Tag Archives: APAC

Female Suppliers In Demand

Organisations can experience many benefits when they diversify their supply chain.

By Michael Switow

Why should HR practitioners and leaders care about supply chain diversity? Globally, less than 1 per cent of corporate spending goes to female-owned businesses, yet nearly 40 per cent of the world’s companies are run by women, according to statistics from WEConnect International, a non-profit organisation that is working to improve supply chain diversity.

Continue reading →

Editor’s Note: Leading in a Time of Uncertainty

By Michael Switow

As the world panics around us, it’s the responsibility of corporate and HR leaders to remain calm, allay the concerns of colleagues, and smoothly roll out business contingency plans.

The COVID-19 pandemic—though we didn’t know its scale, nor did it have an official name at the time—hit Asia about two months before Europe and the United States. Hand sanitiser, face masks, thermometers, and toilet paper flew off the shelves.

Continue reading →

You Are What They Think: How APAC-Based Companies Invest and Measure the Impact of Employer Branding

Employer branding plays a major role in the work of HR departments today, and is viewed differently around the world. The role of the employer brand, in APAC specifically, is one focused on attraction, though it’s still largely viewed as more of a wider employee engagement initiative than attraction only.

But with this in mind, are APAC companies making their employer brand a priority in order to stand out amongst competitors in the search for talent?

This HRO Today Flash Report compiles a general consensus from professionals in the region.

Continue reading →

Honouring HR: 2020 HRO Today APAC Superstars

We recognise a roundup of HR leaders who are driving business change.

By The Editors

HR faces great challenges today. Top talent expects employers to deliver an exemplary experience, new technologies, enriching learning programs, career growth, robust benefits plans, job flexibility, mobility opportunities—and the list goes on.

Continue reading →

Hiring in the Face of Uncertainty

Hong Kong’s unstable economy is creating significant concern in the job market—but not every sector is impacted.

By Michael Switow

More than six months after millions of Hong Kongers first took to the streets in opposition to an extradition bill that would have blurred the lines of the political and legal system that has defined the city since its return to China 22 years ago, the protests continue and repercussions ripple through the territory.

Continue reading →

Editor’s Note: Defining the Decade Ahead

By Michael Switow

Gong Xi Fa Cai! Happy Chinese New Year!

To write that the world is in a state of flux and transformation sounds cliché, but look around you. A Chinese artificial intelligence robot called XiaoIce has enrolled in university and graduated with a master’s of fine arts. The World Economic Forum predicts that climate change could cut global GDP in half, a conclusion that may sound extreme but wouldn’t surprise the victims of the recent flooding in Jakarta or the Christmas typhoon in the Philippines.

Continue reading →

Expert Insight: Australian Talent Trends

Harrier

With Zain Wadee, Executive General Manager – Operations, Harrier Talent Solutions

What challenges does the future of work present for Australian employers?

The future of work is here. In Australia, significant developments in technology and automation across our largest industries are already creating new demands for talent and a re-think of internal talent development and mobility. As a talent partner, we are doing much more than sourcing external talent for our customers, we’re taking a holistic approach to talent acquisition and employer branding by ensuring that our customers are focused on internal skills development and alignment to future needs. It is critically important that we are creating new opportunities for those people whose roles are at risk of redundancy due to technology and automation. Retrenching employees and hiring in new talent is not a sustainable strategy from a talent attraction or brand perspective and has obvious moral implications.

Continue reading →