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76% of APAC candidates respond positively to human touch in recruitment process

Job-seekers in APAC respond more positively to human touch

New research from Randstad has suggested that job seekers respond more positively to the human side of recruitment. The findings show that 76% of candidates in Hong Kong, Singapore and Malaysia respond positively to technology when it’s used to enhance the recruitment experience based on human connection. The results also showed that 54% of job-seekers […]

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93% of women who experience menstural pain say that it has affected their ability to work

Hong Kong women work despite pain each month

As many as 76% of women in Hong Kong say they have had menstrual pain, and among those women who have had menstrual pains and have worked, 93% say that menstrual pain has affected their ability to work, according to research by YouGov. The data also suggested that women find it difficult to tell their […]

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ECM systems becoming more effective as Data Management partners with HR

Platforms that combine data management and HR expertise are invaluable to companies that want to use data to drive their HR functions. As such, Employee Content Management systems (ECM) are increasingly tailored towards HR professionals looking to centralise employee data. An example of an ECM can be seen in the partnership between Data Management Company, […]

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Globally mobile workforce benefits from greater future prospects

New research from AXA reveals 98% of big businesses surveyed say a globally mobile workforce is important, with a third saying it is critical to their success.  But staff working abroad want increased flexibility with three-quarters of employers saying people want to commute internationally and continue living at home.  Those working internationally reap the rewards […]

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Avoid bad hires by placing a greater emphasis on references

A clear picture of candidate backgrounds can avoid bad hiresA new report by Checkster revealed the biggest myth held by many senior people in talent acquisition: that interviewing is the best way to predict future employee’s performance. The report The biggest myth held by talent acquisition professionals and why it holds them back used hard […]

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Professionals need to be increasingly aware of HR AI trends

AI is expected to replace nearly 10% of jobs in 10 years. Allegis Group recently surveyed more than 300 HR professionals—senior-manager level and above—who reported mixed feelings about AI and its impact on the future of work. Survey participants saw AI as something to be excited about, 21%, and as both disrupting and enabling, 17%, […]

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Hiring processes of fewer than six weeks preferred by candidates

Recent research by Randstad has suggested that 92% of job seekers in Hong Kong prefer hiring processes that takes fewer than six weeks. In addition, the majority of the survey respondents (67%) expected any recruitment process to take between two and four weeks. “How long should the ideal recruitment process take from first contact to […]

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HR should work towards gender parity

HR encouraged to take a more proactive stance for gender parity

The World Economic Forum has forecasted that it will take 217 years for gender parity between women and men. The findings come on the back of new research which suggests that women and men became less equal between 2016 and 2017. Marianna Fotaki, Professor of Business Ethics, Warwick Business School said, “HR departments have an […]

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2018 Salary Budgets are increasing at a higher rate than previous years

2018 salary budgets boosted among APAC technology companies to do strong demand for talent

In 2018, technology sector salaries in Hong Kong, Singapore and China are projected to increase 4.2%, 4.1% and 7.5% respectively. Approximately two-thirds of technology companies in all major APAC markets are pursuing normal or aggressive hiring plans. Newly released data from Aon has suggested that technology companies in the APAC region are preparing to spend […]

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Samantha Tam

Human Resources Director United Technologies Samantha Tam currently is the Human Resource Director, United Technologies Corporation (UTC) Climate, Controls & Security in Hong Kong, Macau, Taiwan & Guam.  She has over 15 years of human resources experience including recruiting, employee relations, performance management, compensation and benefits, talent development as well as HR processes and policies. […]

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Janet Poon

General Manager–Human Resources Hang Lung Properties Ltd. Janet Poon joined Hang Lung Properties Limited in 2012. She is currently the General Manager of Human Resources in Hang Lung and responsible for leading and overseeing the Group’s Human Resources function in both Hong Kong and Mainland China. Janet has tremendous Human Resources experience in the property […]

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Kris Lui

Human Resources Director – North Asia Food & Shared Services All Businesses The Dairy Farm Company Limited Kris Lui is a passionate, seasoned and business-oriented Human Resources (HR) professional with over two decades of rich international experience in delivering business results via building sustainable organisation capability in different industries, geographies, cultures and matrix organisations. This […]

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Robert Mostert

Former Global Head Human Resources, ITO-GBS Standard Chartered Robert Mostert was until recently Global Head Human Resources, ITO-GBS (Information Technology & Operations) function of Standard Chartered Bank, and of Standard Chartered Global Business Services (GBS). The latter operates from shared service centres in India (Chennai and Bangalore), Malaysia (Kuala Lumpur), and China (Tianjin). Robert joined […]

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Jack Mak

Product and Customer Proposition Head, Pensions HSBC Jack Mak is the Product and Customer Proposition Head of HSBC’s pension business in Hong Kong, and is responsible for driving pension product design and holistic proposition that suit customer needs for both employees and employers. Prior to joining HSBC, he worked as an employee benefit consultant and […]

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Nightmare on L&D street—What the *beep* went wrong with L&D?

L&D, where did it all go wrong? HR tackles the tough questions at its Summer 2017 conference. Asking some of HR’s finest, we get down to the nitty-gritty of where L&D took a nasty turn, and how organisations are tackling those challenges. Calculated risk HR frequently needs to answer abstract and open-ended questions. As Jenny […]

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Effective reward & recognition strategies

Defining an organisation’s rewards and recognition policy can be complicated purely because there are so many factors to take into account. What will motivate your people to take one step further and turn good employees into exceptional ones? Enhanced benefits, bonuses, international postings. Sometimes all it can take it just a pat on the back […]

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Bernard Coulaty

Founder & CEO MOST Engaged Consulting Bernard is a senior global HR leader with over 20 years of professional practice as Vice President Human Resources in multinational FMCG organizations (Danone, Pernod Ricard) in Europe and Asia. He has developed an operational and strategic expertise in employee engagement, talent management, leadership development and leading HR communities […]

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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 […]

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People Analytics with Kellie Egan

People analytics help businesses make better decisions

  As HR becomes more and more integrated into the business functions of organisations, leaders are recognising the power of data and people analytics. But how can data analytics best be used? HR Magazine spoke to Kellie Egan, VP People, Edrolo for her take. Egan began, “The HR industry is getting serious about people analytics, […]

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Star Service HR

Hang Lung’s talent development successes as headcount doubles Janet Poon, General Manager – Human Resources, Hang Lung Properties has been with the Company since 2012 and helped transform their talent pool during a period of unprecedented expansion. She shares her innovative approach to talent attraction and retention to help fuel the Company’s phenomenal growth. Adaptive […]

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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 […]

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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 […]

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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 […]

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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 […]

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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 […]

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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 […]

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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 […]

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Legal Updates – August 2017

Government Bill gives employees right of reinstatement A new bill introduced into the Legislative Council this earlier year lays down new rights for employees who are illegally dismissed. The Employment (Amendment) Bill 2017 was introduced into the Legislative Council in May 2017. Notable among the Bill’s proposed changes is a new power for the Labour […]

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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 […]

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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 […]

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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. […]

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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 […]

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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 […]

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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 […]

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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 […]

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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 […]

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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 […]

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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 […]

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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. […]

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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 […]

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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 […]

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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. […]

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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 […]

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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 […]

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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 […]

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Smart Hong Kong initiative expected to lead to more job opportunities and higher salary for IT workers

45% of Hong Kong CIOs believe the government’s Smart City initiatives will lead to increased job opportunities for IT workers. 21% think it will lead to an increase in average salaries in the IT market. 92% find it more challenging to find qualified IT professionals compared to five years ago. With the Hong Kong government’s […]

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EdTech helping fill talent gap

A 2017 report from the U.S. Chamber of Commerce has given additional insight into the rising demand for skilled labour across the US. Among those surveyed by the Chamber of Commerce, roughly two-thirds of employers said that they will be hiring new employees over the next month, but approximately 95% noted difficulty in finding skilled workers […]

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Automation a positive catalyst of change within the HK workplace

72% of Hong Kong CFOs agree workplace automation will not cause a loss of jobs, but a shift in required skill sets is needed. The top skills finance professionals need to focus on as a result of automation are: problem-solving skills, strategic vision, flexibility/ability to adapt and communication. According to Hong Kong CFOs, the top […]

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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 […]

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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 […]

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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 […]

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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 […]

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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, […]

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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 […]

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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 […]

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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 […]

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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 […]

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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 […]

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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 […]

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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 […]

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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. […]

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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 […]

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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 […]

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Job-seekers in APAC respond more positively to human touch

76% of APAC candidates respond positively to human touch in recruitment process

76% of APAC candidates respond positively to human touch in recruitment process

New research from Randstad has suggested that job seekers respond more positively to the human side of recruitment.

The findings show that 76% of candidates in Hong Kong, Singapore and Malaysia respond positively to technology when it’s used to enhance the recruitment experience based on human connection.

The results also showed that 54% of job-seekers responded to overly automated recruitment processes negatively. Research also found that 49% of candidates feel that job searches have become more impersonal by technology and a further 42% feel that online job applications get fewer responses from employers.

Michael Smith, Managing Director, Randstad Singapore, Hong Kong and Malaysia noted, “These latest research findings are a timely reminder that organisations must take great care in the implementation of new innovative technologies in their recruitment processes. A failure to do so may result in the damaging of their employer brands, hindering their ability to attract and retain the best talent.”

 

Hong Kong women work despite pain each month

93% of women who experience menstural pain say that it has affected their ability to work

93% of women who experience menstural pain say that it affects their ability to work

As many as 76% of women in Hong Kong say they have had menstrual pain, and among those women who have had menstrual pains and have worked, 93% say that menstrual pain has affected their ability to work, according to research by YouGov.

The data also suggested that women find it difficult to tell their employers about menstrual pain and around a third of women in Hong Kong have never admitted to their employer that this was the case. A further third told their employer that troubles caused by menstrual pain were down to some other reason, while 34% said neither of these—implying that women may well not let on about feeling unwell to their employer in the first place.

Over half of Hong Kong women surveyed agreed that menstrual pain affects their ability to work by making it harder to concentrate. Four in ten had to take a short break because of the pain, and half either had to go home early or take a day off because of the pain.

Global attitudes to menstrual pain do seem to be changing. Countries including South Korea, Taiwan, Indonesia and Japan have laws in place allowing women time off work when they are menstruating—with Taiwan’s three days off a year for menstrual cramps being the most 'generous'. 87% of Hong Kong women support similar measures being introduced.

ECM systems becoming more effective as Data Management partners with HR

An ECM can streamline employee management

Platforms that combine data management and HR expertise are invaluable to companies that want to use data to drive their HR functions. As such, Employee Content Management systems (ECM) are increasingly tailored towards HR professionals looking to centralise employee data.

An example of an ECM can be seen in the partnership between Data Management Company, GRM Information Management JK Seva Consulting.

It is hoped that an effective Employee Content Management system will be able to intelligently capture and consolidate all employee data, whether structured or unstructured, into a single, centralised digital platform. Enormous quantities of unstructured data like forms and other paperwork could be converted into digital data at the click of a button, creating indexed, archived and easily retrieved information.

Yossi Harel, GRM, Executive Vice President stated, “We deliver heightened levels of efficiency to our HR clients on multiple fronts; allowing them to focus on optimising other areas of their company’s HR functions. JK Seva’s expertise in this domain is crucial.”

Born to be the boss

Jennifer Liu had a dream—a dream that she would one day bring into operation a business devoted to the creation of elevated Hong Kong dining experiences. Born to be the Boss is the story of how Liu and five other inspired entrepreneurs turned their dreams into reality.

Spanning everything from hospitality to fashion, this book reveals how people can build a highly successful business based on what they love. In Born to be the Boss, those interested in entrepreneurship will learn:
The experiences of six individuals who have become successful entrepreneurs.

  1. What inspired them to embark upon their ventures.
  2. How they overcame obstacles and achieved their goals.
  3. How they drew on their experiences to gain insight into which path their lives would take.
  4. How they put the long, hard years they spent acquiring an education to good use.
  5. How they turned their successes into celebrations of independence and diversity.
  6. How to realise your dreams on your own terms.

Author and business authority Janet E. Middlemiss has spent 20 years in Hong Kong. Since leaving corporate life and a highly successful career in public relations, she has formed a highly influential social enterprise, the JEM Group. Born to be the Boss is a campaign designed by this group to help anyone who has creative ambition to start and grow their own business.

Bianca Zee-Geissle is a communication strategist who has lived and worked in Hong Kong for over 17 years. She has extensive experience in developing and managing high-profile internal communications. Moving into freelance writing for a variety of industries, Zee-Geissler joined the JEM Group to work on the Born to be the Boss campaign providing inspirational guidance to individuals choosing to embark on the path of entrepreneurship.

People analytics help businesses make better decisions

 

People Analytics with Kellie Egan

As HR becomes more and more integrated into the business functions of organisations, leaders are recognising the power of data and people analytics. But how can data analytics best be used? HR Magazine spoke to Kellie Egan, VP People, Edrolo for her take.

Egan began, “The HR industry is getting serious about people analytics, and companies are stepping up and making big investments in this area. For me, the value of people analytics all comes down to the accuracy of the data and asking the right questions. It is when we ask the right questions, review the data and identify any insights that we can make amazing discoveries.”

How can HR help business leaders make more informed decisions?

“I personally find that being able to access and refer to people analytics when having strategic conversations with business leaders is extremely valuable. It is great to see so many companies investing in data scientists and mathematicians to really step up the way we use people data for key business decisions.

“Data analytics helps HR understand not only what is happening from a people perspective in businesses—who is leaving or staying, who the best leaders are and how the structure is working—but also allows us to have really in-depth conversations with leaders when combined with data points like finance or team health checks.”

How do you use data for headcount planning, succession, hiring, engagement and retention?

“For headcount planning and hiring, I work closely with talent acquisition leaders and finance managers. We look at the headcount budget and discuss roles, salaries, job levels, locations and the time we have to fill those positions.

“On a quarterly basis I also review a range of other people data including: span of control, promotions, attrition, new hires, leader to team member ratios, employees by job level, tenure and performance ratings.

“After reviewing the data and identifying any insights I then have a meaningful discussion with business leaders, referring to the people analytics to determine what we need to take action on and what we may need to monitor over a longer period of time. These meetings have been the most rewarding I have ever had, as decisions are based on people data intelligence. The impact this has had on the business has been transformational in many cases.”

What are the biggest problems and obstacles HR faces with data analytics? How do you deal with them?

“Initially, it is about having confidence in the data. Can you rely on your HR system to provide accurate data? Then it is about understanding what the business challenges and strategic direction are to find a useful way to share what analysis has revealed.

“Sometimes the amount of data we access and review can be overwhelming. When I first started using data analysis, I suffered from ‘analysis paralysis’ and tried to share too many stories on too many different data points, when we actually only needed to share one or two. Since then, I’ve found a better approach is to be focused, to understand the strategy and to be able to explain it in a simple and effective way.”

More Information

 For readers interested in how best to unlock people analytics at their firms, Egan will be speaking at the Marcus Evans HR Summit 2018.

About the HR Summit 2018

The 14th annual HR Summit is a premium forum bringing elite buyers and sellers together. The Summit offers chief HR executives and service and solution providers an intimate environment for a focused discussion of the key new drivers shaping corporate priorities and HR strategies. Taking place at the RACV Royal Pines Resort, Gold Coast, Queensland, 5 – 7 March, the Summit includes presentations on a range of topics, including reimagining company culture, company agility, capitalising on people analytics, improving the employee experience and unlocking talent.

For more information please send an email to SitiK@marcusevansau.com or visit the event website at https://events.marcusevans-events.com/hrsummitanz2018/  

Globally mobile workforce benefits from greater future prospects

For many businesses "international commuters" will be the key to a globally mobile workforce

  • New research from AXA reveals 98% of big businesses surveyed say a globally mobile workforce is important, with a third saying it is critical to their success. 
  • But staff working abroad want increased flexibility with three-quarters of employers saying people want to commute internationally and continue living at home. 
  • Those working internationally reap the rewards with many workers boosting earnings and career prospects. 

Despite the unstable economic climate, unexpected political change and the impact of technology on societies, the world's biggest companies still view a flexible and globally-mobile workforce as key when it comes to building a successful business, according to new research from AXA.

The study revealed that 98% of employers see a globally mobile workforce as important to achieving their objectives with a third believing it to be critical. More than half of the businesses questioned said sending staff on global assignments has improved the performance of their international operations and 44% said it improved employees' skill levels.

However, the research revealed that while employers see working internationally as key, their staff do not necessarily want to move permanently to another country. Three-quarters of employers surveyed said there is a trend of staff accepting jobs based abroad while they continue to live at home—becoming international commuters.

More than a third of firms said staff increasingly want to work abroad on short-term contracts and commute from their home country, with 27% saying that staff do not want to relocate permanently. The rewards for working internationally do, however, appear to make the commute or relocation worth the effort. The majority of staff working on international assignments said they took global placements to gain higher pay and benefits with 47% saying they took roles to gain accelerated career development and improve their skills.

Tom Wilkinson, CEO of AXA's global healthcare team stated, "Having an international workforce is critical for businesses that want to capitalise on the huge opportunities available in our global economy.” He continued, “While we read much about economic and political uncertainty in some countries, the reality is that businesses that take a global outlook are able to flex their operations to take advantage of growth markets wherever they may be.”

While the Internet and improved communications technology has made it easier for businesses to work globally, the key differentiator remains the talent of the people that organisations employ. Taking a flexible approach to pay and benefits that allows staff to remain connected to family and home while also accelerating their careers and creating commercial value for their employers is vital if international assignments are to succeed.

The need to get the right people for international assignments may partly explain why big businesses are willing to be more flexible with staff around how they structure international assignments and pay and benefits packages but the survey reveals that these postings come at a price for employers. On average, the firms surveyed said it cost them USD 50,267 over and above an employee's base salary for each staff member they have working abroad, with three-fifths of employers saying pressure to manage international assignment costs has increased in the past five years.

Avoid bad hires by placing a greater emphasis on references

A clear picture of candidate backgrounds can avoid bad hiresA new report by Checkster revealed the biggest myth held by many senior people in talent acquisition: that interviewing is the best way to predict future employee's performance. The report The biggest myth held by talent acquisition professionals and why it holds them back used hard data to prove the myth wrong, and provides insights that help Talent Acquisition leaders to boost their careers.

It seems that best way to avoid bad hires is to rely more heavily on references. Yves Lermusi, CEO, Checkster stated, "In a rapidly changing world, experience can be a liability. So can mistaken preconceptions. Interviewing is far from the best way to predict performance and avoid bad hires, especially in comparison to digital reference checking."

Some leaders do not think asking for a reference will provide value because they have tried so many times before with poor results. The world, however, has changed. Reid Hoffman, LinkedIn Founder said, "Employers put too much weight on interviews, and too little weight on references. If you told me, 'pick one—you can either get references or an interview’, I would pick references any day of the week."

Professionals need to be increasingly aware of HR AI trends

HR Professionals need to start looking at HR AI trends

AI is expected to replace nearly 10% of jobs in 10 years. Allegis Group recently surveyed more than 300 HR professionals—senior-manager level and above—who reported mixed feelings about AI and its impact on the future of work. Survey participants saw AI as something to be excited about, 21%, and as both disrupting and enabling, 17%, yet some HR professionals indicated that AI is not being adopted fast enough, 8%. Additional findings indicated that a low number, 9%, believe AI will displace most jobs in 10 years.

We are still in the early stages of understanding how AI will displace old jobs and create new ones. Without question, though, it will have a major impact on how companies compete for talent and get work done. Innovations in AI will become more and more integral to business success, impacting strategic priorities, technology adoption and, maybe most importantly, the overall evolution of the workforce. Organisations need to understand the implications and have a plan to capitalise on what will be a disruptive force.

Take Stock of HR AI trends
When asked to identify areas of talent management that will benefit from AI, top responses from HR professionals surveyed included training talent, screening talent and workforce planning. However, the top roadblocks to adoption include budgets needed to upgrade or maintain AI, a lack of people to build or manage AI and training the AI.

Overall, findings indicate AI will not replace the need for talent professionals; instead, it will change the nature of what they need to do to succeed. Tanya Axenson, Global Head of Human Resources, Allegis Group commented, “When you speak with a person, you trust that she is listening to you, learning from you, and sharing with you out of some level of genuine interest." She continued, "But will you fully trust a machine designed to calculate everything you say toward making a decision? Probably not. That's why people will remain essential to the high-trust aspects of HR—closing deals, solving tough employee issues, building relationships and creating the organisational strategy."

Rachel Russell, head of corporate strategy for Allegis Group said, "A variety of AI niche solutions are emerging in the talent tech market. Competitive advantage will come from adopting the right set of solutions to automate, augment and enhance the experience."

Additional HR AI trends include:

  • Increased Demand for AI Skills: While AI is taking on many skills formerly attributed to humans, new jobs will emerge. Likely candidates include AI ethicists to manage the risks and liabilities associated with AI, as well as transparency requirements. Needs will also emerge for AI trainers, and individuals to support data science, the Internet of Things (IoT).
  • Constraints Which Influence the Pace of Innovation: Machine learning-driven AI systems require human guidance and programming, and a shortage of skills to provide this guidance may hinder progress. Also, today's AI systems require deep sets of data and information. While data is abundant, it is not always available in pools that can be used to support an AI application. Other constraints include cost, the need for buy-in and adoption, and regulation.
  • New Challenges Which Influence AI's Effectiveness: Can AI be prevented from exploiting vulnerabilities in existing data systems or stopped from acting on low-quality data? While these issues, coupled with the impact of failure, product liability, perpetual obsolescence and malicious use are concerns, the research holds that most of these near-term issues will be solved or mitigated over time.

Hiring processes of fewer than six weeks preferred by candidates

Hiring processes of fewer that six weeks are preferred by almost all Hong Kong job-seekers

Hiring processes of fewer that six weeks are preferred by almost all Hong Kong job-seekers

Recent research by Randstad has suggested that 92% of job seekers in Hong Kong prefer hiring processes that takes fewer than six weeks. In addition, the majority of the survey respondents (67%) expected any recruitment process to take between two and four weeks.

“How long should the ideal recruitment process take from first contact to job offer? (%)”

Respondents
2 to 4 weeks 67
4 to 6 weeks 25
6 to 8 weeks 6
Over 8 weeks 2

The research also found that a staggering 89% of job-seekers would be unwilling to accept a job offer if the recruitment process lasted for longer than eight weeks.

Michael Smith, Managing Director, Randstad Singapore, Hong Kong and Malaysia commented, “Automation helps improve efficiency in many ways along the recruitment process for a value-added experience. However, this research makes clear that HR needs to be flexible and balanced in the way they engage with candidates to meet their expectations for a more personal experience. When it comes to it, personalisation is the key to success.” He added, “It’s a clear message to hiring managers that more engagement efforts are required in the recruitment process. Automation processes should go hand in hand with the human touch to personalise and improve the efficiency of the hiring process as it is an important decision for job-seekers.”

 

HR encouraged to take a more proactive stance for gender parity

Gender parity gender equality

HR should be proactive in pursuing gender parity

The World Economic Forum has forecasted that it will take 217 years for gender parity between women and men. The findings come on the back of new research which suggests that women and men became less equal between 2016 and 2017.

Marianna Fotaki, Professor of Business Ethics, Warwick Business School said, "HR departments have an important role to play in identifying and acknowledging such bias (via training) and addressing this in recruitment processes.

"Senior women and men who tend to be over-represented in top high-paid jobs should take steps to teach other women tactics and strategies that are most effective. Making pay scales explicit could also have a major impact on transparency in promotion and help address gender parity.

"Legislative protection is important, but we should not assume that a convergence in men’s and women’s earnings will automatically continue into the future without organisations taking proactive measures.

"Behavioural ethics research suggests that many such assumptions are due to an unconscious bias that both women and men share. Social psychologists have found that self-professed egalitarians may also be prone to such unconscious biases.

"These concern feelings and knowledge (often unintended) about their social group membership, for example concerning age, race/ethnicity, gender, and class. Power operates at a subconscious level and discrimination is often tacit and rationalised post-hoc.

"Unconscious bias, can in part, explain the propensity of many executives to hire in their own image, which reproduces the lack of diversity in companies’ boards. But in organisations that adopt meritocratic policies, managers tend to favour a male over an equally qualified female employee and award him a larger monetary reward, perhaps because they no longer see the necessity to address the existing inequalities or for the fear of discriminating against men.“

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