Login
FlexSystem
Abbott lab

Recent Articles

Home

Speed matters: slow hiring damaging IT recruitment

95% of Hong Kong CIOs are actively taking measures to reduce the length of their recruitment process of IT professionals. The average recruitment process length for IT professionals is three months for staff-level positions and four months for management-level positions. 48% cite too many interview rounds and 47% say a skills shortage are the main […]

Read More

Over half willing to accept salary decreases or demotion

Most employees would recoil in disgust at the thought of receiving a demotion or salary decrease. This sentiment, however, changes drastically when it comes to protecting careers, with a much larger number of people willing to accept a pay decrease or demotion to stay employed. According to Randstad’s latest Workmonitor Research for Q2 2017, 43% […]

Read More

Jobs for life a thing of the past?

Straight career paths are under scrutiny by employees in Singapore, Hong Kong and Malaysia. According to Randstad’s latest Workmonitor Research for Q2 2017, 73% of employees globally felt that the ‘job-for-life’ was becoming extinct. This sentiment was much higher across the region with over eight in ten employees in Singapore, Hong Kong and Malaysia agreeing […]

Read More

Employers innovate to navigate rising medical costs

More employers are implementing both traditional and innovative approaches to manage rising healthcare benefit costs. According to a survey by Willis Towers Watson, requiring pre-approval for scheduled inpatient services, placing limits on certain medical services and using contracted networks of providers are cited as the most effective tools to help manage medical costs. Interestingly, in APAC, alternative […]

Read More

Privacy Commisioner wins ‘Most Breastfeed-caring Corporate’ award

The Privacy Commissioner for Personal Data, Hong Kong (“PCPD”) was awarded as one of the winners for the “Most Breastfeed-caring Corporate Award” in the “2017 My Favourite Lactation Room Contest” organised by the Hong Kong Breastfeeding Mothers’ Association. Mr Stephen Kai-Yi WONG, Privacy Commissioner for Personal Data, Hong Kong said, “The PCPD supports natural parenting, […]

Read More
One in five APAC job applicants submitted false information | HR Features - HR Magazine | HR Online

One in five APAC job applicants submitted false information

More than one in five background checks conducted on job candidates in APAC in 2016 identified inaccuracies in the information supplied by candidates. While the discrepancy rate has decreased from the previous year, it still remains almost three times higher than the global discrepancy rate of 9.7%. This disparity between APAC and global discrepancy rates […]

Read More
Companies focused on resilience in low-growth environment | HR News - HR Magazine | HR Online

Companies focused on resilience in low-growth environment

On the whole, despite unsettling events and political uncertainty in key markets, 70% of APAC executives view the global economy as either modestly improving or stable. This confidence in part may be due to APAC’s continued annual year-over-year GDP growth (4.3% in 2015 and 4.2% in 2016 — Oxford Economics), which consistently outperforms sluggish global […]

Read More
Purpose, not profit | HR News - HR Magazine | HR Online

Purpose, not profit

66% of business leaders say they are profoundly rethinking their organisations’ purpose as a result of disruption Only 15% say that their company’s main purpose is to maximise shareholder value A majority, 73%, of business leader believe in the value of a strong corporate purpose, and only a minority (15%) say their company’s main purpose […]

Read More
Universum releases World's Most Attractive Employer rankings 2017 | HR News - HR Magazine | HR Online

Universum releases World’s Most Attractive Employer rankings 2017

WMAE 2017 results reveal that the majority of talent would prefer to work for medium-sized employers Universum Global announced their 9th annual World’s Most Attractive Employper (WMAE) results from over 290,000 business and engineering/IT students from the world’s 12 largest economies. The WMAE ranking recognises global organisations implementing preferable employer attributes according to highly-talented students. […]

Read More
Joanna Lee | Bauhinia Coatings | HR Community - HR Magazine | HR Online

Joanna Lee, Bauhinia Coatings

Bauhinia Coatings Group Group Head of Human Resources Joanna Lee is the Group HR Director for Bauhinia Coatings Group which enables organization in making better decisions about human resource management, strategic leadership, organization development, design and change. Overseeing human capital strategies across our group operations, She has grown and managed teams in different sizes of […]

Read More
Kay Chen | Turner International | HR Community - HR Magazine | HR Online

Kay Chen, Turner International

Turner International Asia Pacific Limited Human Resources Manager, APAC Kay Chen is the Human Resources Manager partners closely with business to ensure their talent needs are met. Her diverse client groups cover from Content, Sales and Marketing, Finance and Accounting to remote teams in Seoul and Taipei. It’s unique combination of creative, client facing and […]

Read More
Gwen Lockington | HR Community - HR Magazine | HR Online

Gwen Lockington, Turner International

Turner International Asia Pacific Limited Executive Director, HR, APAC Gwen Lockington is an HR professional who works with organisations to align their people strategy with the business. She is passionate about creating an environment where employees love what they do and believes that to deliver this, developing management capability is critical. For the past 16 […]

Read More
Athena Ngai | HR Community - HR Magazine | HR Online

Athena Ngai, Sony Corporation

Sony Corporation of Hong Kong Limited Senior HR Manager Athena Ngai is the Head of Human Resources of Sony Corporation of Hong Kong Limited and managing all HR functions including talent acquisition, compensation and benefits, talent as well as organizational development. Athena is also playing key role as Talent Lead for the China region to […]

Read More
Bessie Chong of Esquel Group | HR Community - HR Magazine | HR Online

Bessie Chong, Esquel Group

Esquel Group Director, Group Training and Talent Management Bessie Chong joined Esquel Group, one of the global leading textile and apparel manufacturers with a vertically-integrated supply chain, in 2008.  She shares the company’s philosophy of “Dare to Err but Quick to Learn” in her quest for continuous improvement in leading and driving people development initiatives […]

Read More
Gayle Antony, INFINITI Motor Company | HR Community - HR Magazine | HR Online

Gayle Antony, INFINITI Motor Company

INFINITI Motor Company Ltd. General Manager, Global Human Resources Gayle Antony has been General Manager, Global Human Resources of INFINITI Motor Company Ltd. since May 1, 2015. She is based at the company’s global headquarters in Hong Kong and reports directly to INFINITI chairman and global president, Roland Krueger. In this role, Gayle Antony is […]

Read More
Tracey Roseborough Tam, Michigan Ross Business School | HR Community - HR Magazine | HR Online

Tracey Roseborough Tam, Michigan Ross Business School

Michigan Ross Business School Executive Director, Head of Learning & Development APAC Tracey Roseborough Tam is the Executive Director and Head of Learning and Development APAC for Michigan Ross Business School. She is originally from Canada and has been based predominantly in Asia for the last 20 years with postings in Europe and North America.  […]

Read More
Leonard Lai, AIA | HR Community - HR Magazine | HR Online

Leonard Lai, AIA

AIA Director of Group People Development & Culture – Group HR Leonard Lai is currently the Director of People Development & Culture for AIA Group, the largest independent publicly listed pan-Asian life insurance group with a presence in 18 markets across the Asia-Pacific region. He provides leadership in formulating, planning and implementing group-wide people development […]

Read More
Gamification — why it matters to HR | HR Community - HR Magazine | HR Online

Gamification—why it matters to HR

Re-imagining the future of the workplace On Tuesday 25 April over 100 attendees gathered at the Langham Hong Kong for the 2017 HR Leaders Forum hosted by CUHK MBA. The Forum was among the first in Hong Kong to explore the future of gamification, with a unique exchange of ideas between senior HR leaders and […]

Read More
One in five APAC job applicants submitted false information | HR Features - HR Magazine | HR Online

One in five APAC job applicants submitted false information

More than one in five background checks conducted on job candidates in APAC in 2016 identified inaccuracies in the information supplied by candidates. While the discrepancy rate has decreased from the previous year, it still remains almost three times higher than the global discrepancy rate of 9.7%. This disparity between APAC and global discrepancy rates […]

Read More

Staying ahead of the tech curve

Stefan Reis, CHRO, SAP explains why HR must grab technology by the horns to engage and retain the best talent HR has to work hard to stay ahead of the curve when it comes to rapidly evolving technology in today’s workplace. HR Magazine recently spoke with Stefan Ries, Chief Human Resources Officer, SAP to get […]

Read More
How to make networking less miserable | HR Features - HR Magazine | HR Online

How to make networking less miserable

By Andrew Marder, Small Business Expert, Capterra The worst part of networking is every single part of networking. The free snacks are okay, unless you get stuck with crudité. Everything else feels challenging, painful, or unproductive. You step into a room of other small business owners and managers with a pocketful of business cards, and […]

Read More
A family-friendly workplace | HR Features - HR Magazine | HR Online

A family-friendly workplace

Recently the Kering Group announced our new Global Parental Policy. The framework provides Group-wide standards in terms of maternity, paternity and adoption leave for more than 38,500 employees in nearly 60 countries around the world. The new policy holds a single and clear purpose: to build a supportive and inclusive working environment for all our […]

Read More
As skills shift, talent attraction and retention continue to challenge APAC employers | HR Features - HR Magazine | HR Online

As skills shift, talent attraction and retention continue to challenge APAC employers

More than 60% of employers experience difficulty attracting and retaining top talent. As the world of work undergoes a digital transformation, employers in Asia Pacific are grappling with challenges in attracting and retaining top talent, according to two major surveys The 2016 Global Talent Management Survey and Rewards Survey by Willis Towers Watson. It revealed […]

Read More
Community business: HR's D&I struggle | HR Features - HR Magazine | HR Online

HR’s D&I struggle

HR faces many challenges, some of which cause a great deal of frustration. However, the solving of these problems can lead to huge advantages for both the business and the individuals it employs. A growing concern of modern day HR is in effectively managing and leveraging Diversity & Inclusion. HR Magazine media partnered the Community […]

Read More
Verizon: HR & IT: Partnering for Success | HR Features - HR Magazine | HR Online

HR & IT: Partnering for Success

Verizon may be a household name in the US as a wireless telecommunications operator, but here in Asia their presence is less obvious. Two of their senior HR managers spoke to HR Magazine enthusiastically from the local Hong Kong Verizon office in Tai Koo. The duo shared on their vision, credo and how IT is […]

Read More
Here are top 5 tips to get your employment checks right | HR Features - HR Magazine | HR Online

Here are top 5 tips to get your employment checks right

  Deciding when and whom to check, and for what There’s no one-size-fits-all approach to background checks. They should be tailored based on: The nature of your industry The needs of your business The details of the position you’re hiring What local laws require or prohibit Knowing the components of background screening When you’re planning […]

Read More
From sporting success to workplace wonders | HR Features - HR Magazine | HR Online

From sporting success to workplace wonders

Having a programme designed to support professional athletes preparing for retirement from sport makes all the difference when transitioning from a sports arena to a corporate one. HR Magazine spoke to Timothy Fok, President, Sports Federation & Olympic Committee of Hong Kong, China (SF&OC), Patrick Glennon, Adecco Senior Vice President, International Olympic Committee Athlete Career […]

Read More
Hong Kong ponders discrimination law shakeup | HR Legal - HR Magazine | HR Online

Hong Kong ponders discrimination law shakeup

The Hong Kong Government is considering four key changes to the existing anti-discrimination ordinances. The proposed changes have been brought forward following a consultation carried out by the Equal Opportunities Commission (EOC) in 2014 and are presently being considered by the Legislative (LegCo) Council Panel on Constitutional Affairs.   The four major changes The proposed […]

Read More
PRC Cybersecurity Law—What does it mean for HR managers? | HR Legal - HR Magazine | HR Online

PRC Cybersecurity Law—What does it mean for HR managers?

The Chinese Government passed the new PRC Cybersecurity Law on 7 November 2016 and it will take effect on 1 June 2017.  The Law is a clear indicator of an increased focus by the Chinese authorities on data protection and its broad scope and potentially wide-ranging effects may increase data protection and data security compliance […]

Read More
DLA Piper: flexible workforces | HR Legal - HR Magazine | HR Online

DLA Piper: flexible workforces

By Julia Gorham, Partner, Head of Employment—Asia, DLA Piper Changes in the modern workforce are now happening more radically and rapidly than ever. According to a report published by the International Labour Organisation in 2015, informal employment, very short term contracts, contingent freelance workers, homeworking and irregular working hours are becoming more and more widespread. […]

Read More
HK Competition Ordinance—Why HR needs to tread more carefully in 2016 | HR Legal - HR Magazine | HR Online

HK Competition Ordinance—Why HR needs to tread more carefully in 2016

The Hong Kong Competition Ordinance (Cap. 619) (Ordinance) came into effect on 14 December 2015. Anti-trust laws have been long-established in the US, Europe and Australia—they make for good business practice. In Hong Kong, the Competition Commission has stated that it is ready to be ‘an effective enforcer of the competition law which will support Hong Kong’s open economy by ensuring fair […]

Read More
Claims of harassment: how far can they go? | HR Legal - HR Magazine | HR Online

Claims of harassment: how far can they go?

By Anita Lam, Of Counsel, DLA Piper Hong Kong Harassment is generally associated with appreciably more conflict in work teams as well as with less team cohesion and less success in meeting financial goals. Eliminating harassment in the workplace therefore makes good moral sense, legal sense as well as business sense. It may now also […]

Read More
Hong Kong’s mandatory paternity leave “disappointing” | HR Features - HR Magazine | HR Online

Hong Kong’s mandatory paternity leave “disappointing”

After years of debate, a mandatory 3 day paternity leave on 80% pay was finally passed by Hong Kong’s Legislative Council last Friday. Although many welcome the long-awaited law, others, such as Community Business, have expressed disappointed by the focus on operational cost which has led to this “baby step” for Hong Kong, an international […]

Read More
Frisky Business: the dangers of workplace romances | HR Legal - HR Magazine | HR Online

Frisky Business: the dangers of workplace romances

By Pattie Walsh (Partner) and Naveen Qureshi (Associate), DLA Piper Hong Kong Given the amount of time people in Hong Kong spend in the workplace, it is perhaps inevitable that personal relationships will flourish. Many people are more likely to meet a partner at work than anywhere else. This then raises the question as to […]

Read More
Healing China’s expat headache | HR Legal - HR Magazine | HR Online

Healing China’s expat headache

The opening of new markets in China in the past few years has created an explosion of job opportunities and a flourishing demand for skilled expatriate workers, with latest census figures revealing a leap from 74,000 to 220,000 foreign employees between 2000 and 2011. Sending expatriates to China, however, has proven to be a headache […]

Read More
National Government considers major restrictions on use of labour dispatch arrangements | HR Legal - HR Magazine | HR Online

National Government considers major restrictions on use of labour dispatch arrangements

According to Chinese media reports, the National People’s Congress (NPC) is currently drafting amendments to the Employment Contract Law (ECL) in order to further restrict the use of labour dispatch hiring arrangements—where employees are hired through staffing agencies and dispatched/seconded to a host company; this is similar to temp agency hiring arrangements in other jurisdictions. […]

Read More
Hong Kong’s first ever ‘Community Service Marathon' | HR Lifestyle - HR Magazine | HR Online

Hong Kong’s first ever ‘Community Service Marathon’

HandsOn Hong Kong and the Hong Kong Council of Social Service (HKCSS) will co-host Serve-a-thon—the city’s first ever ‘Community Service Marathon’ and largest collective volunteerism based event. In Hong Kong, 20,000 more people lived below the poverty line in 2015 than in the previous year—bringing the total number of impoverished people in Hong Kong to […]

Read More
Mental Illness in the Workplace | HR Lifestyle - HR Magazine | HR Online

Mental Illness in the Workplace

By Henry G. Harder, Shannon Wagner, and Josh Rash Review by Amie Filcher Mental health in the workplace is becoming an increasing concern costing businesses billions of dollars every year in loss of productivity, poor treatments and employee retention. Mental Illness in the Workplace provides a comprehensive guide to identifying, understanding, treating and preventing individual […]

Read More
Lead to Succeed | HR Lifestyle - HR Magazine | HR Online

Lead to Succeed

By Chris Roebuck “To deliver real success, people must be inspired to be their best.” Lead to Succeed promises to deliver success and provides fundamentals for leaders to transform their own and other people’s performances. Professor Chris Roebuck introduces the Mach 2 Performance Programme, which aims to increase people’s performance and engagement in the workplace. […]

Read More
A Field Guide for Organisation Development | HR Lifestyle - HR Magazine | HR Online

A Field Guide for Organisation Development

Taking Theory into Practice~ Edited by Ed Griffin, Mike Alsop, Martin Saville and Grahame Smith A Field Guide for Organisation Development offers a variety of perspectives and experiences from researchers and practitioners on Organisation Development, a concept that many organisations find difficult to tackle. The editors have created a practical and accessible field guide that […]

Read More
Success through a healthier workforce | HR News - HR Magazine | HR Online

Success through a healthier workforce

The connection between health and job performance is widely known, and many employers are now realising that success can only be achieved by a healthy workforce. Many HR departments are taking steps to integrate healthy living initiatives to help motivate their workforce to stay healthy and safe at home and on the job, with the […]

Read More
Keeping staff healthy, staying competitive | HR Features - HR Magazine | HR Online

Keeping staff healthy, staying competitive

With hundreds of thousands of working days lost to sick leave in Hong Kong each year, companies are understandably keen to keep their workforces healthy. But encouraging workers to take better care of themselves is not always an easy task, particularly given Hong Kong’s culture of long working hours and the multiple demands upon people’s time. […]

Read More
Creating Balance & Finding Happiness | HR Lifestyle - HR Magazine | HR Online

Creating Balance & Finding Happiness

By Diane Lang, MA  This publication serves as a happiness toolkit—a handy-sized reference book on how to find harmony when faced with the mounting and often conflicting pressures of work and home life. It offers simple, realistic and easy-to-use tips for happiness. According to Lang, many employees work anywhere between 60 and 80 hours a […]

Read More
Four steps to a 'good' day at work | HR Lifestyle - HR Magazine | HR Online

Four steps to a ‘good’ day at work

It is often argued that a happy workforce is a productive one and the secret to contentment in the office may be only four simple steps away, according to new research conducted among more than 3,000 Australian and New Zealand employees. When RedBalloon for Corporate asked participants what they desire to see at work, ‘More […]

Read More
Workplace confessional | HR Lifestyle - HR Magazine | HR Online

Workplace confessional

You may love your job–but probably not everything about it. Even working in a cubicle doesn’t mean you’re walled off from office irritations. A new survey commissioned by Citrix reveals the top reasons why office workers say they need to break away. Colleagues from hell Workplace bonding can be a good thing, but some rituals […]

Read More

Staying ahead of the tech curve

Stefan Reis, CHRO, SAP explains why HR must grab technology by the horns to engage and retain the best talent HR has to work hard to stay ahead of the curve when it comes to rapidly evolving technology in today’s workplace. HR Magazine recently spoke with Stefan Ries, Chief Human Resources Officer, SAP to get […]

Read More
Automation: C-3PO took my job! | HR News - HR Magazine | HR Online

Automation: C-3PO took my job!

Break neck speed advances in technology are having an impact on those in IT. 62% of technology professionals in APAC believe a significant part of their job will be subjected to automation within the next 10 years, rendering their current skills redundant, according to the findings of the Harvey Nash Technology Survey 2017. 62% is […]

Read More
Getting HR into the fast lane | HR Features - HR Magazine | HR Online

Getting HR into the fast lane

Cutting down time-consuming processes to help HR deliver accurate results quickly HR knows all too well that managing headcount is time-consuming and, at worst, convoluted and complex—especially in larger organisations. Pressure is on HR to become more strategic but balancing this with cumbersome operational roadblocks is a major challenge. HR Magazine recently met with Ashley […]

Read More
Innovation to navigate recruitment minefields | HR Technology - HR Magazine | HR Online

Innovation to navigate recruitment minefields

Recruitment has long involved picking up the telephone, networking outside for candidates and screening the hundreds of CVs that pass recruiters’ desks every month. In recent years, tools such as LinkedIn have enhanced the ability of recruiters to accomplish such tasks—but the ground under their feet is fast-moving. Filtering out noise Simon Bradberry, Managing Director—Asia Pacific, Resource Solutions remarked at a recruitment […]

Read More
Employees—greatest cyber security risk | HR Technology - HR Magazine | HR Online

Employees—greatest cyber security risk

Employees are the lifeblood of an organisation, technology helps facilitate ways in which they can work at their optimum. But is this always the case? According to 56% of nearly 2,000 information security experts worldwide in EY’s latest Global Information Security Survey 2015, employees are considered to be the most likely source of cyber attacks within organisations. What’s more, in Hong Kong and China, […]

Read More
IT hiring and pay to rise globally | HR Technology - HR Magazine | HR News

IT hiring and pay to rise globally

Despite a global economic slowdown, especially due to slower growth in emerging markets, the technology industry continues its rapid pace of innovation, disruption and creating new ventures, according to Aon Hewitt. In the next 12 months, technology companies globally are expected to increase the size of their workforce by 40%—internet, e-commerce and software sectors are […]

Read More
AwardYourTeam web programme released | HR Technology - HR Magazine | HR Online

AwardYourTeam web programme released

Inadequate recognition for contributions is a leading cause of voluntary employee turnover, which means that effective employee recognition is key. Enter Terryberry’s new AwardYourTeam application—a new web-based programme designed to help busy managers recognise their employees’ contributions more consistently and effectively. The new module in Terryberry’s 360 Recognition Platform is specifically designed to increase managers’ […]

Read More
Start-ups and ‘work 4.0’ storm HRM Expo | HR Technology - HR Magazine | HR Online

Start-ups and ‘work 4.0’ storm HRM Expo

Over 15,000 delegates and 650 exhibitors flocked to Europe’s annual HRM Expo in September, which came amongst the backdrop of new interactive features pioneered for this year’s show. The event, which took place in western German city of Cologne, focused on technology and the future encompassed within the theme of ‘work 4.0’. The expo touched […]

Read More
Windows 10 launches with new tools for office | HR News - HR Magazine | HR Online

Windows 10 launches with new tools for office

Microsoft’s latest brainchild hit the shelves last week, which means that employees and employers get some new office toys to play with. After the excellent Windows 7, many businesses struggled with the Windows 8 interface, which was hopelessly focussed on the touch screen market. Windows 10 is already being hailed on the web as possibly the […]

Read More
HKMA Award for Excellence in Training and Development 2017 | HR Community - HR Magazine | HR Online

HKMA Award for Excellence in Training and Development 2017

With the 26th HKMA Awards in the pipeline, organisations are clamouring to show off their commitment to L&D and how they have built their bespoke training programmes. The awards are a commendation to those who have worked extensively to develop training that is not only effective, but conscious of the human impact. Trainers from a […]

Read More
The harder you fall, the higher you bounce | HR Training - HR Magazine | HR Online

The harder you fall, the higher you bounce

We have all been there—trapped in a long, boring training session in a windowless office that is either far too hot or cold. It is quite often the norm for team building, and while it is sometimes necessary to be in the classroom, a more interactive approach demanding energy expulsion may be more beneficial. Sport […]

Read More
NEBOSH revise H&S diplomas | HR News - HR Magazine | HR Online

NEBOSH revise H&S diplomas

The National Examining Board in Occupational Safety and Health (NEBOSH) offers a range of vocationally-related qualifications to meet workplace health, safety, environmental and risk management need in both public and private sectors. The body has just announced revised syllabuses for its National and International Diplomas in Occupational Health and Safety to better align the two […]

Read More
Snow, ice and lost lifeboats—team building on the South Pole | HR Training - HR Magazine | HR Online

Snow, ice and lost lifeboats—team building on the South Pole

HR Magazine was invited to join the ‘Shackleton Challenge’—a highly unique training day to stimulate team-work and facilitate team-building in a challenging, rewarding and exhilarating fashion. The day was organised by AETG and conducted by Colin Tan, Managing Director & Chief Executive Coach, MetaNoia Intervention. After being fed and watered, the participants were tasked with […]

Read More
Nurturing talent | HR Training - HR Magazine | HR Online

Nurturing talent

AIA setting the pace for developing leaders of tomorrow In March, HR Magazine attended the opening of the brand new AIA Leadership Centre in Bangkok. The insurance giant is once again leading the way through its commitment to enhancing the quality, effectiveness and professionalism of its people. We spoke with Shu Khoo, Group Chief Human […]

Read More
A chance for 50 ambitious youngsters to become Adecco ‘CEOs for One Month’ | HR News - HR Magazine | HR Online

A chance for 50 ambitious youngsters to become Adecco ‘CEOs for One Month’

A springboard to brighter career prospects, with one candidate proceeding to become Adecco Group ‘CEO for One Month’ alongside Alain Dehaze Adecco Group, a HR solutions provider, is giving 50 entrepreneurial and ambitious youngsters the chance to become ‘CEO for One Month’ alongside the Adecco top management in their home countries. Online applications will be […]

Read More
Organisational Coaching: What it is, how it has evolved and the future | HR Features - HR Magazine | HR Online

Organisational Coaching: What it is, how it has evolved and the future

By John Raymond, Head of Coaching, IECL What is Organisational Coaching? There is still much confusion between different fields of coaching including organisational, life and business coaching. If one looks at the definitions, we see, Coaching itself is a goal-oriented, solution-focused, question-based conversation to support the development of the trainee and achievement of their goals. […]

Read More
Lifting the vision: why organisations need to develop new generation leaders now | HR Training - HR Magazine | HR Online

Lifting the vision: why organisations need to develop new generation leaders now

Knowing the best way to manage and develop Generation Y and Millennials into the next generation leaders is often the subject of intense debate within and amongst organisations. Though what most are in agreement about is that managing the newer generations—who will make up the majority of the workforce by 2020—will require new skills and […]

Read More
Building high performance teams: a formula for organisational success | HR Training - HR Magazine | HR Online

Building high performance teams: a formula for organisational success

The quality of a team’s performance is one of the best predictors of organisational success. Businesses that understand this and commit to building high performance teams are those most likely to thrive in challenging times. It doesn’t matter how large or small your organisation is – if you want to improve performance, create and maintain […]

Read More

Speed matters: slow hiring damaging IT recruitment

  • 95% of Hong Kong CIOs are actively taking measures to reduce the length of their recruitment process of IT professionals.
  • The average recruitment process length for IT professionals is three months for staff-level positions and four months for management-level positions.
  • 48% cite too many interview rounds and 47% say a skills shortage are the main factors that delay the recruitment process.
  • 92% find it challenging to source qualified IT professionals compared to five years ago.

With Hong Kong companies on average taking several months to recruit new IT staff, they inadvertently add to the risk of missing out on top candidates because of a prolonged hiring process. Research by Robert Half has shown the average length of the hiring process for IT roles to be three months for staff-level professionals and four months for management-level staff. However, the vast majority of Hong Kong CIOs are actively taking steps to reduce the length of their hiring process.

When asked what the main reasons are contributing to delayed recruitment processes, almost half of Hong Kong CIOs cite too many interview rounds, closely followed by 47% who say the search for candidates with the right skills is challenging and 44% believe too many stakeholders are involved.

Harder than before

Confronted with a shortage of talent, the vast majority of CIOs find it more challenging to source qualified IT professionals compared to five years ago. Hong Kong CIOs find it particularly hard to source talent within IT security and business transformation, emphasising the need for CIOs to streamline the hiring process and act fast once they find a match.

Adam Johnston, Managing Director, Robert Half Hong Kong commented, Organisations understandably think investing more time during the hiring process is the best way to secure the right people for their teams.” However, in a market characterised by extensive skills shortages, hiring managers who fail to make timely decisions are confronted with a number of consequences, most notably losing top candidates.

Drawn out process

Companies often unnecessarily draw out the hiring process, adding days, weeks or even months to the recruitment process. With Hong Kong being a globally competitive employment market, with many local jobseekers and expatriates acutely aware of their value within their respective industry, they are not likely to wait around during a lengthy hiring process Johnston added, “Companies need to act fast if they want to secure the right talent.”

Almost half of Hong Kong CIOs have set up a pipeline of qualified candidates so they don’t have to restart the hiring process from scratch if required. More than four in 10 have improved their communication with candidates about the recruitment process in order to keep them engaged in the process and one in five are conducting more initial interviews via phone or video conferencing to be able to create a shortlist of preferred candidates faster.

Johnson concluded, “To streamline the recruitment process, hiring managers should identify where the delays in the process are coming from and take proactive steps to address the problem.” This will not only increase the efficiency of the hiring process, but also the chances of landing a company’s preferred candidate.

 

Over half willing to accept salary decreases or demotion

Most employees would recoil in disgust at the thought of receiving a demotion or salary decrease. This sentiment, however, changes drastically when it comes to protecting careers, with a much larger number of people willing to accept a pay decrease or demotion to stay employed.

According to Randstad’s latest Workmonitor Research for Q2 2017, 43% of employees globally were willing to accept a lower salary or demotion in order to remain employed. When looking at Singapore, Hong Kong and Malaysia, this sentiment jumped to 52% on average, a significant increase compared to the global average.

Employees in Singapore were the most likely to accept a salary decrease or demotion with 61% stating so in the research. Hong Kong employees were the least willing, with only 46% willing to protect their employment through a decrease or demotion.

The research also revealed that men across all three countries, as well as globally, were more willing than women to accept a demotion or salary decrease.

Surprisingly, more senior employees in Singapore, Hong Kong and Malaysia were willing to accept a decrease or demotion than younger employees. This was in stark contrast with the global trend where we see younger employees being more willing than senior employees.

Michael Smith, Managing Director, Randstad Singapore, Hong Kong and Malaysia, noted, “It’s interesting to note the higher willingness of employees in Singapore, Hong Kong and Malaysia than that of the global average to take a demotion or salary decrease. We expect this falls down to a mix of the recent global economic sluggishness and the fear of staying unemployed, coupled with traditional mindsets where losing a job would result in ‘losing face’.”

“While we don’t have statistics to see how this sentiment has trended in the past, I would expect the willingness to accept decreased salaries or demotions to drop as the economy recovers and the workforce matures,” added Smith.

Employees who would accept a lower salary or demotion in order to remain employed (%)

Global Singapore Hong Kong Malaysia
All 43 61 46 49
Men 45 62 47 52
Women 41 61 45 44
18 – 34 45 56 39 48
35 – 54 41 62 49 52

Jobs for life a thing of the past?

Straight career paths are under scrutiny by employees in Singapore, Hong Kong and Malaysia.

According to Randstad’s latest Workmonitor Research for Q2 2017, 73% of employees globally felt that the ‘job-for-life’ was becoming extinct. This sentiment was much higher across the region with over eight in ten employees in Singapore, Hong Kong and Malaysia agreeing that life-long jobs no longer existed. Employees in Singapore and Hong Kong shared a higher sentiment, 83%, compared to those in Malaysia, 76%.

Surprisingly, younger employees in Singapore and Hong Kong were more optimistic about a job-for-life than their older counterparts, going against popular thinking that Millennials are the job-hopping generation.

Michael Smith, Managing Director, Randstad Singapore, Hong Kong and Malaysia noted, “Our Employer Brand Research showed that over a third of all employees are looking to leave their jobs in the next six months, making it even more important for organisations to do their very best at ensuring they are catering to their talent.”

The demise of lifelong jobs and careers could be attributed to the growing willingness of employees to move organisations and specialisations to define their own career paths based on their own requirements. With organisations having understood that the traditional career ladder has evolved into a career web, employees are often provided the opportunity to move laterally within their current companies with strong retraining programmes to boost retention of their best talent.

Smith added, “Many organisations are starting to take appropriate steps in ensuring that their employees are being provided opportunities for retraining and lateral movement. These lateral movements are highly beneficial for both the organisation and the employee, as it allows for fresh innovative perspectives, faster on-boarding and stronger retention rates.”

Employees who think that a “job-for-life” has become extinct (%)

Global Singapore Hong Kong Malaysia
All 73 83 83 76
Men 73 83 84 77
Women 74 83 83 75
18 – 34 73 78 77 79
35 – 54 73 85 87 73

Employers innovate to navigate rising medical costs

More employers are implementing both traditional and innovative approaches to manage rising healthcare benefit costs. According to a survey by Willis Towers Watson, requiring pre-approval for scheduled inpatient services, placing limits on certain medical services and using contracted networks of providers are cited as the most effective tools to help manage medical costs.

Interestingly, in APAC, alternative cash allowances (for using public facilities rather than private care) are perceived as significantly more likely to be effective. Tools such as stop loss insurance and coverage for catastrophic claims are seen as less effective than in other regions. Chris Mayes, Head, Advisory Services and Solutions, Health & Benefits, Willis Towers Watson said, “To understand—and try to rein in—medical costs, employers should understand what drives them, and then think about solutions.”

These innovations come in the wake of rising healthcare costs both across APAC. According to a survey, medical insurers in APAC are projecting the gross cost of health care benefits to rise 8.6% this year, compared to 7.8% globally. In the region, India (20.0%), Indonesia (11.0%) and Malaysia (15.0%) are leading the upward cost trend, followed by Mainland China (10.3%), Hong Kong (9.6%) and the Philippines (9.6%). Willis Towers Watson attributes the bulk of the cost increase to advanced medical technology, and the overuse and overprescribing of services.

APAC medical costs trends 2015 – 2017

2015 2016 2017 (projected)
APAC +7.1% +7.7% +8.6%
Global +7.5% +7.3% +7.8%

Privacy Commisioner wins ‘Most Breastfeed-caring Corporate’ award

The Privacy Commissioner for Personal Data, Hong Kong (“PCPD”) was awarded as one of the winners for the “Most Breastfeed-caring Corporate Award” in the “2017 My Favourite Lactation Room Contest” organised by the Hong Kong Breastfeeding Mothers’ Association.

Mr Stephen Kai-Yi WONG, Privacy Commissioner for Personal Data, Hong Kong said, “The PCPD supports natural parenting, and has established a breastfeeding friendly workplace since 2016 to provide an appropriate and friendly environment for its breastfeeding employees so as to support their choices to continue breastfeeding when returning to work after delivery.”

The award presentation ceremony was staged at the Association’s “Breastfeed for Love 2017” event recently. Deputy Privacy Commissioner Ms Fanny Kam-Hing WONG and Personal Data Officer Ms Ivy Ting-yan SO represented the PCPD to attend the ceremony, where they exchanged practices and views with other representatives on breastfeeding friendly facilities.

Hong Kong ponders discrimination law shakeup

The Hong Kong Government is considering four key changes to the existing anti-discrimination ordinances. The proposed changes have been brought forward following a consultation carried out by the Equal Opportunities Commission (EOC) in 2014 and are presently being considered by the Legislative (LegCo) Council Panel on Constitutional Affairs.

 

The four major changes

The proposed changes are meant to encourage family-friendly workplaces, expand the scope of harassment protection and address the issue of stereotypical assumptions during the hiring process. The main changes are as follows:

 

Proposed changes Implications
 

1.      Discrimination on the basis of breastfeeding: to introduce express provisions in either the Sex Discrimination Ordinance (SDO) or the Family Status Discrimination Ordinance (FSDO) prohibiting direct and indirect discrimination on grounds of breastfeeding and to include expressing milk in the definition of breastfeeding.

 

 

Although Hong Kong has made effort to normalise breastfeeding, breastfeeding is still very much plagued by discrimination at work and in the public at large. There is nothing in the SDO or FSDO that specifically deals with this.

If the proposed changes become law, it would be unlawful to ask women to either stop expressing milk in the workplace or breastfeeding in restaurants, libraries and clubs, as this would amount to unlawful discrimination.

Rigid or inflexible policies that prohibit or restrict employees from taking lactation breaks could give rise to discrimination complaints.

 

2.      Discrimination on the basis of "imputed" race: to amend the Race Discrimination Ordinance (RDO) to include protection from direct discrimination and harassment by perception or imputation that a person is of a particular racial group.

 

 

Currently, stereotyping someone as belonging to a particular race and treating that person less favourably is not unlawful.

If the proposed changes become law, it would be unlawful to harass or treat an individual less favourably by blindly assuming the individual is of a particular race group or ethnic origin, even when they are not.

 

3.      Expanding the scope of harassment protection:

a.       "Association" with a race: to amend provisions in the RDO that prohibit direct discrimination on the ground of race of a "near relative" by replacing it with a broader definition of "associate" to include:

·         a spouse of the person;

·         another person who is living with the person on a genuine domestic basis;

·         a relative of the person;

·         a carer of the person; and

·         another person who is in a business, sporting, or

·         recreational relationship with the person.

 

b.      Sexual, disability and racial harassment of co-worker and volunteers in a common workplace: to expand the scope of protection from sexual, disability and racial harassment, such as between persons in a common workplace such as consignment workers and volunteers;

 

c.       Racial and disability harassment by service users: to expand the scope of protection under the RDO and Disability Discrimination Ordinance (DDO) to provide protection from racial and disability harassment of service providers by service users;

d.      Racial and disability harassment by service users on a Hong Kong aircraft or ship: to expand the protection from racial and disability harassment of service providers by service users, where such harassment takes place outside Hong Kong, but on Hong Kong registered aircraft and ships;

e.       Sexual, disability and racial harassment of co-tenant or sub-tenant: to amend the SDO, RDO and DDO to provide protection for tenants or sub-tenants from sexual, racial or disability harassment by another tenant or sub-tenant occupying the same premises;

f.       Sexual, disability and racial harassment of members or prospective members by club management: to amend the SDO, RDO and DDO to provide protection of members or prospective members from sexual, racial and disability harassment by management of clubs.

 

 

 

Harassment, particularly sexual harassment, unfortunately still remains rife in the workplace in Hong Kong.

If the proposed changes become law, harassment on the basis of sex, disability, race (including imputed race and association with a race) would be outlawed: -

·         in a common workplace;

·         in co-tenanted or sub-tenanted premises;

·         on an aircraft or ship; and

·         in a club.

 

This would apply not only to employers and co-workers, but also to service providers, customers, co-tenants, sub-tenants and management of clubs.

 

4.      Dispensing with proof of intention to discriminate: the repeal of provisions under the SDO, FSDO and RDO which require proof of intention to discriminate in order to award damages for indirect discrimination claims.

 

 

At present, awarding damages for indirect discrimination under the SDO, FSDO and RDO requires proof that the respondent intended to discriminate against the plaintiff, but there is no such requirement under the DDO.

Successful claims for indirect discrimination are therefore quite rare in Hong Kong.

The repeal of provisions requiring a proof of intention to discriminate will make it easier for genuinely aggrieved parties to make good their indirect discrimination cases and obtain damages from the wrongdoer.

 

Best practice for employers

Even before the proposed changes are tabled for discussion at LegCo, there is much that employers can do to improve their brand, promote diversity and attract talent.

  1. Family-friendly facilities and policies: Employers should be prepared to provide appropriate space in the office to allow employees to take lactation breaks and express milk. Work policies should be sufficiently flexible to enable new mothers to take lactation breaks at work.
  2. No stereotypical assumptions: The provisions regarding discrimination on the ground of the race of an "associate" are likely to have most effect in the hiring process. For example, an employer may make an assumption that a candidate does not read or speak Chinese or English based on their surname or appearance, when the candidate is fully capable of doing so. Employers should be warned not to make stereotypical assumptions before making any hiring, firing or promotion decisions.
  3. Anti-harassment policies, training & complaint procedures: As for the issue of harassment as between persons in a common workplace, it is important for corporates to have in place appropriate anti-harassment policies and procedures and to make sure these are communicated and understood by everyone working on the premises.

To promote a harassment free and non-hostile workplace, everyone should be encouraged to report any incident of harassment by co-workers, customers and service users whether on the basis of sex, disability, race and even breastfeeding!

Discrimination law in Hong Kong remains a closely watched topic. The Government says it will continue to study carefully the content of the submissions and consider how best to follow up on the recommendations.

Further updates to follow!

 

One in five APAC job applicants submitted false information

One in five APAC job applicants submitted false information | HR Features - HR Magazine | HR Online

More than one in five background checks conducted on job candidates in APAC in 2016 identified inaccuracies in the information supplied by candidates. While the discrepancy rate has decreased from the previous year, it still remains almost three times higher than the global discrepancy rate of 9.7%.

This disparity between APAC and global discrepancy rates may be attributable to the regional difference in maturity of employers’ screening programs. Background screening has long been adopted as a best practice by employers in western countries, while background screening is only more recently gaining traction in APAC, with multi-national corporations spearheading this growth.

In fact, the number of candidates screened by HireRight in APAC has grown by 42% from 2015 to 2016. As more APAC employers actively integrate background screening into their talent acquisition processes—and as more high-profile cases of CV fraud in APAC are reported in the media,—APAC candidates gradually appear to be becoming more aware of background screening and its impact, resulting in improved candidate accuracy when submitting job applications. According to HireRight’s data, Hong Kong, India, Philippines and Singapore have experienced the largest decrease in APAC candidate discrepancy rates over the last two years.

Hong Kong

More than one in five background checks conducted in Hong Kong in 2016 contained discrepancies. However, Hong Kong has seen a significant reduction in discrepancies compared to 2015, and now sits right around the APAC average discrepancy rate of 21.5%.

Type of Check Candidate Discrepancy Rate
2016 2015
Education qualifications and history 25.2% 34.8%
Employment history 10.9% 9.6%
Professional Licenses 27.3% 27%

Professional licenses are checks designed to confirm that a particular license is held in good standing and has not lapsed or expired, applied to a range of professional occupations, including accountants, engineers, lawyers, auditors and doctors. These represented the highest Hong Kong discrepancy rates in 2016, with more than one in four candidates making inaccurate claims. That said, Hong Kong saw a significant reduction in education history discrepancies compared to 2015. Hong Kong candidates were most accurate when declaring their employment histories, with only a 10.9% discrepancy rate in 2016.

The use of background screening in talent acquisition processes is evidently picking up momentum in the APAC region as more companies recognise the importance of implementing such employment checks to make better-informed hiring decisions. Increased awareness concerning the consequences of CV fraud is likely deterring candidates from misrepresenting their employment histories. Consequently, it is increasingly important that companies conduct regular assessments of their hiring strategy, including their background screening processes, to help ensure they manage people risk as effectively as possible.

 

Staying ahead of the tech curve

Staying ahead of the tech curve | HR Technology - HR Magazine | HR Online

Stefan Reis, CHRO, SAP explains why HR must grab technology by the horns to engage and retain the best talent

HR has to work hard to stay ahead of the curve when it comes to rapidly evolving technology in today’s workplace. HR Magazine recently spoke with Stefan Ries, Chief Human Resources Officer, SAP to get his take on how, and why, HR must grab technology by the horns to best leverage it in almost every aspect of the employee lifecycle.

Q1) In the GIG economy what do you see as the current role for HR in supporting enterprise-wide digital transformation initiatives?

Despite the inherent challenges it brings, HR should always regard technology as an opportunity, rather than a threat. The prudent monitoring of employee metrics and subsequent analytics can be amazingly leveraged to help with a host of HR functions—most critically acquisitions, L&D and developing leadership pipelines. To proactively drive winning organisations, HR must transition from their traditional ‘functional HR language’ to ‘the language of the business’. This means they must be confident and eager to bring relevant HR quantitative data to the table to strengthen their strategic stance. By speaking this ‘new HR language’, HR leaders can then truly embrace these analytics to steer the organisation in the face of change. With the right digital systems in place, this can not only be done efficiently and effectively, it can be done in real time.

Q2) Why does HR need to embrace digital initiatives immediately?

In the past, HR was primarily responsible for the ‘softer side’ of the business, but now they are assuming a much more strategic role. Failing to acknowledge the importance of technology in this new role can be fatal, and so as the new digital forerunners, HR leaders require a very different profile than before. Today’s younger generation of HR managers are the real ‘digital natives’ who are best positioned to immediately run with technology and assume the new digitised HR profile. Baby boomers are ‘digital immigrants’ by comparison, but nevertheless it is essential that they too embrace such digital initiatives to keep themselves relevant.

The need for HR and the C-suite to rapidly access real-time business intelligence, ad hoc reporting, and what-if analyses has become critical in terms of them being able to make well-informed strategic decisions. SAP’s Digital Boardroom has facilitated this by transforming executive meetings from old-school presentations based on static information into interactive discussions based on live, up-to-the-minute facts. The platform provides artificial intelligence and predictive analytics to put key metrics at the fingertips of HR managers.  When HR can objectively define key metrics and discuss them in real-time, alongside the finance team and business leaders, this creates a powerful synergy. Such digital initiatives enable HR and the business to access ‘one single source of truth’ which is incredibly empowering. It is essential HR has this credibility before starting to talk about strategy with the rest of the C-suite.

Staying ahead of the tech curve | HR Technology - HR Magazine | HR Online

Q3) How can HR drive digital initiatives if they lack the technical know how?

Firstly, I find listening to my children is a great help in this regard as they are living in a totally different world to me, in terms of digital advances. They have a lot to say about the use of technology and probably understand it a great deal better than I do. So, if you have children—listen to them—as taking onboard what they say can be a guiding light when trying to put new technologies into proper perspective, and you are looking for ways to best leverage them.

Secondly, reverse mentoring can be a great way to help drive learning—the key benefit being that it works in both directions. The younger generation gains some insights from seasoned HR practitioners while the older generation receives key insights into technological changes. The younger members of your team can also give invaluable advice on the most suitable social platforms to disseminate key HR messages to maximise their traction amongst millennial talent.

Staying ahead of the tech curve | HR Technology - HR Magazine | HR Online

Q4) The World Economic Forum recently indicated that 5 million jobs globally may be lost to robots by 2020—how will this impact HR? 

Losing jobs due to great technological advances is nothing new. During the Industrial Revolution, the world experienced a dramatic shift in worker demographics. Then, the timeframe of change was decades and the pace was slow. In today’s marketplace, the rapidly accelerating pace of change means that timeframes for change are significantly shorter—down from decades to just a few years. This rapid evolution is leaving many businesses unable to adapt quickly enough. However, the rapid changes in today’s technology are more likely to be reshaping HR roles in future, rather than threatening them.

In terms of the impact on HR, as data collection has become much easier, the sheer volume of data collected has also ballooned—creating the era of Big Data. One of the most critical tasks for HR now is deciding what items among this Big Data are actually useful. So moving forwards HR should be looking at Smaller Data—whittling down the ‘noise’ to enable focus on only the most important metrics.

Furthermore, AI can be used to significantly streamline the entire recruitment process—making it much more objective. Tackling unconscious bias will be one of the biggest benefits to emerge from this process. Although HR will still have the final say on who is hired, AI can prepare and guide them into making more informed, and less biased, decisions.

It is true to say that jobs will change in the future, with many predominantly-functional roles being replaced by robots. However, many new roles and opportunities will also arise. HR needs to anticipate how they recruit for these emerging roles, and what skill sets and traits they need to look for.

Q5) What does HR transformation mean for the future of HR?

The pace of HR transformation is going to continue to accelerate in the coming years as HR leaders move to the forefront of organisations. A continued shift in mindsets, already well underway, will see ‘change’ viewed as an opportunity, rather than a threat for HR leaders.

A bigger change will concern who the future HR leaders will actually be—tomorrow’s heads of HR will be coming from a background with little or no HR background. I have already witnessed many business strategists moving from the financial sector into HR roles. HR is already breaking the mould and taking on much more diverse roles within their organisations. We will continue to see the value of the HR function rising, with an increasing amount of senior HR leaders taking a seat at the executive table—solidifying their position as key stakeholders in the boardroom and even becoming the CEO.

The best argument for embracing HCM technology is that for those that do not, there is a risk of not being seen as an employer of choice by potential talent. This is an even more poignant point for younger generations, who are used to technology in their everyday lives. Organisations running HR systems without tech in today’s workplaces are already alienating about 75% of talent.

HR must ensure that any process of change is seen as relevant by all stakeholders. Understanding why change is being made, and communicating this to talent throughout the organisation is essential to guarantee buy-in, as at the end of the day, it is the talent who can make or break the success of that change.

 

Asha Menon disrupting the world of HR at REA Group, Asia

Asha Menon disrupting the world of HR at REA Group, Asia | HR Movies - HR Magazine | HR Online

Menon is a highly articulate, focused and dedicated human resource leader with over 17 years of HR Generalist experience at country and regional level with a track record of achievement across various industry sectors. She has just embarked on a new journey as the Human Resources Director, REA Group Asia. REA Group is a market leading digital media business specialising in property and is determined to change the way the world experiences property.

In her new role Asha will be working closely with the regional and Australian based leadership team to translate business strategy into achievable HR objectives and metrics. With a challenger mind-set, she will continue to push the boundaries on employee, customer and consumer experiences around the world, driving innovation.

Asha holds quite a high profile in the HR profession in SE Asia, speaking at various HR conferences. Last year she was awarded as one of the “Top 100 Most Influential Global Human Resources Leaders” by the World HRD Congress, an award which was not applied for, but rather given in recognition of her contributions to the HR industry.

 

Edward Hung takes on a new role at BNP Paribas

Edward Hung takes on a new role at BNP Paribas | HR Moves - HR Magazine | HR Online

In Hung’s new role at BNP Paribas Team Lead, Senior HR Business Partner for Hong Kong, he is responsible for a number of strategic front office banking businesses as well as managing HR Business Partners in Group Support Functions.

Hung is a seasoned HR professional with over 13 years of working experience across an extensive spectrum of HR functions including Strategic Business Partner, L&D, Performance Management and Reward, Recruitment, Organisational Development and Transformation projects.

Prior to joining BNP Paribas, Hung was the HR Director for Natixis Corporate and Investment Bank where he covered Global Markets, IBD and Structured Finance. Previous to this, he was a Business Partner covering the Investment Banking Division in APAC.  In addition to Business Partner roles, Hung also had experiences in L&D, Performance Management and Rewards from HSBC and was a Consultant at Towers Watson where he administered Employee Surveys to many corporations across APAC.

Page 1 of 14412345...102030...Last »
Paths Limited 3
s2Member®