights in manpower strategies.

Mr. Justin Yiu, General Manager of Jobs DB Hong Kong Limited, says, “We understand human resources is no easy task nowadays as HR practitioners are expected to perform an unprecedented diverse range of functions. At jobsDB, we are dedicated to helping these HR superheroes cope with the challenges of the ever-changing hiring landscape while at the same time enabling a happy hiring experience. We are confident that our participants will enjoy the engaging discussions during the conference and take away some great HR tips.”

The event details are as follows:

Date: 22 May 2015 (Friday)
Time: 9:45am – 5:00pm
Location: Level 2, S221-223, Hong Kong Convention and Exhibition Centre

Key themes: What are the many hats of HR?

HR’s marketing hat: what makes a really cool employer brand and how can HR best leverage it?
HR’s leadership hat: getting very different people to work together very effectively as a team
HR’s recruiter hat: attracting and retaining Gen-C and retirees
HR’s financial hat: cost-saving practical tips to help HR better manage talent without breaking the bank
Guest of Honour:

Mr. Matthew Cheung Kin-chung, GBS, JP, Secretary for Labour and Welfare

Honorable speakers:

Mrs. Christine Cheung

Senior Vice President, Human Resources, Asia Pacific, AECOM

Ms. Bianca Wong

Human Resources and Corporate Communications Director, Jebsen Group

Ms. Connie Lam

Human Resources Director, CLP Power Hong Kong Limited

Ms. Deborah Kelly

Global Director of Talent, Shangri-La International Hotel Management Limited

Ms. Lena Tsang

CEO, Sir Hudson International

Ms. Susie Quirk

People and Change Advisory Lead, Hong Kong & China, Management Consulting, KPMG Advisory (China) Limited

Ms. Vivien Hau

Head of Talent Management, AXA China Region Insurance Company Limited, AXA General Insurance Hong Kong Limited

Mr. Wan Ezrin Sazli Wan Zahari

Group Head of Leadership & Talent Development, AirAsia

Participants will benefit from meeting the top-tier speakers as well as networking with hiring managers during the event. Experienced HR and Corporate Managers are welcome to participate. For program information, please visit: http://j.mp/jobsDB-hrday

Media representatives are cordially invited to the event. Please contact us for media arrangement.

About jobsDB Group (“jobsDB”)

At jobsDB, we believe in an open and inclusive world for all. Here, opportunities and possibilities are plenty: A fresh start. A new career. A welcome change. These are just a few of the things we help to make our candidates happy.

As a leading job portal with substantial positions across Hong Kong, Indonesia, Philippines, Singapore and Thailand, we are Asia’s preferred destination for candidates. With a team of 1,000 talented individuals, we’ve a strong local presence in every country we’re in.

With our understanding and insights on each market, as well as our passion for technology, we provide candidates the best opportunities and deliver exceptional value to hirers.

Source: jobsDB.com

Written by asiafreshnews

May 5, 2015 at 3:47 pm

Posted in Human Resources

Mercuria Announces Expansion to Minerva Maritime Fuel Business

leave a comment »

PRNewswire/ —

Company will Hire 20 to 40 Bunker Fuel Specialists

In a statement today, the global head of trading of Mercuria, one of the world’s largest independent energy and commodities groups, discussed the expansion of the group’s maritime fuel business, Minerva.

(Logo: http://photos.prnewswire.com/prnh/20150312/735085)

“We believe we are forging a strong new model in the maritime fuel business. This is a transparent and reliable model that puts the client first to ensure the quality and delivery of their energy needs to their marine vessels,” said Magid Shenouda.

“We are investing substantial resources into the bunkering business. Minerva is the natural complement to Mercuria’s fuel oil trading structure,” continued the global head of trading.

“We are building upon Mercuria’s skill sets and balance sheet to expand relationships in the physical fuel oil business. As a result, we are seeking the very best marine fuel talent to join our vigorous trading environment and provide expertise to those that rely on knowledge of the energy space. We look forward to filling these positions in Asia, Europe and the United States,” concluded Shenouda.

For employment opportunities at Minerva, visit http://www.mercuria.com/our-people/vacancies/application-form?vacancy=161

Source: Mercuria

Written by asiafreshnews

March 13, 2015 at 12:35 pm

Posted in Human Resources

Daimler Financial Services is One of the World’s 25 Best Employers

leave a comment »

— Great Place to Work Institute names Daimler Financial Services one of World’s Best 25 Multinational Workplaces
— Nine of ten employees rate the company as a “great place to work” in an independent survey

STUTTGART, Germany, Oct. 24, 2014 /PRNewswire/ — It’s a great day for the more than 8,000 employees of Daimler Financial Services worldwide — the company is ranked as one of the world’s best 25 employers. That was confirmed today by the independent Great Place to Work Institute at the award ceremony for the World’s Best Multinational Workplaces 2014 in San Francisco. This makes Daimler Financial Services the first company with German origins to win a place in this fiercely contested ranking of the world’s most attractive employers.

Further information from Daimler is available here Further information from Daimler is available here

More than 6,200 companies participated in the survey in 2014. Of these, 2,800 qualified for the competition “World’s Best Multinational Companies”. 429 companies won a place on one of the national lists of the best employers in individual countries. In order to qualify for the global list, a company must be one of the top employers in at least five countries, it must have at least 5,000 employees, and at least 40 percent of its employees must work outside the company’s home country.

“Becoming a great place to work is a mindset”, says Klaus Entenmann, Chairman of the Board of Management of Daimler Financial Services. “Our corporate culture is based on a clear set of core values. Every employee has both the opportunity and responsibility to make our company a great place to work. And they do. Our highly motivated employees and our strong culture are reasons why we’re able to deliver outstanding service and strong results year for year.”

Daimler’s financial and mobility services division, like the whole Group, is clearly committed to its corporate values. Amongst others, Daimler Financial Financial Services wants to foster a culture of trust, individual responsibility, openness to innovation and, last but not least, a love of one’s work. The Great Place to Work Institute has been investigating these and similar attitudes at Daimler Financial Services since 2007 by conducting anonymous employee surveys. In the most recent survey, about nine out of ten employees of Daimler Financial Services agreed that their company is a great place to work.

“This achievement shows that we are on the right track in our journey as an employer. Our focus on creating a great place to work will continue to be unwavering across all markets”, commented Peter Henn, Member of the Board of Management of Daimler Financial Services responsible for the Africa & Asia Pacific region.

Daimler Financial Services supports sales of Daimler’s vehicles by offering financing, leasing and insurance contracts, fleet management, banking services and innovative mobility services. At the end of the third quarter of 2014, well over three million cars and commercial vehicles worth almost Euro94 billion were recorded in the company’s accounts.

Contact:

Andreas Spannbauer, +49 711-25 74 40 78,
andreas.spannbauer@daimler.com

Michael Braun, +65 6849 5632,
michael.mi.braun@daimler.com

Further information from Daimler is available at:
www.media.daimler.com and www.daimler.com

About Daimler
Daimler AG is one of the world’s most successful automotive companies. With its divisions Mercedes-Benz Cars, Daimler Trucks, Mercedes-Benz Vans, Daimler Buses and Daimler Financial Services, the Daimler Group is one of the biggest producers of premium cars and the world’s biggest manufacturer of commercial vehicles with a global reach. Daimler Financial Services provides financing, leasing, fleet management, insurance and innovative mobility services. The company’s founders, Gottlieb Daimler and Carl Benz, made history with the invention of the automobile in the year 1886. As a pioneer of automotive engineering, Daimler continues to shape the future of mobility today: The Group’s focus is on innovative and green technologies as well as on safe and superior automobiles that appeal to and fascinate its customers. For many years now, Daimler has been investing continually in the development of alternative drive systems with the goal of making emission-free driving possible in the long term. So in addition to vehicles with hybrid drive, Daimler now has the broadest range of locally emission-free electric vehicles powered by batteries and fuel cells. This is just one example of how Daimler willingly accepts the challenge of meeting its responsibility towards society and the environment. Daimler sells its vehicles and services in nearly all the countries of the world and has production facilities on five continents. Its current brand portfolio includes, in addition to the world’s most valuable premium automotive brand, Mercedes-Benz, the brands smart, Freightliner, Western Star, BharatBenz, Fuso, Setra and Thomas Built Buses. The company is listed on the stock exchanges of Frankfurt and Stuttgart (stock exchange symbol DAI). In 2013, the Group sold 2.35 million vehicles and employed a workforce of 274,616 people; revenue totaled Euro118.0 billion and EBIT amounted to Euro10.8 billion.

Photo – http://photos.prnasia.com/prnh/20141021/8521406166

Source: Daimler Financial Services

Written by asiafreshnews

October 24, 2014 at 10:21 am

CIO Impact Awards Experience: What it Takes to be a Winner in Today’s Competitive, Untraditional Corporate World

leave a comment »

— Frost & Sullivan hosts the complimentary CIO Impact Awards Experience Webinar revealing how global executives can prepare for imminent transformations

MOUNTAIN VIEW, Calif.July 21, 2014 /PRNewswire/ —

WEBINAR:       

CIO Impact Awards Experience Webinar: What It Takes To Be A Winner

WHEN:              

2:00 p.m. EDT on Wednesday, July 30, 2014

LOCATION:     

Online, with free registration

SPEAKERS:        

Frost & Sullivan’s Global Vice President, Research and Editorial Director David Brousell; Research Director Jeffrey Moad; NutriSaving’ CIO and COO Niraj Jetly; and The College Network’s CIO Ryan Sallee

 

Frost & Sullivan logo
Frost & Sullivan logo

Logo – http://photos.prnewswire.com/prnh/20140718/128700

We live in a world where the status quo and traditional strategies no longer suffice, where what we least expect happens more often than not, and where the very nature of what it means to innovate is forever changed. How can executives prepare for these shifts, and who are the leaders taking advantage of these trends?

Frost & Sullivan’s upcoming, complimentary “CIO Impact Awards Experience Webinar: What It Takes To Be A Winner,” will address how your organization can get the recognition it deserves as a world class IT innovator.

Attend this webinar to learn:

  • How CIO Impact Award winners such as NutriSavings and The College Network are leveraging new technologies to disrupt and win in their markets
  • The value of receiving recognition for your own innovative IT achievements
  • How to craft a winning CIO Impact Awards nomination

Registration

  • Register to attend the “CIO Impact Awards Experience Webinar: What It Takes To Be A Winner,” by visiting:http://bit.ly/UglbPB

Supporting Resources

  • This webinar serves as an early taste of what the 3rd Annual ConNEXTions 2015: A Frost & Sullivan Executive MindXchange and CIO Impact Awards & Gala will offer, February 8-10, 2014, in San Francisco, CA.
  • Executives and organizations can submit nominations for the most innovative CIO or IT team for the upcoming CIO Impact Awards & Gala 2015. Public relations professionals and agencies/consultancies can also submit nominations at no cost on behalf of their clients for small, medium and large size companies — globally — provided they have an IT function. Visit http://www.frost.com/cioawards to learn more.
  • Be a part of the 3rd Annual ConNEXTions 2015: A Frost & Sullivan Executive MindXchange by contactingevents.us@frost.com or visiting http://www.bestinformationtechnologyevent.com
  • Join the conversation on Twitter: #FrostNEXT

About Frost & Sullivan

Frost & Sullivan, the Growth Partnership Company, works in collaboration with clients to leverage visionary innovation that addresses the global challenges and related growth opportunities that will make or break today’s market participants.

Our “Growth Partnership” supports clients by addressing these opportunities and incorporating two key elements driving visionary innovation: The Integrated Value Proposition and The Partnership Infrastructure.

  • The Integrated Value Proposition provides support to our clients throughout all phases of their journey to visionary innovation including: research, analysis, strategy, vision, innovation and implementation.
  • The Partnership Infrastructure is entirely unique as it constructs the foundation upon which visionary innovation becomes possible. This includes our 360 degree research, comprehensive industry coverage, career best practices as well as our global footprint of more than 40 offices.

For more than 50 years, we have been developing growth strategies for the global 1000, emerging businesses, the public sector and the investment community. Is your organization prepared for the next profound wave of industry convergence, disruptive technologies, increasing competitive intensity, Mega Trends, breakthrough best practices, changing customer dynamics and emerging economies?

Contact Us: Start the discussion
Join Us: Join our community
Subscribe: Newsletter on “the next big thing”
Register: Gain access to visionary innovation

Contact:
Jeff Moad
Frost & Sullivan
+1.510-531-3456
jeffrey.moad@frost.com

 

Source: Frost & Sullivan

Written by asiafreshnews

July 22, 2014 at 11:55 am

Frost & Sullivan Recognizes Xora, A ClickSoftware Company with its 2014 North America Award for Customer Value Leadership

leave a comment »

Best in class support programs for Mobile Workforce Management aid SMB customers

MOUNTAIN VIEW, Calif. /PRNewswire/ — Based on its recent analysis of the mobile workforce management (MWM) market, Frost & Sullivan has recognized Xora, A ClickSoftware Company with the 2014 North America Frost & Sullivan Award for Customer Value Leadership. Xora is a MWM partner to a wide range of industries that depend on mobile field employees. Xora’s flagship MWM product, StreetSmart™ enables a best-in-class customer support program with real-time data through its solutions-based platform.

Each year, Frost & Sullivan presents this award to the company that has demonstrated excellence in implementing strategies that proactively create value for its customers with a focus on improving the return on the investment that customers make in its services or products. The award recognizes the company’s inordinate focus on enhancing the value that its customers receive, beyond simply good customer service, leading to improved customer retention and, ultimately, customer base expansion.

“Xora employs an affordable, cloud-based delivery model and forges strong partnerships with wireless carriers to expand its solution’s use and value in the current marketplace,” said Frost & Sullivan Principal Analyst Jeanine Sterling. “Recognizing Xora’s standard of excellence, ClickSoftware, a field service management leader, recently acquired the company, expanding its base of mobile cloud-based solutions.”

Xora targets SMBs with a best-in-class strategy that combines intuitive products, top-tier channels, affordability, and a quick time-to-value process for each customer. The company excels in the customer onboarding and training process, an especially challenging area in the SMB segment. In its bid to shorten the time-to-realized-value as much as possible, Xora segments its customers into three tiers and adjusts its onboarding approach accordingly.

However, onboarding is just the start when it comes to adding value.  Following implementation, Xora regularly sends out “Smart Start” emails containing recommendations and product information to customers. “Xora Insiders”‘ webcasts on various topics of interest are also made available to current Xora customers. In addition, the company provides documents addressing and educating customers on a variety of topics, including best practices, goals and ROI tracking, available tools, current use cases and expansion ideas. Finally, Xora regularly surveys its newest customers to uncover impacts and needs.

“Among its mobile-centric peers, Xora has demonstrated an ability to be both a visionary and evangelist regarding the business potential of MWM solutions,” noted Sterling. “This type of forward thinking can directly enhance the value that customers gain from their MWM solutions.”

Frost & Sullivan Best Practices Awards recognize companies in a variety of regional and global markets for demonstrating outstanding achievement and superior performance in areas such as leadership, technological innovation, customer service and strategic product development. Industry analysts compare market participants and measure performance through in-depth interviews, analysis and extensive secondary research to identify best practices in the industry.

About Xora

Xora is the #1 market leader in mobile workforce management. Our flagship product is a suite of configurable mobile apps and a web-based management application that helps mobile businesses and their field employees work smarter and faster. More than 16,000 organizations rely on Xora every day to save money and grow their businesses. Visit Xora on the web at http://www.xora.com.

About ClickSoftware

ClickSoftware is a leading provider of automated mobile workforce management and service optimization solutions for the enterprise, both for mobile and in-house resources. As pioneers of the “Service chain optimization” concept, our solutions provide organizations with end-to-end visibility and control of the entire service management chain by optimizing forecasting, planning, shift and task scheduling, mobility and real-time management of resource and customer communication.

Available via the cloud or on-premise, our products incorporate best business practices and advanced decision-making algorithms to manage service operations more efficiently, in a scalable, integrated manner. Our solutions have become the backbone for many leading organizations worldwide by addressing the fundamental question of job fulfillment: Who does What, for Whom, With what, Where and When.

ClickSoftware is the premier choice for delivering superb business performance to service sector organizations of all sizes. The company is headquartered in the United States and Israel, with offices across EuropeLatin America and Asia Pacific. For more information, please visit http://www.clicksoftware.com. Follow us on Twitter.

About Frost & Sullivan

Frost & Sullivan, the Growth Partnership Company, works in collaboration with clients to leverage visionary innovation that addresses the global challenges and related growth opportunities that will make or break today’s market participants. For more than 50 years, we have been developing growth strategies for the global 1000, emerging businesses, the public sector and the investment community. Is your organization prepared for the next profound wave of industry convergence, disruptive technologies, increasing competitive intensity, Mega Trends, breakthrough best practices, changing customer dynamics and emerging economies? Contact us: Start the discussion.

Contact:

Mireya Espinoza
P:+1.210.247.3870
F:+1.210.348.1003
E: mireya.espinoza@frost.com

Source: Frost & Sullivan

Written by asiafreshnews

July 16, 2014 at 4:37 pm

APAC Students Chase Careers at Google and High Future Earnings

leave a comment »

SINGAPORE /PRNewswire/ — Universum’s 2014 Most Attractive Employers in Asia Pacific Ranking reveals students in Asia Pacific want to work for Google.

Asia Pacific is stepping onto the global stage with a growing talent pool of young and goal-oriented students. From October 2013 to May 2014, over 87,000 students took part in Universum’s Asia Pacific Student Survey from regions such as Australiamainland ChinaHong KongIndonesiaIndiaJapanMalaysia,SingaporeThailand and Vietnam. Of these areas, ThailandIndonesiaVietnam and Malaysia are quickly becoming competitive areas for talent recruitment in Asia Pacific. Universum’s survey explores career drivers, student goals, desirable employer attributes, and the most common communication channels used to find out about employers.  The results are weighted by GDP.

Top Employer Ranking Results

Among business, engineering and IT students, Google is consistently ranked as the most desirable employer to work for. Deloitte and Citi follow in 2nd and 3rd place for business students, while engineering and IT students ranked strong brands Apple and Microsoft as their Ideal Employers after Google.

The rest of the Big Four accounting firms also placed among the Top 10: KPMG ranked 6th, PwC 7th and Ernst & Young 8th. The rankings clearly indicate the popularity of banks and professional service firms as they take 11 of the Top 20 employer positions. However, FMCGs made an impact too, with four key players featured: P&G ranked 5th, Unilever 14th, Nestle 16th and the L’Oreal Group 20th.

“We are honored and delighted that Deloitte is ranked second most ideal employer across Asia Pacific in the Universum ranking this year. This honor comes as a result of our commitment towards providing an environment for our employees to excel and achieve their full potential, and we do so by cultivating a high performance and innovative culture within the firm and delivering a distinctive experience for each employee. I would like to congratulate all of our people who have helped build our reputation and we will continue to work towards being an organisation where the best talent want to work for being an employer of choice for the most sought after talent.” – Chaly Mah, CEO of Deloitte Asia Pacific and Deloitte Southeast Asia

As technology and digital markets continue to grow, IT employers take a stronghold among top ranks for engineering/IT and business students. Another noteworthy mention is HSBC: The only bank to originate in Asia, HSBC is perceived as the 2nd most attractive bank in Asia to work for after Citi, and takes 9th overall.

“We are delighted to be ranked as one of Universum’s Top 10 Ideal employers by Asia-Pacific’s future talent. As a global bank, whose heritage lies in Asia, it is critical we continue to understand, appreciate and evolve the attributes of current and prospective employees who belong to the Millennial generation”. Elaine Wang, Regional Head of Learning, Talent, Resourcing & Organisation Development, Asia-Pacific, HSBC

While Google continues to dominate the rankings as the top employer for engineering/IT students, Samsung is a close competitor in Asia Pacific.  On the other hand, former communications and IT giant, Nokia, continues to fall in the rankings at 32nd place this year.

Across the Top 20 results, 50% are IT employers and seven are car manufacturers. The only FMCG present is P&G, which sits at number 16.

“P&G people have always been and continue to be our most important asset — we are passionate about improving the lives of our consumers and winning in business,” said Charles Lim, Vice President – Human Resources, Procter & Gamble Asia.  “We’re honored for this recognition as part of our continued commitment to recruiting, growing and developing top talent to lead our business in Asia and around the world.”

“Engineering students’ employer choices are often driven by the innovative consumer products that they experience. Google’s continued dominance and Samsung’s increase in attractiveness can both be attributed to this: Google’s Android software is market-leading and well distributed through Samsung’s products,” saidRachele Focardi, Regional Director Asia Pacific, Universum. “Although professional service employers continue to attract management/commerce students, we are seeing investment in the region from FMCG employers who not only understand how to market to their products, but how to build strong employer brands,” continued Focardi.

In general, employers within the Energy sector grew in 2014, with Shell being top in the energy industry emerging as the sole company within the sector to be placed in both the Business and Engineering/IT sections and of the APAC’s Most Attractive Employers rankings.

Daniel Zhang, Regional Recruitment Manager (APME), Shell, said: “We are deeply honored to receive the award this year. This award reaffirms Shell’s strengths as a world-class company to work for, and our commitment to be the most innovative and competitive energy company. We are inspired to continue to invest in our people, to attract and retain the best talents within Shell.”

Career goals: students still seek work/life balance

Similar to most student respondents around the globe, students in Asia Pacific reflect that work/life balance is a top career goal, with 54% of respondents choosing this as a priority. This is followed by “to be secure or stable in my job” (47%) and “to be dedicated to a cause or feel that I am serving the greater good” (34%). The countries whose students are leading the search for work/life balance are Australia (61%), Hong Kong (66%), mainlandChina (49%), Indonesia (58%), Malaysia (65%) and Vietnam (53%).

High future earnings vs. professional training and development

For employers, knowing what attributes attract talent is critical in recruitment success. The 2014 survey reveals that “high future earnings” is a top priority across Asia Pacific for both management/commerce students and engineering/natural science students. This attribute is ranked number one in Japan, and number two inMalaysia.  “A friendly work environment” is the second most popular driver for students in Asia Pacific, ranked first in Malaysia and Singapore, and second in AustraliaHong Kong and Thailand. The third ranked attribute is “a creative and dynamic work environment,” ranked number one in India and two in Vietnam.

For students in Australia and Hong Kong, “professional training and development” is the most sought-after attribute. This is similar in other regions such as the Middle East and much of Europe. On the other hand, “a good reference for future career” is a top driver of employer attractiveness in mainland China. With the exception of Thailand and mainland China, the survey results revealed that “a high starting salary” is not among the Top 10 of the most attractive attributes of an ideal employer. This is because a growing number of Millennials acrossAsia Pacific prioritize employers who offer positive, flexible and creative working environments over a large paycheck.

While students from different regions are choosing a diverse range of career drivers, one theme for future employers is apparent-the Asia Pacific talent pool is increasingly selecting employer attributes which will provide their careers longevity and diverse opportunities to innovate, lead and succeed.

Asia Pacific is a very diverse and challenging region for employers to secure top talent,” said Focardi. “There are a number of employer attributes that are very attractive to students, but those that trigger career decisions are ultimately quite diverse. We cannot treat them as one homogenous group – successful employers segment this audience and produce very targeted communications.”

 

Business

Engineering / IT

Google

1

Google

1

Deloitte

2

Apple

2

Citi

3

Microsoft

3

Apple

4

Samsung

4

Procter & Gamble (P&G)

5

BMW Group

5

KPMG

6

Toyota

6

PwC (PricewaterhouseCoopers)

7

GE

7

EY (Ernst & Young)

8

Lenovo

8

HSBC

9

Sony

9

Goldman Sachs

10

IBM

10

 

Full rankings
http://universumglobal.com/ideal-employer-rankings/regional-results/apacs-most-attractive-employers-2014/

About Universum

Universum is an international company which specialises in the field of employer branding. Founded in 1988, its goal was to improve communication between students and the employers who want to recruit them. Today, Universum’s mission is to help employers excel in recruitment and retention by ensuring improvements to their employer brand. Universum delivers a full range of services in research, strategic consulting and communication solutions that enable employers to better understand, attract and retain current and future ideal employees. Universum is a trusted partner to 1,200 clients, including many Fortune 500 companies, and co-operates with 1,500 universities worldwide to conduct research on the career and employer preferences of top talent. Universum surveys on an annual basis 700,000 students and professionals worldwide.

Media Contact:
Jonas.Barck@universumglobal.com
+46706933388

Source: Universum

Written by asiafreshnews

July 16, 2014 at 10:40 am

Pacific Conferences Equips Communications Professionals to Tackle Social Media Crises

leave a comment »

Crisis Attack – What’s Your Communications Plan? 

SINGAPORE /PRNewswire/ — A social media crisis moves at the speed of light. Raging complaints and defamatory posts go viral in minutes. Audiences will demand honest answers. And they will want them fast. Yet speed is the biggest issue that businesses face with crisis communications on social media.Phillip Raskin, Managing Director of Spectrum Communications explains, “Things took a big turn about 15 years ago when Internet usage and news distribution became widespread, and then it took another several laps around the track about five years ago with Twitter and IM apps becoming the norm.  That kind of speed and extreme pressure can cause a lot of missteps and mistakes that people and companies might not make if their crisis were unfolding at what we used to consider “normal” speed.”

What are some blunders that companies make when dealing with social media crises? Raskin shares his thoughts, “The most common mistake is not understanding soon enough whether they’ve got a serious problem.  It’s natural – companies are full of people, and people are busy, especially in today’s organisations, and there is so much information going back and forth and so much to keep track of.  So there’s often an element of “hoping it will go away” or at least hoping the issue will not grow any further which sometimes results in a delayed reaction, and therefore more trouble down the road.

Another is trying to solve the issue on “your terms” versus the terms of what’s happening.  You see some brands and especially more civic/governmental organisations do that sometimes, especially if they’re more accustomed to controlling the conversation.  That’s usually where an issue gets brought up on a Facebook page or a Tweet and the response comes out something like “we don’t want you to talk about that,” and usually then the reaction becomes worse than the initial issue.  Part of this is being realistic about your situation and where you sit – the Internet almost always supports Goliath over David and companies are increasingly having their operations and business practices called into question.  So understand yourself and your potential vulnerabilities from an outside, dispassionate perspective, and be ready to work with that.  In essence, work with the real world and not the world you want it to be.

Finally, you need to have a defined social media team – and that doesn’t mean you hire a bunch of interns because they’re “digital natives.”  You need a mix of people with crisis experience, company knowledge, authority and perspective.  You need that team to have guidelines and an understanding of key issues and appropriate responses, and you need them to be empowered to act.  This is not like it used to be, where every press release and statement gets vetted by the board or an extended family of suddenly interested parties from every department.  It has to be a framework for responding, with clear escalation points and clear actions and responsibilities, that can be enacted while that board or C-suite group is discussing things.  Otherwise, everything will get stuck in committee and you’ll be getting killed online for hours or days before you can fire back a single Tweet.”

To equip communications professionals with critical skills to develop a holistic crisis management strategy that leverages on traditional and social media best practices, Pacific Conferences has organised a 2-day practical workshop on “Crisis & Social Media“, to be held in Singapore on 21-22 August 2014, and in Hong Kong on 28-29 August 2014. Through case studies and hands-on exercises, acquire social media monitoring techniques to anticipate potential crises, learn how to create stratified action plans that guide your decision making under fire, pick up messaging strategies to promptly shoot down inaccurate information, and discover how to rebuild trust post-crisis.

The workshop is led by Phillip Raskin, former Managing Director for Burson-Marsteller Korea, acknowledged as a crisis communications expert with 20 years experience. Raskin has worked with clients including Visa, Cisco, Allergan, Qualcomm, Emirates, LG Electronics, Alcatel, the government of Korea, the U.S. Department of Health and Human Services, to deal with a wide range of crises from product safety to labour, legal, and investor relations issues.

Workshop Details

Title: Crisis & Social Media Workshop
Date & Venue:

21 – 22 August 2014, M Hotel, Singapore
28 – 29 August 2014, Regal Hongkong Hotel, Hong Kong

Organiser: Pacific Conferences
Contact Person: Ms Daphne Poon
Tel: (65) 6592 7366
Email: daphne@conferences.com.sg

Full programme can also be found at: http://www.conferences.com.sg/ws-crisis10.htm

About Pacific Conferences

Pacific Conferences specialises in organising business conferences aimed at providing interactive, insightful information and analysis about issues facing businesses in Asia-Pacific. Our conferences are developed through thorough research and a deep understanding of the critical concerns facing industry professionals. They are addressed by experts and leaders who have deep knowledge and practical experiences in their respective areas.

More information may be found at www.conferences.com.sg

 

 

 

Source: Pacific Conferences Pte Ltd

Written by asiafreshnews

July 14, 2014 at 12:29 pm

Frost & Sullivan Lauds HireIQ’s Recruitment Tool for Reducing Costs and Improving Customer Experience in Contact Centers

leave a comment »

— HireIQ’s solution aids the recruitment and retention of personnel, speeds up the hiring process, and delivers solid ROI

MOUNTAIN VIEW, California /PRNewswire/ — Based on its recent analysis of the customer contact predictive hiring and performance analytics market, Frost & Sullivan recognizes HireIQ Solutions, Inc. with the 2014 North American Frost & Sullivan Award for Customer Value Leadership. Straddling both workforce optimization in the traditional contact center market and business optimization in the back office, HireIQ’s automated solution addresses organizational pain points in recruitment and hiring.

HireIQ developed its solution by leveraging several years’ worth of performance and customer satisfaction statistics from numerous clients and matching them back to candidates to uncover relevant patterns. However, predictive analytics is just one component demonstrating the innovative nature of the HireIQ solution.

Its other tools include InterviewIQ, a cloud-based virtual interviewing product that enables job candidates to interview from anywhere, at any time of the day, by capturing both written and audio responses from candidates. The LanguageIQ application module assesses specific language fluency, proficiency, and critical-thinking skills in the candidate pool, while the Audiolytics, a proprietary, patent-pending audio analytics application, analyzes recorded voice files for emotional cues to the potential success of a candidate. For instance, if a firm is placing candidates for sales, the application will look for attributes such as energy and enthusiasm. This application then provides the data to the company’s Candidate Optimizer.

The Candidate Optimizer is a predictive analytics application that uses outcomes-based modeling and machine learning to identify applicants who are most likely to succeed. Lastly, the Performance Feedback process provides all recruiting stakeholders with relevant feedback through measurements of key performance metrics such as quality- and cost-of-hire, and time-to-hire, as well as retention statistics.

“HireIQ’s solutions enable contact centers to achieve the twin goals of reducing costs and improving customer experience by streamlining the early stage candidate screening process, cutting recruitment labor costs and time-to-hire, and expanding the pool of qualified candidates,” said Frost & Sullivan Principal Analyst Nancy Jamison. “Furthermore, they enhance the consistency of the screening process, quality-of-hire, agent performance, and retention.”

The “always-on, always-available” nature of the software enables clients to attract passive candidates and those who are typically working during normal business hours. By hiring the best fits, HireIQ’s tools enable companies to improve on measurements such as sales conversion, first-call resolution, and 90-day survival rate across all customer-facing operations, including call center, retail and branch. This, in turn, allows companies to lower costs as well as increase profits and customer satisfaction.

HireIQ’s solution also influences business operations considerably. Often, the agent hiring process is outsourced and during in-house training, there is a disconnect between recruiters and supervisors. HireIQ allows companies to aim for more quality, long-term hires by bringing hiring in-house and automating most of it. Moreover, its ability to share metrics with other groups dovetails nicely with the goal of increasing cross-organizational support so necessary in running a multi-channel customer contact practice.

Additionally, by speeding up the hiring process and giving direct and immediate feedback to candidates, HireIQ improves the hiring company’s brand value among both agents and clients. A thorough assessment of the fit of applicants allows companies to place and train them in the right position, reducing new hire anxiety and increasing the expertise of the entire group.

“Frost & Sullivan believes that HireIQ’s products complement and enhance contact center operations by bringing the tedious, costly, and time-consuming hiring process more in line with existing agent development processes,” noted Jamison. “The end result is not only better operational efficiencies and reduced costs, but better trained and happier agents, which result in a better overall customer service experience.”

Each year, Frost & Sullivan presents this award to the company that demonstrates excellence in implementing strategies that proactively create value for its customers with a focus on improving the return on investment (ROI) that customers make in its services or products. This award recognizes the company’s leadership in enhancing the value that its customers receive, beyond simply good customer service, leading to improved customer retention and, ultimately, customer base expansion.

Frost & Sullivan’s Best Practices Awards recognize companies in a variety of regional and global markets for outstanding achievement in areas such as leadership, technological innovation, customer service, and product development. Industry analysts compare market participants and measure performance through in-depth interviews, analysis, and extensive secondary research.

About HireIQ Solutions, Inc.

HireIQ revolutionizes talent acquisition for front-line customer service positions such as those in contact centers, retail stores, branch banking, quick-service restaurants, and hospitality by automating the early stage screening process, automatically assessing for critical communication skills, and using outcomes-based data to facilitate continuous performance validation. HireIQ’s solutions enable companies to improve their hiring decisions, reduce time-to-fill, reduce recruiting costs, and increase talent performance and retention through its on-line virtual interviewing software, novel predictive analytics solutions, and structured feedback between recruiting and its stakeholders. HireIQ is a privately held company based in Atlanta, Ga. For further information, please visit www.hireiqinc.com. Follow us on Twitter @HireIQInc.

About Frost & Sullivan

Frost & Sullivan, the Growth Partnership Company, works in collaboration with clients to leverage visionary innovation that addresses the global challenges and related growth opportunities that will make or break today’s market participants.

Our “Growth Partnership” supports clients by addressing these opportunities and incorporating two key elements driving visionary innovation: The Integrated Value Proposition and The Partnership Infrastructure.

·   The Integrated Value Proposition provides support to our clients throughout all phases of their journey to visionary innovation including: research, analysis, strategy, vision, innovation and implementation.

·   The Partnership Infrastructure is entirely unique as it constructs the foundation upon which visionary innovation becomes possible. This includes our 360 degree research, comprehensive industry coverage, career best practices as well as our global footprint of more than 40 offices.

For more than 50 years, we have been developing growth strategies for the global 1000, emerging businesses, the public sector and the investment community. Is your organization prepared for the next profound wave of industry convergence, disruptive technologies, increasing competitive intensity, Mega Trends, breakthrough best practices, changing customer dynamics and emerging economies?

Contact Us:     Start the discussion

Join Us:           Join our community

Subscribe:       Newsletter on “the next big thing”

Register:        Gain access to visionary innovation

Contact:

Mireya Espinoza
P: +1.210.247.3870
F: +1.210.348.1003
E: mireya.espinoza@frost.com

Kevin Hegebarth
E: kevin.hegebarth@hireiqinc.com

Source: Frost & Sullivan

Written by asiafreshnews

July 10, 2014 at 12:20 pm