22 Avoiding webinar woes James Robinson shares HR tips to make webinars more engaging
26 Post-pandemic workwear British fashion designer, Giles Deacon, examines what employees will wear for their return to work
30 eMPF & HR Ka Shi Lau, MD & CEO, BCT Group on the benefits of eMPF and its impact on HR
www.hrmagazine.com.hk | www.youtube.com/hrmagazineapac | www.linkedin.com/company/hr-magazine | www.twitter.com/hrmapac | www.facebook.com/hrmapac
Imposter Syndrome 70% of employees affected Women worst hit How HR can eliminate it
WINTER 2021
Australia AU$7 | China ÂĽ45 | Hong Kong SAR HK$45 | India Rs250 | Indonesia Rp5,000 | Japan ÂĽ650 | Macau SAR MOP45 | Malaysia RM15 New Zealand NZ$9
|
Philippines âą250
|
Singapore S$8
|
South Korea W6,500
|
Thailand BT200
|
Vietnam US$6
|
Others US$15
Have you decided to outsource your payroll? Donât overlook these six key criteria 1. Local compliance
2. Process control and visibility 3. Meaningful reports and dashboard analytics 4. Information security standards and data protection 5. Standard scope and relationship management 6. Employee experience
TMF Group TMF Group is a leading provider of critical administrative services, helping clients invest and operate safely around the world. TMF Group is a trusted and reliable partner. Whether operating across one border or many, with a handful of staff or several thousand, we provide the business-critical support you need to expand, operate and grow while remaining compliant, anywhere in the world.
Have you decided to outsource your payroll? Talk to us
PUBLISHER'S NOTE
Publisher's Note Editorial Publisher & Editor-in-Chief
Employee travel is getting more possible. After
window (where they can be opened) together
Paul Arkwright
being granted a travel exemption on compassionate
with more than a few waistline expansions. As a
grounds and waiting eight months for a travel visa
result, employees have been left at increasing odds
Sub-Editors
to be issued, I could finally book flights to see my
as to what to wear. We spoke with British fashion
Christy Chan, Ian Thomas
three children studying in Sydney, Australia. I used
designer, Giles Deacon, to examine what the best-
my Airmiles, accumulated over the past 18 non-
dressed employees are likely to be wearing for their
Staff Writers
travel months to get free flights there ⌠and they
return to work.
Grace Mak, Harrison Wou
let me in. Coming back to two weeksâ quarantine (recently upped to three) in Hong Kong reminded
HR Magazine Events
me what a fantastic system we have in place to
Ka Shi Lau, MD and CEO, BCT Group, shares the
Head of Design
protect us, our businesses and our livelihoods
benefits of eMPF and its impact on HR at our on-
Russell Balad
from COVID-19. Iâll be sharing that story along
ground breakfast briefing at the Ritz Carlton (p. 30).
Art & Graft
with my top tips for travel and quarantine with the Designer
HR community at our next on-ground event on 10
Check out the shortlisters who made the judgesâ
Heidi Chan
December 2021.
cut in the HR Magazine Awards 2021 and their
Images
Our cover story (p. 14) explores the growing
(p. 38). Itâs now up to the votes from our readers
Russell Balad, Freepik, Pexels, Unsplash
internationalâif not newâphenomenon of Imposter
(thatâs you) as to who will win, and weâll announce
Syndrome, which is now impacting 70% of
the winners live at our upcoming on-ground HR
employees worldwide. We examine what it is, why
Magazine Conference. Weâre super excited to share
Paul Arkwright
it happens, why it affects women more, and most
the results and have already got the champagne on
Tel: (852) 2736 6318
importantly, what HR can do to help mitigate it.
ice for our Fri-yay! early finish and celebration on
HR initiatives in our special Awards supplement
Editorial Enquiries
10 December 2021 at the Regal Hongkong Hotel.
paul@excelmediagroup.org
Advertising & Sponsorship
Whatâs new? Things are looking up, with predicted salary
Christy Chan
increases across APAC. Estimates include a 5.3%
Tel: (852) 2736 6339
pay rise for senior executive positions predicted
christy@excelmediagroup.org
by Willis Towers Watson (p. 6) and an average
Stay safe, stay focused, stay happy. Enjoy...
1.7% rise across the board anticipated in the Aamir Khan
latest Hiring, Compensation & Benefits Survey by
Tel: (852) 2736 6339
JobsDB. are In Hong Kong news, why meals might
aamir@excelmediagroup.org
be just as important as salary to employees (p.4 )
Love & hugs
and the Government gets tough on offenders of
From Paul & the team at HR Magazine
Subscriptions
doxing and release of personal information (p. 5).
Jane Cheung Tel: (852) 2736 6375
Fax: (852) 2736 6369
subs@excelmediagroup.org
Published By
Avoiding webinar woes Come on, weâve all had them, and it isnât just painful for those watching; itâs even worse for those who have to present them and try and keep
Excel Media Group Limited
delegates in their jim-jams awake. At the end of
Shops 3 - 5, G/F
the day, or the beginning for that matter, it all boils
Pak Sha Wan Centre
down to marketing. James Robinson, Marketing
Lot 523, DD 210
Manager, Buffalo 7, shares his no-nonsense tips
Hiramâs HighwayâHebe Haven
for HR to help keep webinars engaging rather than
Sai Kung, New Territories
appalling (p. 22).
Hong Kong SAR
Printed By
Post-pandemic workwear With the plethora of online communications and
Promise Network Printing Limited
housebound employees forced to WFH throughout
Blk B, G/F
the pandemic, dress codes have gone out of the
Phase 4, Kwun Tong Ind Ctr Kwun Tong Road, Kowloon Hong Kong SAR
No part of this publication can be reproduced without consent from the Publisher. Copyright of all material is reserved
throughout the publication. Contributions are welcome but copies of work should be kept, because HR Magazine takes no responsibility for lost submissions. The views, conclusions, findings and opinions published in this magazine belong to those expressing such, and do not necessarily represent those of the Publisher or editorial team.
1
CONTENTS 2021 Winter HR News
HR Features
HR Books
04
Hong Kong News
20
34
06
APAC News
08
International News
10
HR Events
12
HR Moves
13
HR in Numbers
Cover Story Imposter Syndrome Why 70% of todayâs talent experience
Attract talent by trying to drive it away
higher awareness
Creating an employer brand that eliminates
22
Avoiding webinar woes
weaker candidates
26
Post-pandemic workwear Days of formal business attire numbered
HR Community
HR Magazine Awards 2021 35
HR Magazine Awards 2021 Special Supplement
30 14
Mental health support uptake low despite
eMPF Benefits to talent and impact on HR
HR Classifieds
imposter syndrome, why it is worse for women, and what HR can do to eliminate it
76
HR Classifieds
20
22
14 2 HR MAGAZINE WINTER 2021
26
30
35 3
HR NEWS HONG KONG NEWS
Hong Kong News 90% employees prefer daily meal allowances over other incentives
and spent at least 50% of their time at the office
WFH impacting engagement
before the pandemic.
The Survey found that over three-quarters of employees expressed feeling less connected to
Employee engagement is heavily influenced by lunchtime bonding, while nearly 90% of employees
Embracing WFH
their colleagues as the time spent working from
said that they would like daily meal allowances to
Most employees surveyed said they plan to return
home extended, while over 83% agreed that team
boost their productivity over other incentives, such
to the office at least three days per working week.
building was important to the success of the
as transportation or well-being subsidies. This is
However, employees stressed the need for flexibilityâ
business. Among the industries where employees
according to the Deliveroo for Work Survey, which
requesting to work from home at least 1 â 2 days a week.
reported feeling less connected due to work from
shows a detailed picture of how the pandemic has
Respondents from offices in the New Territories plan
home policies, the healthcare sector reported the
impacted workplace arrangements and employee
to work from the office more frequently than those
highest average, with 85% stating this was the case.
preferences in terms of company benefits across
based on Hong Kong Island or Kowloon. Meanwhile,
In contrast, respondents who work in the Sales,
Hong Kong. The Survey conducted by âDeliveroo
46% of people working at larger companies of more
Media & Marketing sector were the least likely
for Workâ, the new name for âDeliveroo for
than 500 people plan to return to the office full-time,
to feel a disconnect (69%). Over 77% of those
Businessâ, covers over 1,000 participants, all of
compared to just 24% of employees who work in
polled said they experience higher productivity
whom worked a minimum of three days per week
companies with 31 â 50 employees.
when they have close working relationships with
4 HR MAGAZINE WINTER 2021
HONG KONG NEWS HR NEWS
their co-workers, while over two-thirds agree
over other incentives, such as transportation or
that teams are happier and more productive after
well-being subsidies. Companies need to be more
eating lunch together.
creative on benefits offered to maintain and attract talents. Additional insights into worker preferences
Employees want more company lunches
uncovered through the Survey are:
Half of the respondents said that food optionsââ provided or sponsored by their companies were
â˘
Coffee (67%), Fruits (49%), Soft Drinks (46%),
âuninspiringâ. Over 65% of employees surveyed agree
Biscuits (46%), and Chocolate/Candies (43%)
they would like to eat together with their colleagues
are employeesâ top five preferred food items
more; the top reasons for this choice include that
regularly available in the office pantry.
eating with colleagues helps them get to know each other better and create new bonds. Meanwhile,
â˘
Sushi and tea, along with juice and pizza, were
different sectors and industries across Hong Kong
selected as the top workplace food options
Tough government stance on doxing
have varying food subsidy plans for employees:
among 37% of those surveyed.
A former clerical assistant of the Immigration Department was recently sentenced to almost
â˘
â˘
43% of employees expressed interest in
four years in prison for doxing. The neologism
always offers subsidies for meals while working
receiving an extra day of annual leave as a
derived from a misspelling of the abbreviation for
in the office, but less than 13% offer subsidies
small prize, while 34% would prefer a food
âdocumentsâ and/or the MS Word file suffix â.docxâ
when working from home.
delivery, grocery gift card or electronic gift
as âdoxâ refers to compiling and releasing a dossier
card instead.
of personal information on someone, often done
One-third of employees said their company
â˘
39% of respondents whose offices are
maliciouslyâwith the intention of causing stress Most employees preferred food delivery and
and drawing unwanted publication attention to
company always offers subsidies for meals
grocery gift cards over dine-in vouchers (27%)
the âoutedâ party.
when in the office, compared to less than
as a result of the pandemic
based in the New Territories said that their
â˘
28% of respondents whose offices are based
In this case, an immigration assistant obtained
in Kowloon and 33% of respondents whose
Spencer Miau, Head of Deliveroo for Work (Hong
the
offices are based on Hong Kong Island.
Kong & Singapore), said, âCOVID-19 has caused
including government officials, judges, police
personal
data
of
215
public
officers,
tremendous shifts to take place in workplace
officers and their family members, from the
Offices based on Hong Kong Island are more
culture, and companies should react swiftly to
Immigration Departmentâs computer system
likely to offer subsidies when working from
emerging trends. They can do this by listening to
without authorisation and provided the data to
home more than those in New Territories; 16%
their employees and offering solutions to build
the administrator of the social media platform,
vs 10%, respectively.
a winning culture. Itâs unsurprising to us that
Telegram, for publication. The defendant pleaded
employees across Hong Kong feel disconnected
guilty earlier to one count of âmisconduct in
Industries such as Healthcare and IT & Telecom
from their colleagues, and we believe that more
public officeâ and was sentenced on 27 September
were the most likely to say that their companies
creative food-related offerings are key to re-
2021 to imprisonment for 45 months.
offer meal subsidies, while the education sector
establishing bonds between co-workers following
was the least likely.
the pandemic.â He added, âThroughout the
The Privacy Commissioner for Personal Data, Ms
pandemic, we have remained committed to
Ada Chung Lai-ling welcomed the court ruling
Diverse food options & meal benefits
suggesting new and innovative ways to increase
and said, âThis is the heaviest sentence imposed
Interest in a diversity of workplace food options is
employee engagement. As an example, we decided
by a court in a doxing case so far. Doxing acts can
high amongst office workers in Hong Kong. Nearly
to focus on rolling out e-gift cards last year as a
bring very serious legal consequences. The cyber
90% of employees surveyed say they would like
more flexible way for our partners to reward their
world is not beyond the law. Once again, I urge
daily meal allowances to boost their productivity
staff working remotely.â n
members of the public not to break the law.â n
â˘
â˘
5
HR NEWS APAC NEWS
APAC News APAC employers plan larger 2022 pay rises Pay rises are making a comeback, and companies across APAC plan to give employees larger rises next year as they recover from the economic fallout of the pandemic and face mounting challenges attracting and retaining employees, according to the latest Salary Budget Planning Report by Willis Towers Watson. As a fast-growing region, markets in APAC will see the highest 2022 salary increases, while countries in North America and Western Europe are expected to stay flat, and the rest of the regions taking longer to recover and stabilise. Companies in APAC are projecting average salary increases of 5.3% for executives, management and professional employees, and support staff next year. This is up from the average 4.9% increases employees were granted this year. In addition, emerging markets such as India at 8.8% and Indonesia at 6.5% are forecasting significant salary budget increases for 2022 compared with this year. pandemic. Although there is a positive outlook
resulting in long-term business savings. However,
With APAC expected to perform better than the
among businesses, companies are also monitoring
the buoyant job market and the challenge of engaging
rest of the world in trade, the overall manufacturing
the inflation trend as it looks set to increase in several
employees outside of an office environment mean
output across the region has also shown substantial
markets in APAC. Organisations may further adjust
that companies will need to pay top dollar to retain
recovery. In addition, the pandemic has produced
their 2022 salary budget forecast in the latter part of
their top talent.
accelerated growth and enormous demand for
this year.â With the recovering environment in many markets,
wireless communication. Strong foreign direct investment into the region, along with the demand
Higher salary rises in 2021 are partially attributed
attrition rates have also increased in countries with
for technology, communication and 5G equipment,
to few companies freezing pay increases compared
positive business outlooks, including Australia, China,
have created new demand and job opportunities
to last year. In 2020, an unprecedented number of
Singapore, Taiwan and Vietnam.
across the High Tech and Media industries. High
companies cancelled salary reviews, 30%, in APAC,
Tech companies in the region are projecting the
whereas, in 2021, the figure dropped to 13% and is
Hsu added, âAttracting and retaining employees
most significant increases (5.5%), followed by
forecast to return to the low level of 2.5% next year.
remains a major challenge for employers. In fact,
Manufacturing (5.4%), Pharmaceutical and Health
Notably, rises are returning to close to pre-pandemic
the current environment makes these challenges
Sciences (5.2%) and Media companies (5.2%).
levels. The larger rises coincide with a surge in
even more difficult. Employers need to deliver a
demand for labour and a shortage in supply of specific
sound employee value proposition supported by
professional roles with premium skills.
comprehensive Total Rewards programmes. Beyond
Edward Hsu, Business Leader, Rewards Data and
competitive salaries, which are table stakes at the
Software, Asia Pacific, Willis Towers Watson, noted, âMany businesses awarding high salary increases are
Companies are also going through extensive
moment, companies also need to focus their spend
also acknowledging and rewarding their employees
planning in 2021 and will be experimenting with
on a diverse set of benefits, wellbeing and upskilling
who have demonstrated resilience throughout the
hybrid models that better fit employeesâ lifestyles,
programmes to drive employee engagement.â n
6 HR MAGAZINE WINTER 2021
APAC NEWS HR NEWS
3.2% salary increase forecast in 2022 for Hong Kong
Lee Quane, Regional Director â Asia at ECA
A 3.2% average salary hike is predicted next year
International, said, âHopefully, workers in Hong
in Hong Kong, 0.7% higher than in 2021. After
Kong will be pleased to see their salaries are set
factoring in inflation, the real salary increase in
to increase again next year, with a much needed
Hong Kong will be 1.1%, which is almost double
3.2% boost on average before inflation. Employers
the real increase seen in 2021. Yet, Hong Kong
in the APAC region are increasingly optimistic
still lags behind many other Asian nations
in their financial outlook for the coming year
though, including Singapore, Taiwan and China.
and as the world begins to once again open up,
This, according to the latest Salary Trends Report
and business and the economy in general look
by ECA International (ECA) as APAC rebounds
set to improve. The forecast for 2022 is also
from the economic effects of COVID-19.
further improved by the fact that a much lower percentage of companies are expecting to enact
The average rate of salary growth for workers
salary freezes next yearâdown to 11% in Hong
in Hong Kong was 2.5% in 2021âslightly higher
Kong compared with 18% this year.â
than the 2.1% anticipated by companies in the 2020 survey. However, businesses are expecting
Quane added, âHowever, when compared to
a greater level of economic recovery in 2022
salary trends in other Asian nations, Hong Kong
and salaries are set to increase by 3.2 % next
still lags behind many of its neighbours. Workers
year. After factoring the forecast 2.1% inflation
in Singapore and Taiwan are predicted to see
for next year, this means workers in Hong Kong
bigger salary increases in 2022, both forecast to
will be left seeing a real salary increase of 1.1%
see increases of 3.5%, while employees in China
- almost double the real salary increase of 0.6%
are expected to see an average salary increase
that was seen this year.
of 5.8%.â n
7
HR NEWS INTERNATIONAL NEWS
International News Fuel Up Fridays Manulife launches well-being initiative with 5 extra personal days in 2022 Manulife just announced Fuel Up Fridaysâits new initiative to support the well-being of its global team. Starting on 10 September, Manulife will dedicate the second Friday of each month through the end of the year to employees âfuelling upâ through a morning of collective learning, followed by an afternoon off to recharge in support of physical and mental health. In addition, Manulife is giving its more than 37,000 colleagues five additional personal days to use during 2022 in appreciation of all their hard work helping people make decisions easier and lives better. Roy Gori, CEO, Manulife, said, âOur team has shown incredible stamina as we continue to navigate the global pandemic, supporting our customers, our communities, and each other. We know that many different factors contribute to our physical and mental well-being, and thatâs why weâll continue to take a holistic approach focused on fuelling our creativity through learning and fuelling our resilience through rest.â
Boost workplace well-being by spending time in nature Nordic city takes remote work to the woods
Throughout the pandemic, the insurance and investment giant has been
Finland has long been a pioneer in offering flexible work-life options
guided by its commitment to support the well-being of its global team
and employers who appreciate employee well-being, even before the
and to promote a greater sense of connectivity, engagement and inclusion.
pandemic. Now Lahti, the European Green Capital 2021, has set up remote
Earlier this year, the Group launched âElevateâ, a programme of activities and
workstations in the cityâs nature sites free for everyone to use. The city also
celebrations around healthy living, and marked its second âThank You Day
encourages other actors to set up workstations and therefore shares the
Off â for all colleagues globally. n
drawings for open use. Workers are now longing for hybrid solutions and increasingly value their own freedom to determine the place and time for work. Many have also found themselves to nature more often in between meetings and have awakened to the importance of nearby nature. That is why Lahti, the European Green Capital 2021, has built remote workstations in nature to remind us of both the diversity of working life and the calming effect of nature. Mira Keitaanranta, Human Resources Director, City Lahti, noted, âThe way we work will never be the same, and we wanted to acknowledge this by setting up remote workstations. Lahti is a city where you can conveniently combine remote work and nature. In the midst of remote working, many have found that nature has positive effects on mood.â The new Viita workstations are specifically designed to serve the needs of remote workers: they include a telephone, cup holder, an area for a laptop, a
Manulife Prestige Centre set to open in Tsim Sha Tsui on 23 August 2021
8 HR MAGAZINE WINTER 2021
place for pens and space to hang a bag or purse.
Spending time in nature boosts well-being The global pandemic and the shift to remote work has made work communities consider the importance of well-being at work from a new perspective. Spending time in nature has many benefits on our overall well-being, as it can at best improve an employeeâs mood and reduce stress. Saara Piispanen, Head of Communications, Lahti, said, âManaging
work-life
balance
has
become
increasingly
important, and employers are constantly finding new ways to support the well-being of their employees. We wanted to make our contribution and sincerely encourage employers and other actors to also set up remote working spaces. Maybe that can be done using the design of the Viita workstation.â Viita workstations will be in use for the first time this autumn as a part of the Green Capital Year. The drawings will be free for everyone to use and available on Lahtiâs European Green Capital website. The workstations have been made in collaboration by a Finnish design company, Upwood; creative agency, TBWA Helsinki; and a team of students from the LAB Institute of Design and Fine Artsâwho have all been involved in the process. n
HR NEWS HR EVENTS
HR Events FEBRUARY 1â2
22 â 23
Talent Exchange Live 2022
Resilience Through Resourcefulness
Organised by HR Exchange Network
Organised by Connect Media Studio
Venue Email
Online contact@hrexchangenetwork.com
ICC Sydney, 14 Darling Drive, Sydney Venue
https://hrlf.com.au/
Tel
jackm@connectmedia.com
Website
15 â 17 World HRD Congress â 30th Edition
AU (02) 8004 3172
Organised by World HRD Congress
24 â 25
Venue
Taj Lands End, Mumbai
2022 Queensland HR Leadership Summit
Address
Band Stand, BJ Road, Mount Mary, Bandra West, Mumbai,
Organised by HR Leadership Network
Website
https://www.worldhrdcongress.com/
secretariat@worldhrdcongress.com
Tel
Maharashtra 400050, India IN (91) 22 68277770
21 â 25
Venue
Hilton, Brisbane
Website
https://hrleadership.network/summit/queensland-hr-
Tel
AU (61) 2 8854 5353
Address
190 Elizabeth St, Brisbane City QLD 4000, Australia leadership-summit/ info@biapac.com
12th Learning & Development World Congress 2022 Organised by Equip Global Venue
MARCH
Online
Website
https://www.equip-global.com/12th-learning-and-
secretariat@worldhrdcongress.com
development-world-congress-2022
14 â 15 HR Core Lab 10th Summit Organised by Teneo Venue
Website
10 HR MAGAZINE WINTER 2021
Online & in-person https://www.hrcorelab.com/
HR EVENTS HR NEWS
MARCH
APRIL
18
26 â 28
|
HR Magazine Conferences: Kickass L&D
Wellbeing @ Work Summity Asia 2022
Organised by HR Magazine
Organised by FOW Insights
Time Tel
8:30pm - 2:00pm (UTC+8) HK (852) 2736 6339
18 â 21
Venue
Integrated (Online & In-person)
Website
https://www.hrexchangenetwork.com/events-employee-
Tel
UK (44) 0 1273 741505
engagement-and-experience-apac contact@fowinsights.com
Innovation@Work Asia Organised by The Economist Venue
Website
https://events.economist.com/innovation-at-work-asia/
19 â 20 HR Exchange Live: Employee Engagement and Experience APAC Organised by HR Exchange Network Venue
Website
MAY
Online
Online
25 â 26 HR Tech Live APAC 2022 Organised by HR Exchange Network Venue
Online
contact@hrexchangenetwork.com
Website
https://www.hrexchangenetwork.com/events-hr-tech-apac
https://www.hrexchangenetwork.com/events-employeeengagement-and-experience-apac
SEPTEMBER
25 â 27
20 â 21
World HR Congress 2021
Digital Innovation in HR & Workplace Management
Organised by The Chartered Institute of Personnel Management
Organised by Terrapinn
Venue
Bandaranaike Memorial International Conference Hall (BMICH),
Venue
Suntec Convention Centre, Singapore
Website
https://wfpmacongress.com/
laura.pickard@terrapinn.com
Colombo, Sri Lanka
Website
https://www.terrapinn.com/exhibition/hr-learning-show-asia/
11
HR NEWS HR MOVES
HR Moves Paul Lewis
Richard J. Watson
Beverly Yeoman
Global Head of Business Development
Global and Asia-Pacific Cybersecurity Consulting Leader
Chief Diversity Officer
MAXIS Global Benefits Network
EY
deVere Group
Lewis has over 15 yearsâ experience working with
Richard
Asia-Pacific
deVere Group, the financial advisory, asset
multinational organisations and implementing
Cybersecurity Consulting Leader, has now stepped
management and fintech organisation, has just
global employee benefits programmes. He joined
into a global role, succeeding Kris Lovejoy as the EY
appointed Beverley Yeomans as its inaugural Chief
MAXIS Global Benefits Network (MAXIS GBN)
Global and Asia-Pacific Cybersecurity Consulting
Diversity Officer (CDO). Based in Malta, Yeomans,
in 2016. The international employee benefits
Leader. Watson is a recognised cybersecurity
also Chief Operating Officer for the Group, takes
joint venture between MetLife and AXA, recently
executive with a career spanning more than two
up the additional role with immediate effect and
announced that Lewis will become its global Head
decades in the UK, Middle East and Asia-Pacific. In his
reports directly to the founder and CEO, Nigel
of Business Development. He will oversee the
new role, he focuses on helping HR understand and
Green.
Groupâs four Business Development regions and
protect themselves from the risk of cyber incidents.
report to Mattieu Rouot, CEO.
His areas of experience include cyber risk assessment,
Green commented, âdeVere is committed to
technologies for monitoring and protecting against
making our globe-spanning organisation even more
cyber-attack and managing cyber incident response.
inclusive, diverse and equitable. To ensure that
Lewis will lead a function that now has a portfolio
Watson,
previously
EY
of well over âŹ1 billion covering the employee
this critical commitment is successful, we needed
benefits captive space, working with around 50%
Watson has worked in a number of industries,
someone who knows our culture inside out to lead
of multinationals in this growing market. He noted,
focusing on those that have significant intellectual
the charge. Beverley has been at the top of her game
âThereâs a compelling opportunity in the market
property to protect, a significant risk of brand
in a senior executive role and on the Board, for
as more multinationals look to global employee
damage from a cyber-attack or whose core operations
some 22 years in a highly male-dominated sector.
benefits programmes to control costs and offer
require them to have large volumes of personal
Due to traditional industry biases, itâs a depressing
more to their people â by focusing on innovation
data. Prior to that he held leadership roles in the
reality that very few women have ever achieved this
and continuing our dedicated customer service, we
technology and aerospace and defence sectors. He
level, so young, and for this long in international
are well placed to capitalise on this opportunity
earned a BSc in Accounting and Financial Analysis
financial services.â He added, âBeverley tore-up
and continue to be the network of choice for
from the University of Newcastle and a Diploma in
that ârule bookâ, breaking down barriers and leading
multinationals across the globe.â
Leading Professional Services Firms from Harvard
by example. She was the ideal person to become
Business School.
our first-ever Chief Diversity Officer.â
12 HR MAGAZINE WINTER 2021
HR MOVES HR NEWS
HR in Numbers
83%
50%
6%
Hong Kong talent agree that team
Employees who stay in the same role
Number of Indian start-ups
Deliveroo Survey, 2021
World Economic Forum
Global Gender Gap Report 2021
79%
2/3
77%
employees agree that teams are
talent in the UK has experienced
building is important to success
talent in non-traditional and
for five years will need reskilling
part-time work experiencing
happier and more productive after
MAXIS GBN, 2021
Deliveroo Survey, 2021
gaps in their benefits
eating lunch together
founded by women
imposter syndrome UM UK Survey, 2021
13
COVER STORY
Imposter Syndrome
Whoâs impacted most? While Imposter Syndrome can affect anyone, there is evidence that it may impact women more than men. Paul Knopp, US Chair and CEO, KPMG, noted, âIt is important for organisations to gain a more thorough understanding of the specific issues women may face as they advance in their careers and as they move toward the C-suite.â The Future of Women in Business Report, published by KPMG, which surveyed 750 high-performing executive women in Fortune 1000 companies,
Why 70% of todayâs talent experience imposter
revealed that 75% had experienced Imposter
syndrome, why it is worse for women, and what
surveyed indicated that they put more pressure
HR can do to eliminate it
experience the same self-doubts.
I
Syndrome at some stage in their career. In addition, the Report revealed that 81% of women on themselves not to fail than men do, with 74% feeling that their male counterparts do not
Laura Newinski, Deputy Chair and COO, KPMG US, echoed these sentiments, âItâs important to realise that most women experience similar
mposter Syndrome is nothing new, first
The Syndrome is a more common phenomenon
doubts at some point in our careers. Our
coined by clinical psychologists Pauline
than
Impostor
contribution as leaders is pivotal. Together,
Clance and Suzanne Ines back in 1978,
Phenomenon, published in The Journal of
we have the opportunity to build corporate
but there is new evidence that it is rising
Behavioral Science, estimates that 70% of people
environments that foster a sense of belonging
dramatically in Hong Kong and globallyâfuelled
will experience at least one episode of this
and lessen the experience of imposter syndrome
by both mental health issues the pandemic has
Impostor Phenomenon in their lives. Such
for women in our workplaces.â
thrown into the HR mix and by the much-touted
experiences are not only limited to highly
impending Great Resignation.
successful talent, anyone could fall prey to
HR
might
expect,
The
Imposterism, if they are not able to internalise Not a disorder, Imposter Syndrome instead
their success. And thanks to over-parenting and
refers to a pattern of behaviour where employees,
over-exposure to social mediaâdepicting perfect
and HR alike, doubt their accomplishments and
people with perfect lives and perfect families and
have a persistent fear of being exposed as a
perfect jobsâthe new generation workforce
fraud. So, while you were trying your best to put
seems more prone to feelings of being a fraud.
surveyed indicated
you ever thought to yourself that you might just
A recent survey of professionalsâprimarily
be âwinging itâ, fear not, you are not alone.
working in finance, marketing, digital and
that they put more
together that next HR report or presentation, if
management rolesâconducted by OnePoll, Scale and scope
commissioned by The Hub Events, revealed 85%
As evidence of the recent spike in awareness of
of British workers surveyed suffer from imposter
Imposter Syndrome, research released by Charles
syndrome. And in Hong Kong the situation seems
Tyrwhitt revealed that between May 2020 and
just as grave, Justine Cooper, Head of Brook
May 2021, UK Google searches for âImposter
Graham APAC, Pinsent Masons Vario asserted in
Syndromeâ increased by 150%. The Future of Women
the Hong Kong Lawyer that in Hong Kong and the
in Business Report, published by KPMG, defines
legal profession, in particular, imposter syndrome
Imposter Syndrome as, âA persistent inability
can also be more prevalent. Moreover, Hong
to believe oneâs success is deserved or achieved
Kongâs relative high achievement orientation and
by working hard and possessing the necessary
the demands of the profession can exacerbate
skills ⌠often accompanied by feelings of self-
the feelings of âcoveringâ associated with the
doubt, fear of success or failure, or self-sabotage.â
imposter syndrome.
14 HR MAGAZINE WINTER 2021
81% of women
pressure on themselves not to fail than men do, with 74% feeling that their male counterparts do not experience the same self-doubts.
Symptoms of Imposter Syndrome
1
2
3
4
Self-deprecation â˘
Criticising your own job performance.
â˘
Having difficulty accepting and internalising praise.
â˘
Dwelling on minor things that you did not achieve, rather than tasks you have accomplished.
Doubting capabilities â˘
Doubting your ability and potential.
â˘
Discounting your successesâattributing it to external factors.
â˘
Being unable to assess your competence and skills accurately.
â˘
Having persistent feelings that you are a fraud
â˘
Being fearful that one day someone will âoutâ you for being âsubstandardâ.
â˘
Dreading success as you think you are not worthy of it or may be âoutedâ by others as being undeserving of it.
Overworking â˘
Putting too much time and effort into projects to
â˘
Competing with others to be the best at everything.
â˘
Holding yourself to unachievable levels of perfectionism.
compensate for your perceived lack of knowledge or ability
Suppressing true feelings â˘
Avoiding showing confidenceâas you think
â˘
Being afraid of disappointing others so
you lack the intelligence or ability to excel.
much so that you sometimes take no action just to avoid failing.
COVER STORY
Tips to overcome Imposter Syndrome
feeling as though we need to prove our worth, remember that everyone tries and fails before they master new tasks. HR and line managers can help encourage employees by celebrating failures as âlearning opportunitiesâ rather than criticising them. Meet a mentor Employees should seek out advice from a trusted mentor when they feel uncertain
Facts over feelings
not, speak to your friends outside of work. A
about particular tasks. A mentor should
Employees sometimes let their emotions get
problem shared is often a problem halved, and
objectively show you where your strengths are
the better of them and make rash decisions
simply orating your thoughts to a listening ear
and support you when you feel out of place.
or think the worst rather than thinking
may help you realise that your performance is
things through logically. Taking time to
not as bad as you thought it was when there is
Identify supportive colleagues, seniors, friends
focus attention on facts rather than feelings
no objective evidence of you failing to perform
and family members, and let them help you
can be applied to many aspects of our lives
at work. Moreover, your colleagues may be
refocus on your achievements. Trust in their
in and out of the office, but it is essential to
experiencing similar anxieties, and being
opinions, if they praise your workâbelieve
help mitigate Imposter Syndrome. Firstly,
open about your feelings will likely be very
them, if they offer constructive feedbackâ
take time to step back and analyse these
therapeutic on your well-being and theirs.
take it positively as an opportunity to help you
âImposterâ thoughts for what they areâ
Finally, if there is no support network in your
improve your work and get even better, rather
inaccurate and unhelpful. Then push them
workplace, ask for one to be created.
than a personal attack.
focus on what is evident: if your project has
Stop comparing, start redirecting
Youâre not alone
met its goals or the praise you have received
Many employees compare themselves to
A significant factor that exacerbates Imposter
from colleagues or seniors.
others, and while a bit of healthy competition
Syndrome is employees worrying about what
is good, when taken to excess, it can become
their colleagues feel about them. So, try to
Self-affirmation is an excellent way, if a little
counterproductive and start to manifest as
create a team environment where everyone
unnatural when you start doing it, of helping
envy, low self-esteem and even depression.
has an equal chance to speak and lead in their
stem the tide of negativity. So, if you perform
Instead of benchmarking against others,
own way.
well, someone praises you, or you have
employees redirect their energy and attention
simply just ticked something off your to-
to focus on their own goals and what is
Understand that everyone has moments
do list, take a few moments to congratulate
required to achieve them.
of self-doubt and that rather than being
aside because they are just thoughts. Next,
inadequate or a fraud, employees are simply
yourself for your achievements, no matter how small it might be. Your efforts led to
If employees slip back into unfavourable
feeling something that many others feel as
that âsuccessâ even if it was a âmicro successâ;
comparisons, they should be encouraged
well. Every employee will âfeelâ inadequate
it was you who brokered it, and it did not
to take a break so they can refocus on the
sometimes, but that does not implicitly mean
happen just by chance. Of course, there will
positive steps required to achieve their goals.
they actually âareâ inadequate.
be times where things do not quite work out,
HR can play a crucial role in facilitating this
but instead of focussing on them or assuming
process by fostering relationships with their
Itâs not you, itâs the place
others might criticise you for it, simply pick
teams where everyone is actively encouraged
There are occasions when feeling like an
yourself back up and try again and again
to talk about their ambitions what they would
Imposter is natural. If an employee is the only
until things eventually work themselves out.
like to achieve in the company.
woman, or ethnic minority, or English speaker, or LGBTQ+, or person over 65 in a workplace,
Avoid projecting your misconceptions about yourself onto others as to how they might
Take your time
or if they are the only person performing a
feel about you, instead focus on the facts and
Everyone, employees and HR alike, need
particular job functionâit is perfectly normal
again on your successes to date.
to start somewhere, and if youâre doing
for them to feel âabnormalâ and be anxious
something new at work or are given a new
about fitting in. Remember, feeling like an
Less superhero, more leaning
responsibility, avoid pressuring yourself to try
outsider does not equate to being less adept
It is important to realise that no one can
and master it the first time. Needing additional
or capable at performing work duties.
know everything, and there is no shame
guidance can make employees feel inadequate
in asking for help sometimes. If you have
or weakâespecially if there is an audience.
Leverage your limitations
friends whom you feel comfortable opening
There is no shame in taking your time to get
Employees who get hung up on thinking
up to at work, confide in a colleague. If
to grips with new work tasks, and instead of
that they âdo not know anythingâ should be
16 HR MAGAZINE WINTER 2021
COVER STORY
According to the LPGA Womenâs Network study, when Imposter Syndrome kicks in, 57% of its members said they had been workaholics
Imposter Phenomenon encouraged to take a few moments to assess
best ways of combating Imposter Syndrome.
their current knowledge gaps objectively. They
By celebrating the little victories along the
can then ask better questions to garner better
way, employees can significantly boost their
answers to help upgrade their knowledge
confidence and help push away the idea that
and skillsets with this information. Celebrate
their success was down to luck rather than the
such learning opportunities to help motivate
fruits of their labours.
employees to grow and develop themselves, reminding them to be realisticâas no one can
Value worth, not work
know everything.
While
people
employees
may
appreciate their finished work, there is a lot more which can also be celebrated. Team leads
Even the highest achieving talent sometimes
should be encouraged to celebrate, as well as
must deal with the little fellow on their
the âfinal productâ, the inputs of employees
shoulder, making them doubt themselves.
in
Despite
achievements,
curiosity, humility, interpersonal skills and
recognition, awards and accolades, rather than
intelligence. Employees are worth a lot more
congratulate themselves, they tend to put their
than the tasks they accomplish and the things
successes down to luck, good timing or even
they produce.
work
terms
of
the context changes, so can the experience
around
Baby steps, celebrate micro-successes
outstanding
is related to context. If
motivation,
commitment,
poor judgement from their seniors. This failure
of Imposterism. Itâs socially constructed, so change the social circumstances, and
to internalise accomplishments can prove
Break from social media (and work if you can)
challenging and, if left unchecked, can stifle
As with any social media, LinkedIn can be
career development.
tough on employees who are not feeling their best. A quick doom scroll confirms this, in that
Employees who constantly worry about not
people only tend to post their extraordinary
achieving goals, or being unable to measure
achievements, awards, cool offices, and great
up against their co-workers, will rarely achieve
new roles rather than any of the times they
their full potential. So, instead of simply
failed on projects or were slowly drowning
focusing on the end goal, employees should be
under a mountain of paperwork.
encouraged to take pride in every step along
the experience may change too. Dr Terri Simpkin
the way and the efforts they have put in and
Most people in high-powered executive
Associate Professor
the organisation required to achieve them.
positions got there by working very hard for
University of Nottingham
Encourage team members to create a to-do
a very long time. And, according to the LPGA
list of what needs to be done and then check
Womenâs Network study, when Imposter
off each task as they move closer to achieving
Syndrome kicks in, 57% of its members said
the overall goal. In this way, they can celebrate
they had been workaholics.
micro-wins every day. Employees
should
reduce
pressure
on
This can be even more important for
themselves by taking a break from social
women in the workplace, who often take on
media, including LinkedInâand if they canâ
multiple roles at both the home and office.
from work altogether. Time away from social
When trying to âdo it allâ, women sometimes
media, especially when coupled with time
overlook rewarding themselves for these
away from work, creates an opportunity for
micro-accomplishments. A survey recently
positive self-reflection and celebration of
conducted by the LPGA Womenâs Network
employeesâ own micro accomplishments and
amongst its professional members found that
allows them to return to the office refreshed
âfeeling valued highlyâ was ranked among the
and more confident.
17
COVER STORY
Pandemic: friend or foe to Imposters?
of the usual swing of things. From personal
underachieving. In such cases, employees
Interestingly, research has found that
experience, I can safely say the same may
may be left feeling guilty or even shameful
working from home can mitigate these
be true for those isolating in designated
about achieving success.
feelings. According to the University of
quarantine hotels upon return to Hong
Nottingham, there was a 75% decrease
Kong from overseas trips.
HR action points Work stresses can compound employeesâ
in feelings of imposter syndrome in 2020 compared to the year before, when
Consequences of Imposters
anxieties
employees were in physical offices. Dr Terri
For Imposters, success does not necessarily
Therefore,
Simpkin, Associate Professor, University
bring happiness; they may often experience
symptoms of Imposter Syndrome, HR
of Nottingham, commented, âImposter
fear, stress, self-doubts, or simply feel
should try and nip it in the bud with
Phenomenon is related to context. If the
uncomfortable with their achievements.
interventions as quickly as possible.
context changes, so can the experience of
From an HR perspective, such irrational
However, HR must first create a safe
Imposterism. Itâs socially constructed, so
fears can interfere with an employeeâs
working environment in which employees
change the social circumstances, and the
ability to accept and feel proud of their
are empowered to be their true selves.
experience may change too.â
inherent abilities and achievements and are
This requires fostering an open culture,
likely to impact their psychological well-
driven by senior executives, to ensure all
being negatively.
employees acknowledge the existence
This may not be the case for everyone,
about upon
Imposter identifying
Syndrome. potential
and significance of Imposter Syndrome
however, and some workers may have experienced intensified feelings of self-
When faced with an achievement-related
and encourage them to talk about any
doubt combined with feeling deflated and
task, HR must understand that Impostors
challenges they are having in this regard.
isolated when working from home. Working
may experience uncontrollable anxieties
Simply helping people start conversations
remotely for significant periods can impact
simply because of their inherent fear of
about Imposter Syndrome and sharing
company
integration,
failure. Left unchecked, such employee
any experiences of âfeeling inadequateâ,
and being in the general swing of it all.
behaviours can quickly lead to losing their
especially from people in more senior
Employees might feel âout of the funkâ and
mojo and suffering from burnout, emotional
roles, can have a huge impact on reducing
start to doubt their skills when they are out
exhaustion,
the stigma that surrounds it.
culture,
social
18 HR MAGAZINE WINTER 2021
lack
of
motivation,
and
COVER STORY
Christine Macdonald, Director, The Hub Events, offered more tips for HR leaders looking to alleviate cases of Imposter Syndrome in their workplaces. Create an inclusive and open environment
44% of those surveyed said they wanted an open environment to discuss
challenges. Employees should be comfortable speaking up when they have
a problem without the fear of being seen as incompetent. Try to create an
inclusive environment that helps employees open up, including letting everyone have equal talk time in meetings and ensureing there are no
interruptions, help. If people mention their mistakes, acknowledge them, but
Thereâs only so much HR can do,
steer the conversation towards what theyâve learnt and potential for future wins.
and they too should try not to be
Give regular positive feedback
good to also sometimes lean on
feedback on their performance. This is one of the best things you can do
getting in help from third parties
regular and positive feedback, youâre empowering your employees and
programme
self-acceptance to push past imposter syndrome.
and
Recognise accomplishments
massive help in destigmatising the
on a supposed lack of talent or skill. Bypass this by instead praising the
honest conversations about where
So, tell your team, âIâve noticed youâve worked hard on thisâ as opposed âthis
mental health spectrum, and which
superheroes, but know that it is
A 60% majority of those surveyed said that they needed regular positive
others for support. In this regard,
to help alleviate your teamâs issues with imposter syndrome. By providing
with a comprehensive well-being
helping to reduce doubtâyou want to help them find the self-awareness and
physical, mental, emotional, financial social
that
helps
health
of
promote everyone
in the workplace. This can be a
When suffering from imposter syndrome, many employees will fixate
Imposter Syndrome and facilitating
processes and methods they used to get results. Praise effort, not results.
individuals currently are on the
is great workâ. This offers the praise to combat imposter syndrome, but in a
tasks they might need some help and
way that highlights the work they have done to get there.
encouragement with.
Ask teams to create a âbrag bookâ
Next steps
great way to do this is to ask them to keep an internal âbrag bookââa list of
brushed aside along with the latest
they have been doing and focus less on the perceived success of others. It
be placed high on the HR agenda
not realise the value of the work they do every day.
individual employee progressions and
Remind teams that they are only human!
impacts on teams. Mitigating Imposter
for employees to have, but imposter syndrome is born from this kind of
exists then embracing ways in which
Influential leaders highlight the human side of workingâyour team members
open conversations about how they
mistakes. Donât foster an all-work-no-play attitude. Instead, encourage staff
together and nurturing a supportive
HR can do more to encourage employees to internalise their successes. A
Imposter Syndrome cannot just be
all their work-wins, no matter how small. This helps them see the great work
workplace fads; rather, it needs to
will also help them when it comes to review time too. Many team members do
as a genuine concern that limits can precipitate significant negative
Being detail-oriented and having high standards are great attributes
Syndrome requires firstly accepting it
perfectionism and,and left unchecked, these traits can easily lead to burnout.
everyone in the office can have more
are not robots; they need breaks, and they need to know that they can make
are really feeling. Finally, working
to take time off and take holidays.
and celebratory culture that leverages
Offer your own mistakes
negativity and self-doubt. It is not
infallible either. Tackling issues with imposter syndrome begin and end with
master or lowering the bar; instead,
You need to explain that some of these feelings are normal: innovating, risk-
the bar to a realistic level and reduce
explaining how you deal with these, you help normalise these feelings.
inadequate and left behind. n
multiple methods to help mitigate
No one wants to look like a weak boss, but you do not want to look utterly
about HR becoming a black-belt
youâso do not be afraid to be open with teams about issues like self-doubt.
it is a chance for them to help reset
taking are standard parts of business, and they bring their own fears. By
the chances of employees feeling
19
HR FEATURES
Mental health support uptake low despite higher awareness One-third of employees say they felt more
The research highlighted the importance of
comfortable talking about mental health over the
employers investing in health and well-being
past 12 months than ever before, while 6 in 10
support and services to ensure a sustainable and
believe people will be more comfortable talking
productive workforce, as many staff are still dealing
about their mental health in the future. Despite
with the mental health challenges of the pandemic.
this, just 1 in 10 used counselling services during
Although it is evident that employers globally have
the pandemic, demonstrating a disconnect in
been stepping up to provide support, a lot more
comfort levels between talking about mental health
can be done to ensure employees are using and
and actively accessing support services.
reaping the benefits of this support. According to the Mental health in the workplace paper published
This was revealed in the latest multi-market
by the WHO, depression and anxiety cost the global
research by Ipsos MRBI on behalf of Allianz
economy USD 1 trillion a year in lost productivity.
Partners. The research was conducted amongst
Providing appropriate mental health support
expat and local employees in the UK, Germany,
to employees improves their quality of life and
Canada, UAE and Singapore to measure the impact
increases companiesâ productivity. Paula Covey,
of COVID-19 on respondentsâ mental health and
Chief Marketing Officer for Health, Allianz Partners,
help employers understand how best to support
commented, âWhile the health insurance industry
the mental health of their teams.
always recognised the importance of mental health
20 HR MAGAZINE WINTER 2021
Only 2 in 5 employees feel that resources provided by their employer are sufficient to support their mental health
HR FEATURES
Top five mental health support services provided by employers
with a counsellor, which may mean that employees
were sometimes uncomfortable talking about. Our
donât know enough about Employee Assistance
long-term goal is to make talking about mental
Programmes (EAP) or exactly what kinds of
health as comfortable as talking about a sprained
scenarios counselling can help with. As a result,
wrist. We want to encourage dialogue and help
employers will need to invest in education and
people to understand that mental health challenges
awareness campaigns around these services. And
are normal, sometimes frequent, and help them
as most employees are not comfortable discussing
understand when and how to make use of support
their mental health with their employers, itâs
services.â She added, âItâs clear from the research
important to emphasise that counselling and EAP
that awareness of mental health has increased and
services are entirely confidential.
people are more comfortable talking about it, and The survey revealed that there is no one-sizefits-all approach to mental health. Whilst some
uptake of some mental health services like Employee
employees value counselling services, other
Assistance Programmes (EAP) and counselling. I
employees value the role of technology in aiding
think thereâs a real opportunity here for employers
their mental health. Almost half of those working
to build on their mental health support programmes
in UAE and Canada claim to monitor their mental
digital team get-togethers
and make some significant strides forward.â
health almost of the time. Smartphone apps are
extra time off
Over the past number of years, employers have
health, followed by journalling and speaking
increased mental health support and services to
to a professional. Employers should consider
their employees, a trend that is likely to continue
providing employees with information on mental
post-pandemic. Yet, only 2 in 5 employees feel that
health apps, making them available to employees
resources provided by their employer are sufficient
and encouraging staff to use them to track their
to support their mental health. So while some
mental health.
information
3.
counselling services
5.
feel comfortable discussing their mental health
room that everyone knew was there, but people
employees feel supported and thereâs still a very low
1.
4.
Despite this, less than a quarter of respondents
it felt, to some degree, like the silent elephant in the
this is extremely encouraging. However, not all
(most valued by employees)
2.
as well as physical health, in the wider public domain,
classes
6 in 10 believe people will
the preferred method of monitoring mental
companies have been stepping up, particularly
be more comfortable talking about their mental health in the future
in the UAE, for most there is more work to do.
Now, more than ever, there is an opportunity for
Providing a variety of services is essential, both
employers to add real value to their employeesâ
in-person and digitally, as is having a combination
lives and contribute to a society that is more open
of HR sponsored activities like wellness talks
when it comes to discussing mental health and
and those based around personal relationships
wellbeing. Providing employees with the right
because many people only feel comfortable talking
tools and support is key to reducing the stigma
about their mental health with friends or family.
that has long been attached to mental health. n
21
HR FEATURES
Avoiding webinar woes
1
Webinars are harder work Webinars are, by nature, ideal for communicating to a pretty much unlimited audience size. While advantageous in terms of scope and potential reach, delivering material in the online sphere is an entirely different kind of craft to face-to-face presentations. Webinar participants are a tough
S
ince the end of 2020, webinars have increased by 162% and in the UK alone searches for âwebinarsâ have seen a 110%
increase during the same period. This according to research by ON24 Benchmarks that covered over 2,000 organisations. COVID-19 has led to a boom in popularity for webinars. As companies were forced to work from home, many business leaders began to experiment with remote methods to deliver sales and teaching processes. It looks like webinars will remain a staple of workplace culture as we return to the office. There are few who will be unfamiliar with the basics of webinars, but do you
crowd. In-person, people have no choice but to listen to you. Online, theyâve got the freedom to exit your webinar with a single click. Youâve got to put in that work to keep your audience engaged. Almost all of us have dialled into a webinar and switched off, or started doing something else at the same time. Being an expert and passionate about what you do doesnât exempt you from being boring. Even those at the top of their game are guilty of rambling on, dwelling on topics that no one cares about and making people question why they signed in to listen. Theyâve got the knowledge, but
communicating
ideas
in
an
engaging,
participant-focused way needs some extra work. Without engagement, those participant numbers will plummet.
know how to create a webinar experience that actually keeps listeners engaged? We spoke to James Robinson, Marketing Manager, Buffalo 7 for
Webinar participants are a
his top 10 tips for creating engaging webinars.
tough crowd. In-person, people have no choice but to listen to you. Online, theyâve got the freedom to exit your webinar with a single click.
22 HR MAGAZINE WINTER 2021
HR FEATURES
2
Presentations vs webinars The principal difference is that the focus of presentations is the speaker, whereas the focus of webinars are the slides themselves. Presentation audiences absorb the information by watching and listening, in silence, to the speaker in their physical form. Webinars, on the other hand, are interactive online seminars that anyone with an internet connection can access. The slides act as a visual magnet and focal point of peopleâs screens, with the speaker taking on a more supplementary, explanatory role. Thatâs not to say
3
that the speaker is redundant, rather that the speakerâs role is to facilitate understanding of the slides, instead of the slides facilitating the speaker.
Structure webinars like a story To master audience engagement, you need only look at the techniques deployed in every single successful story. They always begin with a heroâthe central character without whom the entire journey would be pointless. In the context of webinars, this is your audience. Position them as the hero of their own story. Theyâre the ones who need to take the next steps and embark on their own journey of discovery. So, before you start building your slides, take the time to understand who youâre delivering the webinar to and what they truly care about. This information will help you frame your material to be completely user-focused. You need to start strong. All openings should have an impact, hooking listeners straight away and demonstrating that you understand their perspective. Begin with an idea they recognise and identify withâsomething they can relate to. You could address a shift in the industry, emerging trends or share a particular insight on their situation. This will establish common ground and trust. If they perceive you as someone who gets the situation, theyâre in, theyâll believe in what you say, and each slide will carry much more credibility. Each idea you share is going add value to audiencesâ lives or save them somehowâmaybe from overspending, inefficiency or overconsumption. Perhaps youâve got a solution thatâll accelerate their processes, save them time or ease some sort of internal pressure. Whatever it is that you can help them with, always align your solution to a challenge theyâre facing in their daily lives. This conflict and resolution are usually the apexes of the story and the main body of your webinar. This middle section has to connect to them on a personal level if youâre to keep them engaged throughout. Finally, your closing slides need to end with a summation of how much better their lives will be if they adopt your ideas. Close with a refresh of the main benefits, your key messages and a definitive call to action. Thereâs no point building all that momentum if it doesnât lead anywhere.
23
HR FEATURES
6
Choose text type well If people canât read your content, any hope of teaching your listeners something valuable is gone. Iâd recommend nice, clean fonts that are easy on the eye like Tahoma, Verdana and Palatino. These fonts are legible, professional and classic, but with enough personality to separate them from the more formal fonts like Times New Roman. If formal is the tone of your webinar, go for Times New Roman 4
or Garamond for a more literary style. If you decide to use custom fonts, your listeners will be able to
Clarity first, simplicity second
see them when you share your screen, but theyâll need to have them downloaded to their computers if you send the deck out to them after your webinar.
Opt for words that people will understand, but if you need to use jargon, make sure you explain the terminology. After youâve composed each sentence, read it aloud to make sure it actually makes sense. If you are covering a particularly complex subject, you could check in with them verbally at different stages to make sure theyâve understood. A simple âDoes that make sense?â or âDo you have any questions?â will suffice. The first step is making sure your audience understands what youâre trying to say, but the second and for some, the most important, step is to make it easy for them to retain the information youâre providing. An effective way to do this is to limit your ideas to just one per slide. Some people worry that a higher slide count dilutes the impact of your messaging, but your audience isnât keeping a tally, and having more slides doesnât necessarily mean youâre talking for a longer duration. The length of your script doesnât need to change, only the visual format itâs presented in. Doing this will simplify your ideas, breaking them out into digestible chunks that listeners can take in one at a time.
5
Remove bullets, orphans and widows Now that youâve refined your story, you
7
Give messages an icon
can start to think about how youâre going
24 HR MAGAZINE WINTER 2021
to visualise it. The first thing to do is chuck
Icons offer users a visual format that theyâre
out those bullet points. Theyâre only really
familiar with. You need only unlock your phone
permissible in the classroom and your listeners
screen to see an icon-dominated style of organising
deserve more than a GSCE-level experience.
information. PowerPoint now has its own icon
Also, watch out for widows. A widow is a very
library with a variety of different types, all of which
short line, usually one word that sits on a line
are fully editable. While we wouldnât advocate an
by itself. An orphan is when that single word or
icon-only slide, we would endorse cutting each line
a single line leaves you no choice but to start
of text down to a few keywords and giving each line
a new column, or a new slide entirely. Both
an icon to accompany it. Icons capture the core of
of these things arenât particularly sightly and
your message and can convey an idea much quicker
stand out on a slide for all the wrong reasons.
than a sentence can. For some, icons are just easier
Luckily, the fix is a simple re-jig of your lines.
to understand than words and more memorable.
HR FEATURES
8
Use images to visualise ideas Images could be the thing that jogs your listenerâs memory when they tell their line manager what they learned from your webinar, so choose wisely. Think high-quality, high-resolution images from trusted sources. The best images are relevant, thoughtprovoking and emotive. They get people thinking. But you want people to be thinking positive things. Some images, like stock photos, will only make people question your judgement and taste. The world doesnât need any more pictures of people hi-fiving in suits. Do us all a favour by opting for the more contemporary, sophisticated images found free of charge on sites like Unsplash.
9
Give webinar some movement While slides can still look good without it, animation accentuates all the right bits in all the right places, but only when everything is perfectly balanced. Too much and your ideas will be swept away in a tide of fly-ins and dissolving text. Too little and your deck will lack the zest and consistency it needs to be so good your listeners canât forget it. Decide if your webinar needs to have a slick, polished, professional feel or a more lively, playful tone. If youâre leaning towards the professional side, go for animations like fade. If you want to be more playful, opt for ones like zoom.
10
Time to perfection, leave room to digest Timing
helps
with
making
complicated
messages easier to understand. Animation can prioritise bits of information, showing them in order of importance or in the logical sequence you intend for them to be read in. So, instead of showing your participants everything at once, you have total control over the pace of delivery. If your ideas warrant more of an explanation than a single slide, you can link multiple slides together so fluidly theyâll look as though theyâre one slide to your viewers. n
25
HR FEATURES
Post-pandemic workwear Days of formal business attire numbered The past 18 months has thrown many a wardrobe into disarray, as HR and employees alike struggle to decide what the most appropriate workwear for virtual Zoom meetings while working from home (WFH) would be. Many have ditched their traditional work attire for sweatpants, athleisure wear and pyjamas while working from home. In other cases, at the very least, there has been an attempt to be the least bit presentable by donning a work-appropriate top while keeping the bottom half well hidden from fellow Zoomers. However, as many Lockdown comfort and style
workplaces plan their gradual return to the officeâor not at all in the case of
British fashion designer Giles Deacon, who curated Pippa Middletonâs wedding dress and has
companies like Deloitte, who recently told staff that they can work from home
styled celebrities including Scarlett Johansson and Victoria Beckham, recently teamed up with
foreverâan increasing number of businesses are opting for a halfway house
the International Workplace Group (IWG) to reimagine office wear collection for the post-
hybrid work mode for their teams. But what impact is this having on workplace
pandemic workplace. The IWG x GILES capsule collection has been designed with this in mind,
attire, workplace fashion trends and employer workwear expectations?
fusing the more comfortable clothing choices many have adopted at home with smarter attire one would usually expect in an office setting. The idea being to combine office sharpness with lockdown comfort style. All fabrics are organic with poplins, soft needlecord, compact wool and cotton jerseys at the collection core. This is a move away from more traditional fabrics commonly worn pre-lockdown to guide workers to make more considered choices for their work wardrobes by buying pieces that are sustainable and have longevity. The colour palettes move from traditional black and white to a broader, muted palette of charcoal greys, alongside soft-washed navy and brown chosen to invigorate the strength and dependability of the wearer. The colours of khaki and sand were explicitly chosen for their calming properties, with brighter colours such as light blue to help the wearer feel happy, confident and have authority and red for leadership and determination.
26 HR MAGAZINE WINTER 2021
HR FEATURES
Employee choice inspires creativity at work
Giles Deacon, Designer of the collection, said,
employees, 64%, opting for comfy clothes during
55% of employees surveyed said they work better
âThere has been a noticeable change in peopleâs
the WFH period. Over 59% said the days of
when given the freedom to dress how they like,
relationship with clothes over the pandemic,
formal business dress are over, and 39% think it
with 40% stating this also affords them greater
and as a result, what we wear to the office has
will be acceptable to wear less formal clothing in
creativity at work. This, according to IWG
changed forever. The capsule collection has
the office due to the hybrid working model.
research, which also highlighted office workersâ
been designed with the hybrid worker in mind,
strong desire to return to smarter workwear, but
combining a smart business look with comfort.
While workwear fashion is evolving, nearly two-
without sacrificing comfort or being fashionable.
Every colour and fabric has been selected to
thirds of employees surveyed still agree that what
As a result, the hybrid office-wear collection
make the wearer feel happy, calm, confident and
you wear is linked to seniority, with 32% stating
encapsulates three separate looksâone male,
determined wherever they may work.â
that they feel better about themselves when
one female and one non-binaryâcombining
wearing smarter clothing.
fashionable style, flattering silhouettes and softer
End of formal business attire?
tailoring to ensure the wearer looks sharp but
The question of what to wear when returning
Hub & spoke work models
comfortable while at work. The collection also
to the office has been at the forefront of many
Successive waves of COVID-19 cases worldwide
plays to workersâ wishes to express individuality
workers' minds, with the vast majority of
have meant that WFH has become the norm for
at work through their outfit choices. Millennials and Gen Z workers were found to be particularly conscious of expressing themselves
Over 59% said the days of formal business dress are
at work via their wardrobes. Over half of 18 â 24-year-olds said their outfits reflect their
over, and 39% think it will be acceptable to wear less formal
personality, the highest of any age demographic. In a similar vein, 51% of 25 â 34-year-olds said their office attire is linked to their creativityâ higher than any other age group.
28 HR MAGAZINE WINTER 2021
clothing in the office due to the hybrid working model.
HR FEATURES
There has been a noticeable change in peopleâs relationship with clothes over the pandemic, and as a result, what we wear to the office has changed forever.
55% of employees surveyed said they work better when given the freedom to dress how they like, with 40% stating this also affords them greater creativity at work
many, but there are already clear indications
last year or so and the desire to look and feel
that the future of work is a hybrid model. This
fabulous whilst not compromising on comfort.â
year, IWG has seen a significant rise in demand for both suburban, 32%, and rural, 20%, office
Flexible workspaces
spaces globallyâas businesses begin operating
On the importance of flexibility in workspaces,
with a âhub and spokeâ model. This approach
Koning
Giles Deacon
means employees are splitting their time
technologies are transforming the world of
Designer of the IWG x GILES
between home, a local office and occasionally at
work. People want the personal productivity
capsule collection
a corporate HQ.
benefits of living and working how and where
noted,
âDigitalisation
and
new
they want. Businesses want financial and Research by IWG among business leaders at
strategic benefits. Our customers are start-ups,
FTSE 100 and FTSE 250 undertaken in Q1/
small and medium-sized enterprises, and large
Q2 2021 revealed three times the number of
multinationalsâwith unique business goals,
companies currently looking to use a hybrid office
people and aspirations. They want workspaces
model compared to those looking to carry on in
and communities to match their needs. They
the same way as pre-pandemic. Despite this clear
want choice, and IWG is at the forefront of the
shift towards more flexible practices, however, a
current workspace revolution in offering a choice
physical office is still set to play a crucial role in
of professional, inspiring and collaborative
post-pandemic working life. For example, Wi-Fi
workspaces, communities and services.â
login data shows that office visits at its sites are up by 58% since the beginning of January 2021.
She added, âWe create personal, financial and strategic value for businesses of every size.
Fatima Koning, Group Chief Sales Officer,
From some of the most exciting companies
IWG, said, âWe are delighted to have partnered
and well-known organisations on the planet to
with Giles Deacon to create the IWG x GILES
individuals and the next generation of industry
collection, bringing to life the latest post-
leadersâall of them harness the power of
pandemic workwear trends. The collection
flexible working to increase their productivity,
has been inspired by our experiences over the
efficiency, agility, and market proximity.â n
29
HR COMMUNITY
eMPF
Benefits to talent and impact on HR HR Magazine and BCT Group recently hosted a breakfast briefing to update HR figureheads on the introduction of the eMPF and precisely what this means for HR and the talent teams. Since 2000, the Mandatory Provident Fund Schemes Authority (MPFA) has regulated, supervised and monitored the operation of the MPF system; and is now preparing for the next big step in the MPFâs history with the development of the eMPF platform.
eMPF is a onestop electronic platform for MPF members to manage their
BCT Group is a leading provider of MPF products
members also have the responsibility to manage
and one of the largest trust companies in Hong
their own MPF accounts, and HR should continue
Kong, focusing on the provision of pension
to help employees do so.
MPF accounts.
(including MPF and ORSO) products and bestin-class asset servicing solutions. The Groupâs
Lau pointed out that the numbers involved in
Ka Shi Lau, BBS
Managing Director and CEO, Ka Shi Lau, BBS,
MPF are huge, âThirteen trustees manage and
Managing Director and CEO
took time out of her busy schedule to help guide
maintain MPF schemes, which include over 400
BCT Group
attendees through the intricacies of the new
funds, four million members with 11 million
mechanism. Moreover, Lau has a distinguished
accounts, and total assets of HK$1.2 trillion.â
record of public service in the retirement and
Young people have become used to changing
pensions industry, and despite being up till 4.00
jobs more frequently, and as a result, have an
am that morning, was as keen and spritely as
average of three to four separate MPF accounts.
ever to share her knowledge and experience.
Some even have ten accounts following
Dr Orlando Chan, a specialist ophthalmologist,
employment changes. Lau reckoned, âYoung
continued the theme of overcoming the
people will be saying in the future, â20 years
workplace challenges of ageingâdiscussing the
ago, where was I?â and âWhich provider did I
difficulties our eyes experience in modern work
contribute my MPF to?ââ
environments. Both presenters looked to the future to reassure attendees of their financial
With no current incentive for scheme members
and optical outlooks and to explain how HR can
to actively monitor the performance of their
further help talent in these areas.
accounts or enhance them, once set up, most MPF accounts are simply âforgottenâ by the
Pension pots go digital
employee and new ones set up with each of
Lau noted that preparation for retirement is
their subsequent employers. Consequently, the
important for all employees, and particularly for
number of MPF accounts that have to be created
the young. She reminded delegates that those in
has been compounded by this propensity of
HR had a duty of care to ensure that their talent
employees to amass multiple MPF accounts as
teams, of every age, understood retirement is not
they switch employers. The back-office HR work
something way into the future, but rather a very
required to support these MPF account updates
real, present challenge. The HKSAR Government
generates around 10,000 paper transactions a
and the regulator continually talk about retirement
day. Lau commented, âThese current paper trails
and the MPFA, but other, equally important,
really do kill forests, are not eco-friendly and
stakeholders need to be actively involved. MPF
place unacceptable demands on administrators.â
30 HR MAGAZINE WINTER 2021
HR COMMUNITY
providers do not do so, HR must chase them up for timely and up-to-date information. Staff will be happy because if they are prepared for retirement, they are happier colleagues. The new eMPF platform is designed to boost efficiency and help the employee experience.â Lau turned to the importance of pre-retirement planning and provision, drawing attention to the reality that, âIn the retirement space, 74% of the money you need to live on and enjoy life comes from the savings you make before you retire. Investments after you retire will not be enough. Thatâs why it is important to build adequately for retirement.â The successful implementation of eMPF will enable scheme members to maximise
74% of the money you need to live on and enjoy life comes from the savings you make before you retire.
the post-retirement benefits of their plans. Lau offered the three As as a means for staff to achieve this, in that they must ensure: â˘
Active management of their MPF account;
â˘
Appropriate investment decisions are made, and
â˘
Additional contributions are made to help
Lau continued, âAdministration is the most tedious
The COVID pandemic has highlighted the
part. eMPF is a one-stop electronic platform for MPF
problems associated with paper-based systems,
members to manage their MPF accounts across
including mundane difficulties such as cheque-
different MPF schemes. Membersâ information will
signers stuck outside Hong Kong. Lau urged
Lau noted that being active in managing accounts
be securely stored within this centralised platform.
HR, âMake it electronic, use direct debit, use
need not be onerous and suggested that in
We are not replacing the whole system; we are
bank transfer, try to be paperless. If youâre still
most cases advising staff to examine their MPF
only centralising MPF scheme administration.â
doing many things on physical hard copiesâ
accounts at least once a year should be sufficient.
maximise their savings.
try to help yourself and help your company Lau summed up the advantages of eMPF
by going paperless. It is also very green, very
Members should balance risk against security
as, âIt will be a one-stop platform bringing
environmentally friendly. HR cares for talent
in choosing plans and making appropriate
standardisation, automation and streamlining.â
and gives employees much relevant information.
investment decisions. The best way to maximise
Companiesâ MPF providers also have a duty
investment returns, however, is by making
to give information to scheme members, but if
additional voluntary contributions.
HR timetable The mega project of eMPF was kick-started in 2018, with the Legislative Council in 2021 passing the enabling legislation and approving a separate company, eMPF Platform Company Limited, as the system manager. PCCW Solutions is the contractor constructing and rolling out the mechanism. The development work of the eMPF Platform is scheduled for completion by the end of 2022, with trustees are being onboarded in batches and full implementation expected in Q2 2025. Lau pointed out, âMPF is one of the biggest social systems in Hong Kongâ, and that the period required to complete the online transition reflects this. The data milestone is for 90% of all schemes to be digital within five years of the eMPF launch. Lau emphasised that HR has two to three years in which to align their companiesâ processes.
31
HR COMMUNITY
When we are working at or near a computer or concentrating the blink rate can significantly reduce up to 70% ⌠increasing the risk of scratching, scarring or infection of the eye.
Leveraging tax incentives
that permits members to make TVCs. Lau
Lau urged all members to top up their
reminded the delegates that HR has a significant
contributions and that this could be done by
role in educating staff on their MPF options
making voluntary contributions to existing
to help them maximise their asset allocation.
plans, special voluntary contributions or taxdeductible
voluntary
contributions
(TVC)
Enhancing employee eye health
plans. TVCs offer the most rewards, as members
Dr Orlando Chan Chia Chieh, a specialist in
can enjoy tax deductions of up to $60,000 of
ophthalmology, then navigated delegates through
contributions per annum to help reduce their
some of the hazards our eyes face in their daily work
tax burden. Lau said that she and other advisors
and offered tips to safeguard employee eyesight in
were urging the Government to further increase
the context of workplace wellness. In this digital age,
this cap to $100,000 to encourage greater vesting
employees are frequently on their phones, tablets
in MPF accounts.
and computersâall of which cause digital eye strain, with screens close to their eyes. In addition,
32 HR MAGAZINE WINTER 2021
TVCs offer maximum flexibility, as scheme
the muscles that control the shape of the eye, and
members can contribute the amounts they want
therefore the ability to focus (accommodation),
at the intervals they choose and can increase
weakens as employees age. Older employees,
or reduce payments as they wish. However,
thErefore, tend to lose the ability to focus on
talent must be careful to choose a scheme
their screens without the aid of reading glasses.
HR COMMUNITY
Use the 20/20/20 rule, and take a quick eye break every The polluted conditions in which we work also
Therefore, HR is well advised to adopt anti-
adversely affect the ability of our eyes to produce
glare coatings or screens in front of computer
tears or tears of the right quality and cause dry
monitors to help reduce glare and better protect
eye syndrome. There is less of the lubricant
employee eye health.
that helps our eyes to refocus rapidly, leading to headaches and vision problems. This can be
In giving tips for reducing digital eye strain, Dr
compounded when employees are concentrating
Chan advised, âTake regular breaks and limit
on screens, as this markedly slows their blink
screen time, particularly in the evening. Our
rate, which reduces the rate at which tears flow
computer displays should be high resolution
over the eyes.
and at least 19â wide. In addition, the brightness of computer displays should approximate that
20 minutes for 20 seconds to look at something at least 20 feet away.
Dr Chan revealed, âStudies have shown that when
of the surroundings.â He also recommended
we are working at a computer or concentrating,
exercising oneâs eyes regularly, âUse the
the blink rate can significantly reduce up to
20/20/20 rule, and take a quick eye break every
Dr Orlando Chan Chia Chieh
70%. Consequently, fewer tears mean the rate at
20 minutes for 20 seconds to look at something
Ophthalmologist
which dirt and foreign bodies are flushed away is
at least 20 feet away.â
lowered, increasing the risk of scratching, scarring or infection of the eye.â Dr Chan noted that dry
HR should also encourage their talents to go for
eyes could be remedied with artificial tears and
regular eye check-ups to help screen and detect
improving the air quality in the workspace. He
conditions such as cataracts, glaucoma and
also advised that computer screens should ideally
macular degeneration.
be positioned 10 to 15 degrees below eye level. So, for clarity, HR plays an important role in Employees are also subject to problems
encouraging talent to pro-actively manage their
caused by glare caused by sunlight and bright
MPF accounts to maintain good financial health,
artificial lighting in the workplaceâboth direct
which can now be done online. However, talent
and reflected. In addition, fluorescent lights
shouldnât spend too long online to ensure good
also generate harmful ultraviolet radiation.
eye health too! n
Did you miss it? Scan the QR code on the left to watch the breakfast briefing by HR Magazine and BCT Group
33
HR BOOKS
Attract talent by trying to drive it away Creating an employer brand that eliminates weaker candidates
organisation. The construct and principles behind the framework effectively repel most of an external talent audience and compel the few, better-matched individuals to apply. The book covers: â˘
Traditional employer branding versus Give and Get branding
â˘
Crafting employer brand stories
â˘
Developing candidate personas
The ability to attract and retain the most talented
the many and compel the few. The best way to
â˘
Defining employer brand essence
candidates can make or break a company. In GIVE
attract top talent is to embrace the harsh realities
â˘
Activating the employer brand
& GET EMPLOYER BRANDING: Repel The Many And
of the company, those it would typically hide from
â˘
Measuring employer brand effectiveness
Compel The Few With Impact, Purpose and Belonging,
candidates. The authors help companies capture their
employer brand experts Bryan Adams and Charlotte
unique âbrand of adversityâ and show how struggles
Understanding the talent audience on a deeper level
Marshall show how traditional branding, which
can be harnessed to elevate the value of joining and
allows companies to create meaningful experiences.
involves selling a companyâs strengths, inevitably
staying with the organisation. They teach a simple
Companies can more effectively communicate
leads to poor candidate selection. The most effective
approach to craft a meaningful employee value
their brand by crafting a personaâan archetypal
employer brands take the opposite approach: instead
proposition based on a mutual value exchange that
representation of each audience segment with unique
of trying to attract candidates, they try to repel them
they call Give and Get.
priorities, preferences, and perspectives. Segmenting the talent audience into different personas provides
so that weaker candidates are eliminated before they The Give and Get approach works to attract and
the opportunity to understand and cater to each of
retain candidates who are a good culture fit. The
the different brand strengths, benefits, opportunities,
The ability to attract and retain the most talented
employer brand statement is paired with an employee
and expectations. By defining one or more personas,
candidates can make or break a company. In GIVE
value proposition, defined by a give (what an employee
companies can create a more meaningful brand
& GET EMPLOYER BRANDING: Repel The Many
must be prepared to provide, commit, or sacrifice) and
experience with their external talent audience instead
And Compel The Few With Impact, Purpose and
a get (what an employee can expect in return). This
of one generic brand experience bearing the weight of
Belonging, employer brand experts Bryan Adams and
approach is radically different from conventional
responsibility to engage with everyone.
Charlotte Marshall show how traditional branding,
employer branding methodology, focusing solely
which involves selling a companyâs strengths,
on an organisationâs opportunities, benefits, and
By demonstrating how to craft and share stories
inevitably leads to poor candidate selection. The
strengths. Employer brand becomes much more
that create an emotional connection between a
most effective employer brands take the opposite
effective when these attributes are combined with
company, its people, and its candidates, GIVE & GET
approach: instead of trying to attract candidates,
the challenges people in the company face.
EMPLOYER BRANDING equips corporate recruiters,
enter the hiring process.
managers, and C-level executives with the ability to
they try to repel them so that weaker candidates are eliminated before they enter the hiring process. GIVE & GET EMPLOYER BRANDING outlines
The Give and Get approach helps candidates
turn the entire workforce into a team of ambassadors
decide whether they have what it takes to succeed
and advocates, armed with insights, messages,
by highlighting what it is really like to work at an
and stories that make them proud to be there. n
a more effective way to brand and manage the employee experience. It redefines the concept of an employee value proposition by matching a companyâs strengths with candidatesâ aptitudes
ABOUT THE AUTHORS
and desires. Instead of a sales pitch aimed at seducing candidates, this approach harnesses the value to be found within the cultural realities and expectations of the company. The authors noted, âHigh performing organisations donât want or need more candidatesâthey want more of the right candidates.â When organisations follow conventional employer brand thinking and lead with their strengths, they will ultimately flood their funnels with unqualified applicants. Instead, employer brands should repel
34 HR MAGAZINE WINTER 2021
Bryan Adams is the CEO and founder of Ph.Creative, recognised as one of the leading employer brand agencies globally with clients such
as Apple, American Airlines, and GVC. He is also a bestselling author, podcaster, creative strategist, and specialist speaker.
Charlotte Marshall was named the 2019-2020 Employer Brand Leader of the Year and has successfully built and launched five Fortune 500 employer brands. In addition, she is an in-demand international
speaker and the global employer brand lead at Danaher Corporation.
Foreword Foreword & Index
Shift happens... 2021 proved every bit as challenging for HR as 2020 did. The pandemic continues to be a catalyst for positive change management across all aspects of the employee lifecycle in organisations. Shift happens, and it is happening quicker than ever before, organisations are becoming more responsive to employee, market and organisational needs. The HR Magazine Awards 2021 recognise company successes across Hong Kong and internationally, in identifying challenges, adapting and creating talent managing best practices that enable organisations not just to survive, but indeed thrive in the current VUCA landscape.
Featured organisations (in alphabetical order) HR initiatives
Pages
HR roadmaps are being
AIA Taiwan
48, 58
developed faster, smarter and
EY
52, 56
more agile than ever before.
53
The HR Magazine Awards
57, 61
2021 celebrate those in the
44, 46, 54
HR space who have exceeded
Atrium HR Consulting HKBN IBM
KAS Group Asia Mattel
Pizza Express PwC
Rosewood HR Vendor initiatives
55
39, 45, 60 40, 42, 50 43
41, 47, 51
in identifying and addressing
Atrium HR Consulting
63, 70
talent needs during this
Elabram
64
challenging time with flexible,
71
innovative strategies to ensure
73
both their employees and their
74
organisations continue to thrive.
BIPO
First Advantage HandsOn IBM
Justwork
nemesysco SAP
Starmaker
Team Building Asia
66 65
68 69 72 75
Paul Arkwright Publisher & Editor-in-Chief HR Magazine
37
Best COVID-19 HR initiative
HKBN Group HR Award Categories
HKBN COVID-19 Playbook
To safeguard Talent health and safety during COVID, HKBN launched the HKBN COVID-19
Best COVID-19 HR initiative
Playbook as an evolving guideline containing the latest policies, preventive measures, and contingencies. implement
the
Meanwhile, numerous
it
continued
to
COVID-specific
measures in the office and for its frontline Talents. As COVID-19 infection numbers in Hong Kong stabilised, in August 2021, HKBN officially adopted a â4+1 Hybrid Work Modeâ. To help Talents transition to this model, the company provided: â˘
Instructions and guidelines on effective information security procedures for WFH.
Rather than fear the inevitable change under post-pandemic, we embrace â˘
Comprehensive hardware, software and backend support for seamless connection
change as a way to evolve and transform how we do thingsâturning
to the companyâs internal systems.
challenges into opportunities, to create better Talents and a better company. â˘
Workshops on effective communication via video conferencing.
â˘
Dedicated Live Corner set up in theHong
with full-paid leave compensation provided.
Kong office to handle Talent demand for live
This measure encourages talents to report their
streaming and virtual meetings.
health condition honestly and promptly to help curb the virus transmission chain.
HKBN also prioritised the safety of all frontline and core operational Talents with the supply of PPE like face masks and hand sanitisers. In addition, split-
Tracking office activity: even after introducing hotdesking, Talents were required to use a
office arrangements were rolled out to mitigate the
mobile App to register their seat. If any Talent
risk of cross-infection. As a precaution, Talents at risk
was identified as having COVID-19, this allowed
of contracting COVID-19 are required to undergo
the easy tracking of close contacts to help
self-quarantine at home for 14 days, with full-paid
arrange for their self-quarantine.
leave compensation provided. To further enhance safety, the following were also implemented:
Enhance health & hygiene awareness: health-
related advice posted in physical offices and Flexible hours to avoid large crowds:
on the intranet to enhance talentsâ health and
flexible working and lunch hours so Talents can
hygiene awareness. Initiated multiple channels
commute and enjoy their meal at non-peak
for Talents to get COVID-19 tested.
hours to avoid crowds. Full-paid quarantine leave: as a precaution,
Provide clean place to work: hire professional service
providers
for
regular
disinfection,
Talents at risk of contracting COVID-19 must
cleaning, and applying antiviral coatings. Also,
undergo self-quarantine at home for 14 days,
we deliver PPE to talents upon request.
39
Best COVID-19 HR initiative
HR Award Categories
Best COVID-19 HR initiative
KAS Group Asia COVID-19 relief package for team members
The dramatic spread of COVID-19 has disrupted lives, livelihoods, communities and businesses worldwide. The COVID-19 support provided by KAS Group Asia for its
Key services facilitated: â˘
businesses in the impacted regions within Asia, especially in the
Easy access to COVID-19 RT-PCR tests and pharmacy orders for team members and families via EAP provider.
locations with high COVID cases such as India and Bangladesh, has been an important deliverable to safeguard the Health
â˘
and Safety of its team members (TMs). At the same time, the
Delivery of supplies like pulse oximeters to team members on a need basis.
measures were essential in ensuring business continuity with the initiatives, arrangements and decisions taken.
â˘
24/7 availability of safe, sanitised vehicles for movement of TMs, immediate family and delivery of supplies.
The three main objectives of the COVID-19 relief package were to: ⢠1.
Protect the health and well-being of KAS Group Asiaâs
Sharing of critical information to COVID resources through Office WhatsApp groups.
people, their families, and stakeholders through emergency preparedness, heightening awareness and training.
â˘
COVID SOS Services: secured these services through one of our IT support partners, which consisted of information
2.
Maintain business activities as uninterrupted as possible
such as hospitals, medicines, and access to COVID beds
through continuity planning and having proactive crisis
with oxygen support in our partner facility.
management plans in place. ⢠3.
Protect and strengthen long-term relationships with TMs,
Oxygen concentrators were bought and made available for emergency use.
partners and the communities in which the Group operates. â˘
TMs were given the flexibility to work from their hometown on a case-by-case basis.
â˘
Provision of COVID-19 workplace vaccination programme tied to an IT support partner.
Other provisions made to support TMsâ health and well-being included policy issue and revisions so that the Company covered the cost incurred towards vaccination via the EAP provider or self-availed channels for team members and their immediate family members. In addition, half-day vaccination leave was provided (for both first and second jabs to all team members. The company also ensured that a COVID-19 leave policy was implemented to support TMs absence due to the COVID-19 impact. Key paybacks of the initiatives:
40
â˘
Business Resilience and Crisis Preparedness
â˘
People Support and influencing positive Relationship building
â˘
Workplace Health & Safety reinforcement
â˘
Community Support and reinforcement
Best COVID-19 HR initiative
Rosewood Hotel Group HR Award Categories
#RosewoodRaise
Best COVID-19 HR initiative
At the Rosewood Hotel Group, talents work instinctively and from the heart to
To us, itâs more than a job; itâs our Calling.
master and elevate their craft. Together, they push the boundaries to impart magic into every day. They care for people and make it their purpose to
our associates bonded together by a
Management Trainee (MT) programme to
build long-lasting, genuine relationships.
shared purpose.
cultivate the next generation of leaders
To their talents, itâs more than a job; itâs their âCallingâ.
in luxury and hospitality, recruiting 50 The pandemic has prompted Rosewood
MTs in the midst of COVID-19 and
to rethink the experience it provides to
launching a global recruitment marketing
Rosewood introduced #RosewoodRaise,
associates. Earlier this year, the Group
campaign
a relief initiative to assist our associates
launched #DiscoverYourCalling, a global
video views and acquired 100,000+
and local communities who have been
culture and employer brand programme
LinkedIn followers. Of the 10,000+ job
deeply
COVID-19
redefining the experience working with
applications Rosewood received, the
pandemic. The initiative quickly took
Rosewood Hotel Group. They have
first MT cohort is 67% female, aligned
off and evolved as our associates
embedded their purpose, culture and
with its firmwide initiative to have at
worldwide stepped up and went beyond
values in moments that matter, including
least 50% female representation in all
to contribute, supplying necessities
recruitment, onboarding, performance
development programmes.
and
management, development and rewards.
affected
meals
to
by
the
frontline
workers
(#RosewoodontheMove), leading local
In
fundraising
#RosewoodAcademy,
At Rosewood Hotel Group, each day is full of opportunities to enrich the
enriching the lives of more than 20% of
structured learning and development
lives of our guests and colleagues.
its associate population. The initiative
opportunities
for
all
To create new experiences and make
saw
levels
trainees
Managing
new discoveries. With us, itâs not just a
associate
engagement
efforts,
levels
reaching new heights throughout, with
from
Group
350,000+
providing
donation
the
garnered
established
and
addition,
that
associates to
at
Directors. It has also revamped its global
career but a deeply rewarding journey.
41
Best employee wellness programme
HR Award Categories
Best employee wellness programme
KAS Group Asia KGA Wellness programme and âCOVID-19 Wellness Programmeâ
Most employers recognise that the benefits of employee
KGA has launched a raft of programmes to help address
wellness programs are often intangible. An upbeat, healthy,
health, safety & wellness, including:
happy, productive, and revenue-generating workforce ⌠isnât that what every employer wants? It is all about creating a
â˘
KGA Wellness Week, across Asia offices: âWellness
workplace of choice where you have a bunch of happy and
Weekâ in a hybrid model (both in-office and virtual)
healthy employees delivering business outcomes, and at KAS
focusing on physical, mental, social and emotional
Group Asia, they like to call it âThe Employee Positivity Factorâ.
wellness to bring
a
holistic approach towards
overall well-being. Key sharings included: Pay It Key employee benefits:
Forward: doing good deeds and sharing the story;
â˘
When employees interact with customers, this translates
30-minute
into a significantly higher customer experience. When
exercise; Health Talk on âWorkplace Ergonomicsâ
employees interact with co-workers, this leads to the
and how to work pain-free; Get some Vitamin D;
generation of new ideas and solutions to business
Mindfulness: attaining peace of mind and body;
challenges, a more positive working environment,
and Office Pilates: re-energise, reset and recharge.
Step It Up: various step challenges; Flex Your Body: sessions
of
light
intensity
physical
and more value produced by each employeeâall of which positively impacts the companyâs bottom line.
â˘
COVID-19 Wellness advice in locations with high COVID-19 impact including India and Bangladesh)
â˘
While
the
concrete
savings
from
reductions
in
giving
practical
advice
Care,
suitable methods for calculating ROI, the additional
term COVID complications; Impact of Covid-19
benefits
health
Pandemic on Children; Power of Gratitude, empathy
additional
and companionship; and a suite of Mindfulness
contributions made by employees who are âwellâ and
Workshops; meditation sessions; fun and dance
their impact on the companyâs bottom line potentially
sessions; and creative engagement sessions for team
bury the ROI estimated by the hard-cost savings.
membersâ children including art and craft, origami
costs
and
achieved
well-being
by
employee improving
complement
this.
sick
leave
employee The
and storytelling sessions. Being able to help employees find pride and purpose in their jobs with an air of health consciousness and a sense of personal well-being inculcated in whatever they do.
It is all about creating a workplace of choice where you have a bunch of happy and healthy employees delivering business outcomes, and at KAS Group Asia, we like to call it âThe Employee Positivity Factorâ.
42
Post-COVID
quick, healthy recipes for management of long-
and
â˘
on
are
healthcare
Best employee wellness programme
PizzaExpress (Hong Kong) Limited HR Award Categories
Wellness Initiatives 2021
Pizza Express Hong Kong is proud of its family values, so when COVID erupted and life as we know it came to a pause, their
Best employee wellness programme
priority was to support their family unit, particularly with large numbers of our frontline staff unable to visit family in their home countries. Out of this need, âTeam Wellnessâ was launched with three key goals to: â˘
Support the physical and mental wellbeing of the team.
â˘
Celebrate the cultural diversity.
â˘
Have fun along the way.
The âTeam Wellnessâ initiative provided the opportunity for the company to show staff that it cared. Moreover, it created a brand-new platform for rewarding and thanking staff and in turn helped create a happy, healthy and positive workplace. All of this was to be achieved with smart budgeting to minimise resources and maximise impact. 2021 marks Pizza Express Hong Kongâs 20th anniversary and presented a great opportunity to celebrate this with their team with prizes, rewards and excitement. The group strives to ensure
Activities run to date have included âFit for Funâ challenges to
that Pizza Express is a workplace that offers open, transparent
promote physical exercise, innovative mindfulness workshops such
communication, staff support and is a fun, understanding and
as yoga, Singing Bowl meditations, soapmaking and learning to draw
exciting place of employment. To help facilitate these goals,
Zentangles, plus health talks and Chinese Medicine assessments.
the Group planned sustained initiatives across the year, using a
The Group also completely reinvented their annual staff party to
new internal Facebook group as an opportunity to disseminate
include a virtual live draw attended by over 300 colleagues through
information in a fun and friendly manner.
Facebook Live and the launch of a personal âthank youâ campaign for everyone to express gratitude to their colleagues. Pizza Express also makes a point of celebrating cultural occasions and success, recently awarding one of their chefs their first Million Dollar Menu award. Talentâs long service is also celebrated, and the Group used their 20th Anniversary to honour staff who had also been with the company for 20 years.
In this environment, we like to remind our teams: every day may not be good, but there is something good in every day.
43
Best employee wellness programme
HR Award Categories
Best employee wellness programme
PwC Wellness Reimagined: PwC Wellness Ecosystem
PwC puts its people at the heart of all its strategies. As the Firm builds the workforce of the future, it aims to foster a holistic culture of wellness and flexibility where its people can
Key ROIs â˘
Reintroduce and raise awareness of the holistic wellness framework and offerings for people from all walks of life.
live healthily, work smartly and stay socially connected with one another. â˘
Emphase the cultural importance of empathy and compassion as a skill to take care of each otherâs wellness.
The Firm launched its Wellness Reimagined App 1.0 to empower its talent to own their wellness journey in a personalised yet connected way. With this seamless one-stop-shop for
â˘
Wellness made a top priority for the firm, aligned with PwCâs people value proposition to âMake life rewardingâ.
wellness services and products, PwCâs people are now able to make appointments and purchase PwC-curated wellness services of their own choice, including Flexi-Life Benefits, get complimentary one-on-one sessions with certified wellness
â˘
Position Wellness Reimagined App as an enabler to enhance and walk through peopleâs wellness journey.
professionals through Life Coach, as well as shop for wellness products with corporate discounts and have them delivered
By the end of July 2021, the App sign-up rate reached 95%
right to their doorstep through Life Store and Great Finds.
among all employees across Mainland China and Hong Kong
In addition, recognising the importance of close family and
within only three months of its launch, with the Flexi-Life
friends, PwC also went the extra mile to take care of their
benefits function achieving a 76% usage rate.
peopleâs loved ones by extending the coverage of plans and benefits to family and friends. Through the launch of Wellness Reimagined App 1.0, PwC has provided a platform for employees to experience how they can make âwork-life harmonyâ possible at the Firm in an innovative way, empowered by technology.
44
A platform for our people to own their wellness journey, human-led and technology-empowered.
Best recruitment campaign
HKBN Group
proactive, and willing to learn and take
Itâs the same when youâre applying for a
an
programme,
up challenges. HKBN uses a host of
jobâhaving a LUCA and knowing how to
HKBN launched their Summer Innovator
assessment factors such as areas of
tell people about it will make candidates
Programme
to
interest, mindset, learning agility and level
stand out from other applicants.
discover the purpose of work and live
of exposure. And of course, those who
their lives to the fullest, reflecting this
love the unique culture and demonstrate
Despite some saying HKBN are far too
yearâs theme: âIgnite your Passion,
the ability to fit in have a significant
demanding and that the chances of getting
Jumpstart a Purposeful Careerâ.
advantage. Throughout the recruitment
in are no better than winning the lottery
process, interns are given chances to
(therefore not worth the effort), HKBN has
demonstrate their unique thinking and
seen applicants returning for another try after
ordinary
Over
the
internship 2021
years,
for
students
HKBNâs
Summer
has
been
outstanding skillsets while getting the
failing to make the shortlist in a previous year.
to
offer
chance to truly understand HKBNâs core
And for young Talents who do get selected,
students far more than just typical
purpose. Traditional education may box
HKBN has witnessed how they have been
office-based
To
people into a speciality, but HKBN feels
jolted out of their comfort zones and become
facilitate students from jumping out
the need to adapt and diversify in real life.
indispensable contributors to key projects.
of their comfort zones and being an
Everything their Talents do must have a
Moreover, their energy and passion have
inspired headstart for their career,
unique and clearly defined edge if it is to
brought value to HKBNâs operations and
the programme helps mould young
make an impactâHKBN call this Legal
fostered an energetic and positive working
Talents into future leaders through
Unfair Competitive Advantage (LUCA).
environment for the whole company.
Innovator
programme
adventurously
designed
experiences.
Best recruitment campaign
This summer, instead of just organising
HR Award Categories
Summer Innovator Programme 2021: Ignite your Passion, Jumpstart a Purposeful Career
finding a purposeful career. And just as HKBN builds up its Talents through entrepreneurship, continuous learning & development, and LIFE-work priority, so too it selects interns not only for their immediate impact but also for their future potential. The
young
Talent
development
programmes reflect this philosophy, not just honing hard skills with office-based
With shyness shed, horizons expanded, and eyes open to Purpose, weâre certain whatever bright careers our Summer Innovators pursue, they will make purposeful use of their HKBN experience to unleash positive change!
experiences but also supplementing them with a wide range of real-world exposures. This leaves interns much better
equipped
than
their
peers
and able to thrive when faced with future challenges. HKBN often tells applicants not to treat any processes as an âinterviewâ but rather a two-way communication journey with give and take on both sides. The company does not expect candidates to be perfect in
academics
or
even
have
solid
exposure to extracurricular activities, but instead that they are open-minded,
45
Best recruitment campaign
HR Award Categories
Best recruitment campaign
PwC Empower the future with trust: 2022 PwC Campus Recruitment Campaign As we now live in a world undergoing some fundamental
in the Firm. The wide range of activities was specially
changes, building trust is becoming increasingly important.
designed to help potential talents get a clearer picture of
The future generation has a profound role to play to restore
what career and life are genuinely like at PwC to match
trust in society as a whole.
their employment preferences. The campaign has been an enormous success and yielded tens of thousands of
Living the PwC purpose, the Firm defined their 2022 campus
applications to date, mainly comprising high performers
recruitment theme as âEmpower the future with trustâ and
from PwCâs target universities.
launched a wide range of activities covering the entire candidate journey. Key initiatives saw them:
Campaign Key ROIs
â˘
â˘
350,000 talents reached via PwC Live Show broadcast
â˘
3,000+ participants at 14 PwC Days in the five
Create nationwide awareness via âPwC Live Showâ:
a live talk show featuring Norah, a stand-up comedian
on three social media platforms.
and PwC alumni, and PwCers from different functions, which inspires students on what life is like at PwC. â˘
Accelerate consideration via âMeet with PwCâ on
campus: offline campus talks, open days and firm
visit sessions run, in parallel, across China to share the PwC business, culture and working environment
main PwC offices across China in Beijing, Shanghai, Shenzhen, Guangzhou and Hong Kong.
â˘
100+ activities run in Spring, and 94 activities run
â˘
300,000+ views of 2022 campus recruitment-related
in Autumn.
with target talents. â˘
Inspire application via âPwC Dayâ: an immersive
Wechat posts
offline event where students can come to PwC offices
to experience and connect with PwCers and imagine themselves as new joiners and future partners. Through the 2022 Campus Recruitment Campaign, PwC was able to effectively and interactively communicate their beliefs and values to Gen Zâinspiring them to reimagine the impact they could bring to society by joining PwC, as well as how they could thrive personally and professionally
46
Weâre reimagining together with Gen Z, to empower the future with trust and deliver sustained outcomes.
Best recruitment campaign
Rosewood Hotel Group HR Award Categories
Employer Branding Strategy
As part of its global expansion, the Rosewood Hotel Group has about 10,000 associates globally; and is poised to add another
Best recruitment campaign
10,000 in the next 3 - 5 years, as it enters new markets such as Japan and Brazil, where candidates may not be so familiar with the Rosewood brand. Aligning with the CEOâs vision to become the worldâs leader in luxury lifestyle, new brands and businesses are being rolled out, including wellness, a private members club, lifestyle e-commerce. Candidates will have different employer expectations from these different brands and businesses, and so too, be looking for different value propositions from such potential employers. The Group has also emphasised its Purpose and Values in the knowledge that candidates look for employers who are purpose-driven and for a company whose values align with their personal values.
Key ROIs â˘
Promoting and building employer brand awareness and consideration in core and emerging markets with a
To create this distinctive employer brand identity, going
remarkable number of increments of LinkedIn followers
forward, the Group rolled out a sustainable three-stage
reaching the milestone of 100k followers for the
Employer Branding Strategy.
Rosewood Hotel Group Company LinkedIn Page.
â˘
Stage 1: build awareness, get in front of passive
â˘
Engaging members with compelling employee stories,
candidates, build initial brand recognition by improving
showcasing Rosewood as an employer of choice and
external perception, build general awareness, and
pushing compelling employee stories, featured across
amass target followers. Key platform measurements:
the career website, LinkedIn Life Page, WeChat, and
number of ad impressions, career page views, job
Glassdoor, to relevant talents.
views. Key organisational measurements: driving brand awareness, generation of some great buzz.
â˘
Global Management Trainee Programme has received 10,000+ Management Trainee Job Applications.
â˘
Stage 2: develop interest and consideration, develop
trust and differentiate to increase conversion and quality,
â˘
Hospitality
Strategy
Case
Competition
attracted
2,000+ submissions.
illustrate âWhy Rosewood is a great place to workâ via video series, employee stories and thought leadership. Key platform measurements: content engagement rate (e.g. clicks, shares and comments), relevant
â˘
Setting up dedicated pipeline pages to capture candidate leads for core roles.
follower growth, click-through rate. Key organisational measurements: more followers and being known as a thought leader. â˘
Stage 3: generate leads, search, outreach and jobs to
The Group has emphasised its Purpose and Values
talents into applicants. Key platform measurements: job
in the knowledge that candidates look for employers
access relevant inbound candidates and convert interested
applications, job views, apply rate, In-mail response rates and number of hires. Key organisational measurements:
who are purpose-driven and for a company whose
getting lots of candidates, making quality key hires, and reducing time and cost to hire.
values align with their personal values.
47
Best L&D programme
HR Award Categories
Best L&D programme
AIA Taiwan New ways of working in L&D: creating a learning organisation with advanced tech, digital tools and networking platform to enhance employee learning mindset Seeing L&D as an investment of human capital from an
programme allowed AIA Taiwan to win the Taiwan
organisational perspective, AIA Taiwan plans their annual
Insurance Excellence Award-Silver prize in the Talent
T&D rollout through a Plan-Do-Check-Action cycle and
Development Category.
uses this as the basis to leverage its 70-20-10 learning framework for training design. Under this model, employees obtain knowledge and skills through structured curriculum
3.
Wider community: as well as structured programme initiatives and coping with IFRS 17 going live,
learning, benefit from best-practice sharing between
AIA Taiwan is the leader on IFRS 17 issue among
interpersonal connections, and apply this to their daily work.
insurance companies in Taiwan and were invited to share their IFRS experience by the government
This L&D framework has proven an extremely effective
Insurance Bureau, Cathay Life Company, and the
approach for AIA Taiwan to transfer learned knowledge and
National Cheng Chi University among others to help
skills to its employeesâ daily work projects. Performance
them better prepare for IFRS, and help positively
results, measuring employee L&D success in terms of the
impact the economy and society while carrying out
quantitative indicator of average employee productivity,
their brand promise of creating, âHealthier, longer, and
rose from 3.6 million in 2019 to 3.9 million in 2020,
better livesâ for all their customers.
indicating an average productivity growth of 8.3%. The Return of Investment (ROI) for AIA Taiwan on these new
With this blend of benefits for its people, the organisation
ways of L&D can be seen in three key areas:
as a whole and the wider community, AIA Taiwan has been able to leverage multiple positive impacts from its
1.
People: after AIA Taiwan started putting its training
innovative L&D programmes. This, coupled with the 70-20-
courses online in 2020, the accumulated learning
10 blended learning approach, has catalysed a huge uptake
results rose by around 51% in just a year (from
in AIA Taiwanâs training programmes. For example, the
13,828/times/person/year in 2020 to 20,852/times/
course, âSoft capabilities most needed on the international
person/year in 2021). Employees are quickly getting
stageâ recently launched by AIA Taiwan, saw the trainers
used to the âlearn onlineâ and âlearn anytime anywhereâ
co-working with a local publication, leveraging a series of
methods so that they can complete their learning
online videos and coursesâsome facilitated by the former
journeys based on their individual development plans
CEO of Microsoft, Greater China. Employees were allowed
(IDP). In addition, they can choose their interest topics
to self-enrol, with no pressure to join, and yet almost
to learn and grow their other skill sets, such as âdigitalâ
50% of the companyâs 330-strong team enrolled and
and âagileâ course topics that better equip them.
completed the programme. In addition, the CHRO hosted a post-course online sharing workshop with employeesâ
2.
Organisation: leveraging the 70-20-10 learning
inviting every participant to share their takeaways from the
model to help employees learn and grow their
training. With highly positive feedback (94%), this initiative
professional knowledge for job assignments. Taking
is another excellent example of AIA Taiwan putting their
the International Financial Reporting Standard No. 17
âlearning anytime anywhereâ mantra into perfect practice.
âInsurance Contractsâ (IFRS 17) learning programme as an example, the company rolled out the physical classes and online training courses to provide employees professional knowledge (10%), joined the IFRS 17 task force in the AIA Group to build a co-learning network (20%), and applied the learned knowledge and skills of IFRS 17 into a pilot process for testing and adaption to actual job assignments (70%).
48
The
success
of
the
IFRS
17
learning
L&D in AIA Taiwan is more tailor-made, more on-the-ground and more personal oriented to help the people, team and organisation grow.
Best L&D programme
HR Award Categories
Best L&D programme
KAS Group Asia KGA Learning Strategy
The fundamental goal of this initiative was to drive a culture of self-learning and disruption. KGA is on a digital transformation journey. Therefore, it was imperative for the organisationâs success that employees are open to learning new things and, thereby, future capabilities. The idea is to create
Key ROIs â˘
Talent Retention: HiPos were identified, and quarterly governance discussions were conducted to assess and evaluate the plans put in place by managers for these HiPos.
an environment that fosters learning from failures and experimentation. The learning nudges provided through the learning strategy empower leaders to provide quick intervention and coaching as well as guide them towards the right approach of development. Additionally, everyone is
â˘
Performance Management: included the leadership capability
framework and what âAmazing Looks Likeâ to help differentiate top
empowered to choose the learning of their choice, and the time they want
performers. Functional and department level calibration discussions
to invest in learning.
were conducted to ensure that a high-performance bar was levied to measure the delivery of goals as well as the behaviours leveraged to deliver the goals.
The learning strategy has been vital in building talent and growing them within the organisation. The key area where the transformation has helped the business raise the bar of the overall performance, i.e. not only the âwhatâ of the business goals but the âhowâ as well. Key levers to drive this
â˘
Employee
Engagement
Survey:
KGA
conducts
bi-annual
engagement surveys, with a full detailed survey once a year and a
change were driving a culture of change and self-disruption, and the focus
âdipstickâ survey done mid-way. In terms of career development,
areas of the strategy involved: leadership development, building high-
employees scored: access to learning at 89% (+9% YoY), career
performing and engaged teams and learning culture. This journey was a
opportunities at 78% (+14% YoY), and managerâs interest in
significant transformation from the traditional learning approach and was
employeeâs career and development at 83%.
based on four key pillars: 1.
Educate: creating awareness of the accountability of each role in
â˘
Programme Evaluation: overall, programmes received an average score of 4.3/5 for relevance and content. Furthermore, 92% of the
the learning journey and awareness around some key aspects to be
participants across all programmes gave indicative behavioural
successful in their job roles.
feedback of applying the knowledge in their job roles, with 95% confident of applying the learnings in their job roles.
2.
Enable: building enablers for leaders and managers to empower them
with the right tools and resources to support their teamâs development. One of the key mindset shifts that the KGA learning strategy focused on was moving away from a centrally driven traditional learning approach to on the job learning opportunities and identification. As a result, âFacilitative Leadershipâ and âManagers as Coachesâ were launched along with âBuilding Effective Teamsâ to raise the overall performance bar.
3.
Deploy: in addition to flagship training programmes, the core of the
self-learning culture was to provide employees with tools that would allow for self-paced on the go learning through our online Learning Management System. Some of the tools, which on average 30% of employees leveraged for everyday learning via the LMS, included â Leadership Insightsâ with a one-minute summary reading provided, with around eight articles being read by each employee.
4.
Evaluate & Measure: the success of the learning programmes was
evaluated using Kirkpatrick levels and KPIs connected to business success metrics.
50
Best L&D programme
Rosewood Hotel Group
The Daily Calling: a distinctive, quick
HR Award Categories
Rosewood Academy, Perfect Discovery, Discovery, Be a Hotelier, Clear Review, The Daily Calling and impactful way the Group shares Rosewood culture to life. Be a Hotelier: a three-day immersive experience in which all new hires get the
opportunity to experience the various hotel operation functions.
Best L&D programme
and celebrates moments that bring the
Clear Review: revamping performance management, Rosewood has done away
with annual performance reviews and introduced a tech platform to provide ongoing
Our Culture is unique. This is not a job, this is a Calling.
feedback,
as
well
as
de-
coupling the performance review from compensation planning. Career Transition: the Group provides career transition support and anyone
Through the Rosewood Hotel Groupâs
leadership and technical skills training,
requiring a review of their CV or help with
Culture of Excellence, they have become
workshops, learning circles as well as access
job application processes and interview
a beacon in terms of attracting the most
to leadership speaker series, mentoring
skills are guided through the recruitment
extraordinary talent. Joining the Group is
and external learning resources including
process. Personalised support and online
aspirational and considered the pinnacle
LinkedIn Learning, videos and books.
webinars help ensure all global associates,
of success. The Groupâs culture is unique, and they point out that working there is not a job, but rather âa callingâ. To facilitate this, a core mission of the Group is to raise
current and past, are well equipped with Perfect Discovery: providing an immersive
practical tips on career coaching and
and engaging experience to all new hires
job searching. The Group also promotes
around the world.
internal mobility to help nurture talent and
the maturity, capability and competency of the Talent & Culture function to meet the demands of the new normal and leap
provide room for them to flex their wings, Discovery: enabling talents to discover their
calling, as joining Rosewood is not only a job
ahead of the competition with best-in-class
but also a journey for employees to discover
practices from in and outside the Industry.
their potential and exceed themselves. The
Key initiatives include:
Group ensures all onboarding associates,
including
transfers
between
different
departments, functions and locations.
whether part-time, intern or full-time, have Rosewood Academy: transforming the
the same seamless experience of learning
approach to learning and development
about Rosewood and becoming part of the
across the Group is committed, at all levels,
Rosewood community. The Group is also
to grooming the next generation for high
committed to developing all associates
performance and potential. Their Academy
through personalised training programmes,
offers leadership development programmes
and when they join the company, they are
to accelerate talent growth with a 12-month
paired with a trainer to guide them through
structured
their unique Discovery programmes.
learning
journeyâproviding
51
Best D&I initiative
HR Award Categories
Best D&I initiative
EY Equity for All
EY has been promoting the motto of âBuilding
a
better
working
worldâ
and
believe promoting gender, racial and sexual orientation equity is important to maintain a professional business environment. To this end, the EY organisation has engaged in a raft of Diversity & Inclusiveness (D&I) initiatives including formulating the Inclusion and Non-Discrimination Global Policy to embrace multicultural experience and diversity.
Building a better working world, together we promote gender, racial
EY in Hong Kong received recognition in 2021 with the Gold Award in the inaugural Equal
and sexual orientation equity.
Opportunity Employer Recognition Scheme by the Equal Opportunities Commission (EOC) - the only Big Four receiving this Formulating the Mentorship Programme
what it means to bring their true selves
Diversity & Inclusion Strategy by CTgoodjobs.
to pair up high-potential female staff
to work on Pink Friday.
The EY organization also signed the Good
with
Employer Charter and was recognised as
more women into the pipeline of
a âFamily-friendly Good Employerâ by the
management positions.
honour, and Grand Award winner of the Best
â˘
executive
sponsors
to
move â˘
x Fruits in Suits Mentorship Program to offer a safe environment for student
Labour Department, and signed the Racial D&I Charter in 2019.
Unity
The EY Hong Kong D&I Committee and
â˘
discussions to support them in being their best selves. Establishing
Lesbian,
gay,
bisexual, â˘
24-hour EY Global Marathon event to
multiple support networks promote equity
transgender and allies (LGBTA) network to
across
the
promote LGBT inclusion in the workplace
celebrate
Professional Womenâs Network (PWN), Unity
to build close-knit communities and allow
Homophobia, Transphobia and Biphobia.
and the Cultural Diversity Network (CDN).
colleagues to reach their potential.
the
organisation
including
Professional Womenâs Network (PWN) â˘
â˘
Rated as Gold Standard in Hong Kong Top Employers for LGBT+ Inclusion Index
â˘
broader social network for female
Supporting Gay Games 11 Hong Kong 2022.
â˘
Sponsoring OUT Leadership Asia Summit
External
collaborations
to bring together leading figures from
Womenâs
Foundation
with in
2021
The
University for Women, Teach for Hong
â˘
Joined âPartnering for Racial Justice in
around Asia for panels, discussions, and
Businessâ by the World Economic Forum
networking events on LGBTQ+ equality.
during The Davos Agenda 2021.
to
continue moving ahead in promoting gender equality.
CDN collaborated with EY Ripples, the
Kong and Delia Memorial School.
career development at EY. â˘
Against
programme, on projects with Asian â˘
professionals to connect, forming a sense of belonging and promoting their
Day
EY global Corporate Responsibility
by Community Business in 2021.
Establishing the PWN committee to
International
Cultural Diversity Network (CDN)
drive different initiatives to build a
52
Formulated the Queer Straight Alliance
â˘
Held Lego Serious Play Workshop to allow colleagues to explore stories of
â˘
Received Gold Award for the Best D&I Initiative by HR Magazine in 2020.
Best D&I initiative
IBM
At the beginning of 2021, Diversity & Inclusion was prioritised as one of the top people agendas at IBM Consulting Hong Kong. The goals being to promote the awareness and importance of diversity, equity and inclusion, particularly in empowering womenâs success in technology.
As we continue to uphold the values of diversity, inclusion, and equity, we will make IBM a better and stronger company
Key milestones Mar 2021: launched the IBM Womenâs Day Campaign on social media to share the successes of female leaders at IBM Consulting Hong Kong. The campaign was exceptionally well received with a plethora of views and likes. May 2021: ran a series of training sessions for all managers to raise awareness of unconscious bias.
Best D&I initiative
IBM recognises the unique value and skills every individual brings to the workplace and their clients. Arvind Krishna, CEO, IBM, noted, âI fundamentally believe that as we continue to uphold the values of diversity, inclusion, and equity, we will make IBM a better and stronger company.â
HR Award Categories
IBM Consulting Diversity & Inclusion Initiative Programme
Jul 2021: launched an internal D&I survey as an interim feedback mechanism to gauge the effectiveness of the D&I programme and collect ideas on what to focus on next. Nov 2021: partnered with The Womenâs Foundation on the âGirls Go Tech Programâ and hosted a group of 30 secondary schoolgirls from diverse backgrounds to highlight the importance and market impacts of blockchain technology and inspire them to embark on tech careers.
53
Best D&I initiative
HR Award Categories
Best D&I initiative
PwC Maternity and infant healthcare programme
PwC, has always cared about its peopleâs health, safet y
Firm also encourages knowledge sharing among working
and happiness, and fully understands that working
mothers and hosts face-to-face sessions regularly in its
mothers are especially facing challenges in their daily
Beijing, Shanghai, Guangzhou, Shenzhen offices, which
work and life. With this in mind, it launched the âMaternit y
were shifted to online sessions after the outbreak of
and Infant Healthcare Programmeâ in Februar y 2018 to
COVID-19.
help relieve their family duties and motherhood struggles. In light of the pandemic, with employee health being Working mothers are often busy fulfilling their family
emphasised more than ever, PwC has further refined
duties, especially when their children get sick. Considering
its programme, based on employee feedback. Firstly,
that it is difficult to make timely appointments at public
incorporating COVID-19 related suppor t in their general
hospitals in China, PwC came up with t wo innovative
healthcare consultation ser vices. Secondly, establishing
solutions to help them:
a âBubbly Girlâ WeChat group, where non-pregnancy-andpuerperal-period female employees can have girlsâ talks.
â˘
Green
Channel:
facilitating
hospital
medical
appointment bookings for urgent issues. â˘
Thirdly, in bringing traditional Chinese medicine experts onboard to enrich the healthcare offerings.
Healthcare WeChat Group: providing 12/7 healthcare consultation ser vices.
A dedicated WeChat ser vice account has also been
Key 2021 programme highlights â˘
5,000 employees subscribed to WeChat service account.
â˘
44,000 views of online healthcare lectures.
â˘
1,500 par ticipants of offline healthcare talks.
â˘
3,500
established under the Maternit y and Infant Healthcare Programme to share relevant medical and scientific ar ticles along with health tips on a weekly basis. The
online
consultations
facilitated
with
medical practitioners. â˘
8 m i l l i o n cost s av i ngs d u e to re d u ce d t i m e of h osp i t a l e ng ag e m e nt s .
PwC remains passionate about its mission and will continue to provide all-round healthcare and wellness programmes for its people.
We understand our people have different struggles at different stages of their life, and we are here to back them.
54
Best workspace
Atrium HR Consulting
workspace that breeds creativity, collaboration, interaction
workplace, it had four key goals in mind. Firstly, to create
... and hence joy. Williams noted that this atmosphere
joy at work; Secondly, to take talents from simply being âOKâ
then encourages and motivates employees and positively
to âthrivingâ; thirdly, to encourage greater interaction and
influences their performance and productivity.
collaboration between colleagues; and fourthly, to support an overall sense of well-being and fulfilment.
The Atrium workspace is designed and structured to help employees seem more approachable by generating a feeling
Pauline Mei Ling Williams, Director at the Company, has
Best workspace
When Atrium HR Consulting wanted to create a winning
HR Award Categories
Thriving in the WorkplaceâCreating Joy at Work
of community and a more collaborative culture.
pioneered a suite of initiatives to help achieve these goals, which started with spreading quite a lot of joy. First, she created a joyful workspace that communicates and reflects the organisationâs vision and values. Then she created a joyful atmosphere in a workspace, which is crucial as it
Joyful workspaces, especially during this challenging
influences the behaviours of employees and ultimately the customer experience.
time, help support employee well-being, ensuring they
Pauline has also worked to ensure joyful attitudes of
feel happy and fulfilled while promoting dialogue,
employees in the workplace, as these can also help reflect and amplify the overall workspace vibe. To help facilitate
openness, and transparency.
this, Atrium HR Consulting has created a friendly and open
55
Best workspace
HR Award Categories
Best workspace
EY Extraordinary work experience empowered by connective, modern, caring workspace EY in Hong Kong recently moved to a new
high-tech autofocus webcams and interactive
well-being as a cornerstone. The office
office space in Quarry Bay in May 2021. The
flipcharts. Employees can use the EY Mobile
design includes height-adjustable tables,
award-winning new office design offers a
App to connect with the office facilities, check
ergonomic
connective, modern and safe workspace for
in/out the work desk and access work areas
technology which helps reduce glare and
EY people. Three core elements are at the
via a QR code. An online booking system
reflectance to provide a more comfortable
heart of the design, ensuring it facilitates an
and room booking device help arrange room
work environment. In addition, air quality
extraordinary workspace.
allocation and meeting bookings to make our
sensors monitor air quality and regulate
work life even more convenient.
ventilation to ensure good air quality. The
Connected Workspace We
value
teamwork
chairs
and
window
tinting
space also features special caring rooms, and
collaboration
essentially. The space offers a range of communal spaces with hot desk design.
Caring Workspace
including breastfeeding facilities and a multi-
The safe work environment allows EY
faith room to respect every employeeâs
talents to work and thrive, with employeesâ
religion and care about their needs.
The Collaborate Zone features touchdown workspace and a sofa-and-armchair area to facilitate socialising and relaxed discussion of projects. This zone encourages colleagues to open up and elaborate more on their ideas
The award-winning new office design offers a connective, modern and safe workspace for EY people.
in a relaxed environment, enhances team relationships, boosts team morale and helps ignite sparks of inspiration. The
Community
collaboration
Zone
space,
features
workstations,
open and
meeting rooms to accommodate teamwork, gatherings and training sessions. This zone facilitates talents moving around freely to promote creative and innovative ideas. Inidividual Workspace Modern Workspace
The EY office now provides a flexible and efficient work environment with modern facilities that leverage the latest technology to help colleagues be more productive and handle challenges with greater flexibility. Individual workspace features desks with accessible hubs, 24â inch monitors and audio ports. Sensors automatically keep track of hot desk utilisation and occupancy status. Phone Booths provide a silent and disturbance-free zone for maximum concentration. Meeting Rooms are equipped with highresolution monitors, built-in microphones,
56
Community Zone
Collaborate Zone
Best workspace
Mattel
Best workspace
Mattelâs mission is to empower the next generation to explore the wonder of childhood and reach their full potential. With this, the company promises to create innovative products and experiences that inspire, entertain, and develop children through play. And things are no different when it comes to Mattelâs workplaces, as they create the best job and the best work environment for its talent teamsâwith play as their language, they make play their work.
HR Award Categories
We Collaborate. We Innovate. We Execute!
To keep things play ful, Mat tel strives to create the best workplace for its employees and to create a more diverse and inclusive environment both in the company and in the world around it . In view of the continued challenges riding from COVID -19 faced by the organisation, wellness has been a key focus. Mat tel initiated its Employee Wellness 360 programme to ensure that it provided the most positive workplace experience possible to help all its employees stay happy and healthy â physically, mentally, socially and f inancially. Greater workplace flexibilit y like flexi hours and work from home arrangements are put in place in supporting the psychological safet y and well-being of employees. In addition to this work from home flexibilit y, Mattel also provides advice on home office set-up and helps with the provision of the latest tech to facilitate WFH along with health advice and tips for remote work. In Mattelâs offices, significant work has been put into creating relaxing office workspaces. Each employee is afforded a sit-down/stand-up desk so they can benefit from changing their posture throughout the workday, and select the perfect work height for their workstation. The office also features table football, so employees can take a bit of time out from work and enjoy a game of fuzzball with their colleagues. T h e m e et i n g ro o m s h a ve b e e n s p e c i a l l y d e s i g n e d a t M a t te l to c re a te u s e r- f r i e n d l y, f l ex i b l e w o r k s p a c e s fo r t i m e s w h e n c o l l e a g u e s n e e d to g et to g et h e r fo r m e et i n g s , c o l l a b o r a t i ve p ro j e ct s a n d te a m b u i l d i n g a ct i v i t i e s .
We have the best job and offer the best work environment as play is our language and we make play our work.
Mattelâs flexible workspaces and work arrangements are complemented with a raft of family-friendly initiatives and fun programmes, all of which have been greatly appreciated by employees, and manifest in high levels of employee engagement and internal pride. Mattel was also awarded the âBest Workplaceâ Bronze Award by HR Magazine in 2020.
57
Best work-life integration
Best work-life integration
AIA Taiwan New ways of working-hybrid style
Hybrid approaches, work-life-balance leave, and mountain climbing for greater employee choice
AIA Taiwan cares deeply about the work life balance of its employees and has a raft of staff welfare programmes to support
HR Award Categories
this goal, including: â˘
Multiple annual leave types: 14 days annual leave, 2 days family care leave, 12 days full-pay sick leave, 18 days of half-paid sick leave and parental leave.
â˘
Employee group insurance to take care of employees and their direct family members.
â˘
Annual employee health check & travel subsidy.
â˘
Employee club activities including, badminton, coffee,
even more attention and care to employeesâ conditions in
jogging, and hot dance clubs.
providing even more flexibility. Currently, 70% of colleagues can
With the impact of COVID-19 this year, the company has devoted
now leverage WFH, and the other 30% who cannot work from â˘
Year-end party to appreciate employeesâ contributions over
home due to their job natures, are given work-life-balance leave
the year.
that allows them to pick up one day a month to relax and recharge themselves before returning to the office.
â˘
On-site doctor consulting services by quarterly: caring for the health of employees
In addition to hybrid working styles, AIA Tawianâs CEO also made a very thoughtful move in setting up the âCEO iTouch onlineâ aimed
â˘
Massage service for employees.
â˘
Healthy nudge activities including, healthy workshops,
cared about employee feelings concerning WFH and provided the
stress-relief activities, healthy exercises, walking, and
opportunity for him to help with any difficulties they were having
mountain climbing.
at work. The CEO iTouch online meetings garnered very positive
at WFH employees during the pandemic. The CEO held 11 online meetings to communicate with employees; this demonstrated he
employee feedback, who said the meetings were very inspiring. â˘
Employee Assistance Plan (EAP). Despite the impact of the pandemic this year being more severe for Taiwan than last year, the companyâs continued care for employees and emphasis on work-life balance was manifest in the results of the 2021 Gallup Employee Engagement Survey, which showed AIA Taiwan had 72% engaged employees, compared to 58% for all financial institutions participating in the Survey.
Work-Life balance helps employees in AIA Taiwan to live well, plan well, think well, feel well ... then work well!
58
Best work-life integration
HR Award Categories
Best work-life integration
HKBN Group LIFE-work Priority
At HKBN, when they say LIFE-work Priorit y, they truly mean LIFE-work priorit y rather than work-life balance, that is at HKBN there is no âbalanceâ only prioritisation of LIFE over work. Adapting to a changing workplace under COVID-19, HKBN empowered its Talents to choose when, where, and how they work. In March 2021, they piloted a new hybrid mode, giving Talents the flexibilit y to work from home at least one day per week, when possible. In August 2021, later making this their â4+1 Hybrid Work Modeâ for balancing the benefits of team collaboration with individual flexibilit y. Echoing the Life-work Priority principle, HKBN always encourages its Talents to live a healthier, active and more rewarding life. The organisation has continued to organise various activities and talks to improve wellness levels in four core areas: physical health, mental health, financial health and social health. Besides, employees get comprehensive leave benefits including half-days off on Friday once-a-month, half-day leave during important festive occasions, 17 daysâ public holiday entitlement, examination leaveânot only for Talentsâ development but also to help Talentsâ children study, volunteer leave, family care leave, birthday leave, anniversary leave, bonus leave, adoption leave, upgraded maternity leave, paternity leave, and grandparenthood leave. For Talents who need more vacation leave, HKBN also offers a bonus leave scheme, allowing them to use one dayâs pay to redeem for two daysâ leave, up to 10 days a year. Overall, the companyâs entitlement policies provide the equivalent of about 39 additional days off annually for each Talent. With the flexible working arrangement and HKBNâs comprehensive leave benefits, Talents can freely allocate their time to family and personal development. HKBN is happy to see that Talents judge themselves based on a long-term sustainable pursuit of âpurpose + profit â rather than the number of hours worked. â Work to LIVE, not live to work â is no longer just a slogan but a âphenomenonâ in HKBN.
At HKBN, we truly mean LIFE-work priority rather than work-life balance, i.e. for us there is no balance, rather we clearly prioritise LIFE over work.
60
Best work-life integration
Mattel
Mattel
believes
in
healthy
HR Award Categories
Employee Wellness 360: balancing work and home life
living
together with active, positive lifest yles. organisation
cares
about
Best work-life integration
The
its
employeesâ well-being and strives to balance the work and home life of all its talent teams. While fully committed to suppor ting its employees, consumers, communities and the planet, nothing is more impor tant to Mattel than the well-being of its employees and their families. Flexibilit y is key in creating a culture of psychological safet y and well-being dif fering Mattel,
as
ever yone
challenges therefore,
navigates
and has
anxieties. striven
to
maintain a balance of work and home life for all employees from a holistic and multi-faceted approach. Flexible working arrangements: work
from home arrangements to maximise flexibility,
with
flexible
arrival
and
departure times for employees working
Flexibility is key in creating a culture of psychological safety and well-being as everyone navigates differing challenges and anxieties.
in the office. Work-life balance benefits: early offs
on Fridays and festive celebrations to events:
Physical fitness: wellness webinars on
when holidays fall on Saturdays. Parental/
and meditation challenges, the Global Step
healthy eating. Sanitiser kits and daily fruit
Maternity leave and work from home
Challenge, Mattel Play It Forward, Mattel
baskets are provided to all staff. Employee
arrangement to support new parents.
Play Dates, Special Olympic Hong Kong
massage sessions.
Team building events and fun Birthday
Fun Day, Mattel Global Gift of Play. Special
and Anniversary celebrations.
staff purchase schemes for toys and face
enable employees to better enjoy their personal
time.
Compensation
leave,
Wellness
and
recreational
initiatives include free Headspace accounts
masks. Health and Safety tips on remote Family-friendly policy: dependants also enjoy medical and dental benefits.
Social fitness: Recreational social clubs, APAC and local competitions and festival
working, home office set up and virtual fire
celebrations. CSR sessions run, including
drill training. Physical yoga classes.
Earth Day and International Womenâs Day,
In addition, family members join the companyâs vir tual Talent Shows and
pain relief, strengthening the back and
help raise awareness on important topics. Financial fitness: wellness workshops
Vir tual Letter Writing initiatives as par t
and wellness programme that provides
Globally, Mattel continues to be recognised
of the global Play It For ward Campaign.
reward points for voucher redemption.
for its efforts around philanthropy, health
Gif ts are distributed at celebrations to share a little joy among employee families too.
and Emotional fitness: webinars on better sleep, music therapy, and a fully-funded EAP.
wellness,
diversity
&
inclusion,
sustainability, responsible supply chain and product safety.
61
Best HR vendor (recruitment)
Atrium HR Consulting HR Vendor Award Categories
International Recruitment
Global HR solutions
Atriumâs International Recruitment solves HR problems by providing a bespoke service that matches the best candidates to senior positions. Saving clients time and profiling, coaching and concierge onboarding. Through global networks and recruitment specialists, Atrium ensures suitable and sustainable staff selection and integration to senior international and expatriate positions. Selecting the right candidates
Improving results
Atrium of fers a comprehensive ser vice that is both
Finding the right senior staff to fill vacancies in multiple
time-ef ficient and cost-ef fective. All aspects of the
global locations can be expensive and time-consuming
recruitment process can be carried out remotely,
when looking beyond the local talent pool. Atrium can
including
step in to provide a bespoke solution, relieving HR
preparing candidates for inter views. By carr ying out
departments of the hassle of vetting, interviewing, testing
the entire process remotely, the client saves money on
and shortlisting suitable candidates. Operating a global
travel and accommodation costs.
shor tlisting,
psychometric
testing
and
Best HR vendor (recruitment)
money and prepping candidates from the initial application,
network of offices, Atriumâs dedicated team of recruitment specialists provide access to over 250 million executives in
â˘
Saves time: only allocate time for final interviews
over 189 countries, allowing clients to find the best people
â˘
Reduces costs: no travel and accommodation expenses
from a world of talent. In-depth practical, competence
â˘
Consistency: retain corporate message throughout global outpost offices
and psychometric testing ensure only the most suitable candidates are shortlisted.
â˘
Bespoke service: provided by experienced global HR professionals
Finding the best talent â˘
Cut recruitment costs by up to 65%
â˘
Access to specialist market knowledge
â˘
Extend your global reach
â˘
Access to suitable candidates, not applicants
â˘
Solve internal capacity issues by vetting, testing, profiling and prepping
â˘
Control over consistency
Achieving faster results
Atriumâs Global HR Solutions provide the means to match the best candidates to senior positions, relieving HR departments of the hassle of vetting, testing, profiling and prepping, until the final interview. As a result, HR can save time, reduce costs and ensure corporate consistency. Moreover, Atrium doesnât tie clients to an exclusive contract, leaving them the flexibility to switch suppliers and the packages for different positions.
63
Best HR vendor (recruitment)
HR Vendor Award Categories
Best HR vendor (recruitment)
Elabram Group End-to-end HR outsourcing solutions
Elabramâs primary mission is to assist HR with its valuable and efficient services. The company provides three core service types: ⢠⢠â˘
end-to-end services in HR Outsourcing executive search for managerial positions temporary recruitment solutions for short-term projects/roles
These services are managed via multiple bespoke approaches. Firstly, Elabram implements technology in its business process. They then create an effective system recruitment-based strategy that can not only reduces the time to hire but also increases the effectiveness of the process. With five branches already firmly established across the Southeast Asia region, Elabram understands the individual laws, regulatory and compliance issues, and unique HR requirements of each jurisdiction. This indepth local knowledge coupled with a regional network enables them to help search for best-fit talent for clients across APAC. In terms of people, Elabram maintains a global database and network so that their team of dedicated recruiters can source the best talents from multiple industries and leverage their skills to ensure the right talent lands in the right organisation. With Elabram doing the heavy lifting, this leaves clients to focus on their core business and what they do best.
We think globally and act locally. With five branches across Southeast Asia, we excel in helping HR find and onboard the best talent for permanent and temporary positions.
64
Best HR vendor (recruitment)
First Advantage HR Vendor Award Categories
Recruitment: comprehensive background check solutions
First Advantage delivers comprehensive background check solutions that enable recruiters to make confident choices, reduce risk, and maintain compliance. It uniquely offers a single product and the most comprehensive
Best HR vendor (recruitment)
suite of checks worldwide, including 96% of all countries and territories. Offering an advanced global technology platform, superior customer ser vice and compliance expertise delivered by local staff who understand local markets, First Advantage helps customers worldwide build fully scalable, configurable screening programs that meet their unique needs. Background screening helps guard financial loss and reputational damage from wrong hires. When HR teams include background screening in their onboarding process, they can avoid the potential costs of bad hires, including: â˘
Salary paid
â˘
Training investment
â˘
Potential sickness and absence leave
â˘
Compensation (severance)
â˘
Recruitment costs
â˘
Low morale within the team and wider business
â˘
Reputational damage
â˘
Brand damage
â˘
Protect brand and reputation
â˘
Customer attrition
â˘
Protect customers and employees
â˘
Revenue loss
â˘
Reduce loss of loyalty and trust
â˘
Guard against financial loss
By screening employees, employers can:
First Advantage is a leading global provider of technology solutions for screening, verifications, safety, and compliance related to human capital. The company delivers innovative solutions and insights that help customers manage risk and hire the best talent. Enabled by its proprietary technology platform,
First
Advantageâs
products
and
solutions
help companies protect their brands and provide safe environments for their customers and their most important resources: employees, contractors, and contingent workers. Headquartered in Atlanta, Georgia, First Advantage supports over 30,000 clients worldwide with 26 offices throughout North America, Europe, India and Asia. In addition, the companyâs 75 million international background screens annually cover 200+countries and territories.
65
Best HR vendor (HRIS)
HR Vendor Award Categories
Best HR vendor (HRIS)
BIPO Automated HR, multi-country payroll solutions
Marrying the passion for technology with innovation,
announcements and changes in the workplace.
BIPOâs
HR
Through this self-service feature, businesses can
Management System helps businesses scale up through
reduce administrative workflows by up to 40% while
the digitalisation of HR processes. In addition, the Group
maximising internal resources simultaneously.
award-winning
cloud
and
mobile-based
provides automated HR, multi-country payroll solutions with built-in payroll calculation compliant with statutory regulations to ensure error-free processing.
2 .
Per formance Management: to suppor t employees working from home, Line Managers can evaluate
employeesâ per formance and provide continuous feedback within the integrated HRMS plat form to
BIPOâs business strategy is based on four pillars:
suppor t employees working from home. Seamless â˘
Service excellence
and convenient, this tool is ideal for working
â˘
Technology and innovation
remotely, resulting in an estimated 3.5 days time
â˘
Thought leadership that drives engagement across
savings per employee.
HR and business communities â˘
Employee engagement among BIPOâs internal teams
3.
BIPO Payroll: a complete HRMS solution with multi-
country statutory support, automating the entire
With a focus on providing customers with a trusted
payroll process, removing manual calculations and
launchpad for grow th, the BIPO platform is ISO-27001
increasing efficiency and accuracy.
certified,
unlocking
multi-countr y
compliance
and
boosting local business leadersâ confidence in BIPOâs partnership to champion their international expansion
4.
BIPO mobile app: available in multiple languages is a âmade for mobilityâ solution, helping businesses and
plans. The platform and solutions have been designed
employees stay connected 24/7 while on the move.
to build enterprise resilience and boost workplace
Integrating with BIPOâs Time & Attendance module
productivit y
that enables employees to check-in or clock-in safely
by
helping
businesses
transform
HR
and accurately with GPS Location.
capabilities through streamlining processes. Core modules in BIPOâs HR Management System:
BIPO is committed to providing professional human
â˘
Personnel
resource system solutions for global companies and SMEs
â˘
Payroll
alike. With agile, cloud-based solutions made for mobility,
â˘
Leave Management
BIPOâs intuitive, multi-lingual mobile app ensures businesses
â˘
Time & Attendance Management
and their employees stay connected 24/7, with on-demand
â˘
Claims
access to information readily available through any smart
â˘
Performance Management
device. Furthermore, without the need for separate system
â˘
Training
integration or installation, the functionality of the mobile app significantly improves productivity, resulting in cost savings
During the pandemic when remote work and hybrid
by as much as 25%, ensuring businesses stay cost-efficient
work arrangements are the norm, BIPOâs HRMS platform
and cost-effective.
addresses specific pain points faced by businesses: Our North Asian hub in Hong Kong, along with our 1.
BIPO Employee Hub: a self-service portal with an
global infrastructure in more than 100 countries and
intuitive multilingual user experience and automatic
regions, helps businesses expand compliantly. At BIPO,
workflows reducing administrative burden. It also
our passion for technology and innovation empowers
includes
businesses to shape the future of HR, ensuring increased
a
built-in
instant
notification
system
to keep employees abreast of updated policies,
66
efficiency and convenience.
BIPO celebrates their success at the HR Magazine Awards 2020
67
Best HR vendor (HRIS)
Best HR vendor (HRIS)
IBM Transform hiring interviews into AI-powered personalised career conversations IBM is transforming hiring interviews into AI-powered personalised
HR Vendor Award Categories
career conversations and elevating leader and candidate
Experience-Based Candidate Engagements: candidates
are greeted with a hassle-free, meaningful experience from the
experiences with smarter, faster decision making and rewarding
initial questionnaire to personalised interview and report, which
user-centric digital interactions. AIA topped MDRT for six years
they would receive post-interview as a token of appreciation.
running with one of Hong Kongâs largest agency forces, yet
Design principles are simple, intuitive and conversational
currently faces around a 70% industry-wide three-month attrition.
based on mutual exploration between the candidate and AIA.
The Career Aptitude Test (CAT) delivered by IBM heads up a multi-
Candidate engagements are further personalised with tailored
phase AI-powered transformation to enrich the end-to-end career
interview questions, meaningful âfacilitation talksâ, and ongoing
experiences for the best next-gen agents and meet these hiring
onboarding and training suggestionsâall powered by analytics
challenges. The goal is simpler, faster, smarter: promote full digital
and mapped to their candidate profile, driving higher candidate
adoption, eliminate decentralised manual processes, and embed
interest and satisfaction.
powerful analytics. Digitalising the Old, Uncovering the New: combining seasoned
Quality
Recruitment
for
Growth:
underpinning
IBMâs
solutions are strong concepts of empowerment and best-in-
leaders and trainersâ tacit experience, existing performance and
class self-service across every element of the talent journey.
behavioural data, and machine learning empowers leaders to
With a personalised data-driven report toolkit and insights
make informed unbiased hiring decisions.
dashboards, young aspiring leaders can facilitate more effective targeted interviews to evaluate a candidateâs organisational fit.
Integrated Seamless Career Experience: the IBM system
Meanwhile, senior leaders can identify HiPo talents for fast-track,
covers all bases from personalised candidate interview experience
match candidates with their best-fit leaders, and manage the
to bespoke onboarding and training recommendations to
teamâs near real-time performance data against their predictive
seamless digital interactions for leadersâ post-onboarding people
success potential.
and performance management. Centralised, Smart Candidate/Agent Profiling Framework:
68
Advocacy for Digital Adoption: digital and analytics are critical drivers of AIAâs enhanced abilities to recruit, train, and actively
CAT empowers leaders with a common holistic framework
manage an increasing number of new agents in real-time. CAT
to unbiasedly identify, evaluate and fast-track future leaders.
is the first digital tool in AIAHK to cover this end-to-end journey,
Grounded on established psychological theories, knowledge
providing rapid, seamless, connected workflow interactions with
from business, recruitment, training professionals and 800+
its existing recruitment platform iRecruit affords leaders and
agent data samples, IBM used data science to create the ideal
candidates frictionless integrated experiences, creating deeper,
agent profiling model focused on eight core competencies to
richer data for analytics and a connected data ecosystem with
help HR match key talent.
smarter synergies, driving efficiency and scalability.
Best HR vendor (HRIS)
Nemesysco HR Vendor Award Categories
Voice analytics technology
The goal of Nemesyscoâs technology is to empower HR to make better hiring decisions and build strong teams. The companyâs voice analytics technology for genuine emotion detection allows HR to understand beyond the spoken
Best HR vendor (HRIS)
words and reveal the true intentions of job candidates and employees. The technology works by detecting and measuring uncontrolled psychophysiological changes to a personâs voice during open conversations. It is indifferent to language or content of speech and measures emotions including excitement, uncertainty, stress and others that are not overtly expressed. current HR applications that rely on artificial intelligence organisational
(AI). Instead of using AI-driven capabilities, which reinforce
consultants and internal HR teams. The technology
biases and even stereotypes, Nemesyscoâs technology
analyses the voices of job candidates and employees
allows HR to evaluate each candidate and employee as a
being considered for promotions during interviews and
unique individual.
The
solutions
are
used
by
external
in response to dedicated questionnaires. The emotions personality
Recently, Nemesysco has been helping HR cope with the
characteristics and competencies, such as motivation,
ongoing impact of the Coronavirus pandemic on employee
teamwork, leadership capabilities and more. By matching
engagement and hiring in two main directions. Firstly,
the personalities and competencies of candidates and
since the outbreak of the COVID-19 pandemic, millions
employees with the values of an organisation, Nemesysco
of employees around the world have been forced to work
creates a more robust match for both sides.
from home for the foreseeable future in conditions that are
revealed
indicate
many
work-related
severely impacting individual and team productivity. Even With the solution, HR can enable its organisation to engage
though technologies for remote employee collaboration,
more productive employees who are more inclined to stay
such as video conferencing and virtual shared working
with the organisation over the long term. At the same time,
spaces, are enabling businesses to continue working,
it helps HR avoid hiring and promotion decisions that are
managers cannot fully understand and measure how
mismatched for both sides. Moreover, the technology
these new conditions impact the performance and overall
helps HR overcome the biases built into many of the
state of mind of their employees. As a result, HR teams worldwide have begun using the Nemesysco technology for remote employee wellness monitoring. The technology runs in the background during real-time or recorded conversations with employees and initially establishes a baseline for each monitored employee and monitors for changes in emotions relevant to the workplace, such as stress, frustration, fatigue, motivation and enthusiasm. Secondly, the system has enabled HR teams to successfully support the transition to remote recruiting and hiring practices, providing the tools to equip recruiters with the knowledge of non-verbal cues that are not accessible via digital communication, yet extremely valuable for any HR assessment and decision-making.
69
Best HR vendor (wellness)
HR Vendor Award Categories
Best HR vendor (wellness)
Atrium HR Consulting Employee Benefits that come with dedication
Atriumâs market knowledge is second-to-none, and making the most
Group shops the market on the clientâs behalf. If an insurer wants to be
of this vast expertise, the Group has four primary goals that guide
competitive, they need to drop their prices because they know Atrium
them every day and in everything they do. Firstly, is to craft the best
will show better offers and benefits with both new business and annual
policies at the most competitive prices, which is accomplished through
renewals of existing business.
vigorous negotiation with every insurer at every renewal. Secondly, assemble and maintain the worldâs premier employee benefits team
Atriumâs team of experts saves our clients time and hassle by taking
to provide our clients with the world-class dedicated support they
care of the arduous, though necessary, administration work required
require and deserve. Thirdly, to constantly assess (and re-assess) the
by insurers. Clients notify Atrium of changes and leave them to do the
employee benefits market, understanding all the new products and
back work to notify the proper contacts within the insurance company.
services offered by various providers and benchmarking on behalf of
This saves clients a lot of work since each insurance company has
customers. Finally, to lighten the administrative burden on overworked
their own unique and different system; no two insurers are the same.
HR professionals to the greatest extent by handling as much of the
Atriumâs relationships across the insurance market affords them
day-to-day paperwork and background tasks as possible.
familiarity with multiple insurance company systems so clients can save their own time and money in learning this.
In these unprecedented times, it is even more critical for benefits professionals to ensure that their employee benefits (such as their
This client business becomes part of Atrium and the Alliance Groupâs
medical and life insurance policies) are fit-for-purpose by helping to
âbook of businessâ with the chosen insurer. This has excellent benefits,
engage, motivate, reward and retain their people. Atriumâs reputation,
as the insurers are incentivised to keep Atrium clients happy because
experience and knowledge in this field empowers them to support
they want to maintain their business relationships with the Group,
clients in their efforts to engage, motivate, reward and retain their
which drives lots of business their way. Although an insurer could
talent, often their most expensive investment. Atrium sources the best
afford to lose one âsmall groupâ, they cannot afford to lose their
and most appropriate benefits at the best price, which is the most
business relationship with their top broker. Therefore, our clients
explicit demonstration of how we can help trim their bottom line while
benefit by being part of this âbook of businessâ. Moreover, all EB clients
maintaining benefits of the highest order.
become part of the Atrium family, which means they become eligible for discounts and offers on our other award-winning global services,
70
Employee benefit costs are lower when a client uses Atriumâs EB service
including International Recruitment, Global Wellness, and Training and
to secure their group medical and life insurance policies because the
Development initiatives, as well as tailored HR Support.
Best HR vendor (wellness)
HandsOn Hong Kong make a difference in the community and connect to one another
A 2018 study by corporate giving soft ware company, Benevit y,
meaningful way by creating ser vice activities that empower teams
looked at more than t wo million users worldwide across 118
to give their time and talent to make a difference in the community
enterprise companies to study the link bet ween participation in
and connect to one another. The programmes help meet three
company purpose initiatives and employee retention. They found
core goals:
that turnover was reduced by an average of 57% for employees who were actively engaged in their companyâs giving and
1.
Connection: when employees have felt disconnected due
volunteering efforts.
programmes that instil a sense of connectionâto the
Closer to home, Hong Kong-focused research conducted by
community and one another.
Nielsen in 2018 (pro bono work for HandsOn) found that 83% of
to remote working and social distancing, HandsOn offers
respondents said volunteering improves their mental health and 2.
Engagement: the HandsOn team develops programmes
well-being, while 82% said it makes them feel more empowered.
to run in-person, or virtually that engage employees to
In addition, 86% agreed that company-sponsored volunteering
learn about their community, tr y new experiences, stretch
activities help bind teams together, and 80% replied that it boosts
themselves beyond their day job, and have fun at the same
their sense of belonging. HandsOnâs own research in 2020 with
time. These shared experiences among teams create a
volunteers showed that beyond wishing to help the communit y,
positive impact on the world. They also help break down silos
the number t wo reason for ser ving was to support the volunteerâs
within organisations and bind them together with a sense of
own well-being.
Best HR vendor (wellness)
HandsOn helps companies engage with their employees in a more
HR Vendor Award Categories
Service activities that empower teams to give their time and talent to
collective achievement. 3.
Ease: HR leaders count on HandsOn to develop innovative, well-
managed programmes and provide a meaningful experience for their employee volunteers. The team of professionals is experienced running programs, but they also conduct regular needs assessments with 100+ charity partners, keeping their finger on the pulse and ensuring that each programme run addresses specific needs in the community.
Community engagement provides companies with the opportunity to demonstrate their values, engage their employees and contribute towards a more inclusive society and sustainable future. HandsOn believes that doing well in business and doing good for the community are not mutually exclusive goals. Companies that successfully integrate business goals with responsible Environmental, Social and Governance (EST) practices are often more profitable, sustainable and resilient. Engaging employees in social impact programmes is also closely connected to a companyâs ability to attract and retain talentâa critical factor in ESG scoring and indicator of a companyâs long-term financial health. According to research by PwC, 88% of millennials gravitate towards companies with strong CSR programmes, and 86% would consider leaving if their employerâs programmes no longer met their expectations.
71
Best HR vendor (wellness)
HR Vendor Award Categories
Best HR vendor (wellness)
Starmaker Creating the right conditions for people to actualise the highest vision of themselves Now more than ever, people need a boost of meaning and connection. So Starmaker has been working with companies around Hong Kong throughout the pandemic to be of service and encouragement to the people they work with. As a family business, a sense of sincerity and compassion is at the heart of all their work, having honest conversations with modern professionals about how to grow and thrive. A theme that has been a focus of StarMaker for years but has organically emerged as an unspoken need by many of the teams and individuals they work with is identifying and navigating negative emotions. A desire for wellbeing underpins all of our motivations; however, how we act on our motivations do not always create and increase wellbeing. Gaining the tools necessary to adjust behaviour and build habits is the first step to going beyond a growth mindset and participating in growth itself. Starmaker helps organisations get the best out of their people and help people get the most out of their work, and their central mandate is to create the right conditions for people to actualise the highest vision of themselves. Teresa and Sam shine in providing bespoke consultancy solutions with active listening, probing and facilitating skills that enable executives to become more effective when influencing and communicating with stakeholders with empathy and authenticity.
They dive deep into
conversations to customise their programmes to align with both business objectives and employee needs. Rather than just selling a pre-packaged solution upfront, the team are insightful and take a humanistic, engaging approach in delivering their programmes.
72
Best HR vendor (L&D)
Justwork Hong Kong Limited
In 2017 Justwork envisioned a company
leaders with proprietary experiential learning
built on passion and enthusiasm for learning
programmes, tailored training workshops,
and development. The commitment to
employee engagement events and people
quality and the devotion towards improving
development
the potential of people has created the
programmes are always flexible with online,
foundations for excellence. Justwork uses
in-person and hybrid facilitation models.
programmes.
HR Vendor Award Categories
Experiential training and events: creating hands-on, fun, memorable journeys
Justworkâs
Best HR vendor (L&D)
fun ways to help their partners and clients with a serious attitude. Now Justwork is known as a group with three brands
TYCOONÂŽ an interactive, experiential learning tool
and
real-time
business
simulation
Justwork Team Building, TYCOONÂŽ and
incorporating digital technology with an
DISC Maps. To maximise the impact as
intricate design to inspire the minds of
a
future
Learning
and
Development
Partner,
leaders
in
organisations
around
Justwork not only provides consultation
the world. This methodology is based on
and training services but also certification
extensive research in educational theory
courses of their training and coaching tools
and psychology and enables participants
to help HR partners incorporate them into
to improve self-awareness in a fun and
their professional practices.
engaging
way.
TYCOONÂŽ
fundamentally
changes the way its participants play Justwork Team Building making indelible and lasting impacts on workforces and
their business and life by simulating and then
practising
innovative
methods
of
Justwork uses fun ways to help their partners and clients with a serious attitude. entrepreneurial thinking to achieve their most vital goals. As the creator of the tool, Justwork also provides related corporate workshops and certification courses. DISC Maps with 35 years of devotion in cartography
and
business
consultation,
MapsTell reinforced the traditional DISC model by adding a visual layer. This tool brings people unique experiences in discovery, reflection and developmentâwhether individual, team, personal or project level. The designed programme in coaching or training is based on its own patented components. As an exclusive partner in Asia, DISC Mapsâ mission is to help in-house HR practitioners, corporate leaders, coaches and trainers to be able to leverage this tool with their employees and clients.
73
Best HR vendor (L&D)
Best HR vendor (L&D)
SAP SAP Litmos
and effort for learning and development teams. Countless
HR Vendor Award Categories
tasks and communications can be automated. Content can be curated from the built-in library, and the interface can be easily customised to match the companyâs brand, even offering different layouts and designs to create unique experiences for different audiences. SAP Litmos solutions enable businesses to deliver critical knowledge to employees, customers, and partners at any time, on any deviceâeven offline. They empower employees to perform at their best; increase customer engagement and loyalty, and deepen commitment and contribution from the extended enterprise. Itâs the only learning platform a company needs to centralise and deliver training across the entire business. The solutions get learners started immediately with automated email invitations, an intuitive UI, and single sign-on through integrated systems. Create rules to automatically assign courses, learning paths, and team placement. Companies can measure and influence performance; and track course completions, test averages, content popularity, and more with built-in reporting and analytics. They are in a position to increase engagement with built-in tools like gamification (leaderboards, badges, points), interactive SAP Litmos gives training professionals everything they need
hotspots, achievement social sharing, and discussion forums.
to manage their entire training programme from one secure,
In addition, organisations can customise SAP Litmos Training to
centralised environment. A cloud-based solution that unifies
match their brand. With basic CSS and HTML knowledge, admins
virtual, classroom, mobile, and social learning, SAP Litmos
can customise the interface down to the finest details, from fonts
solutions empower training departments, sales and service
and colours to headers and footers and more.
leaders, safety and compliance managers, and HR teams to collaborate, author, globally distribute, and track web-based
They can make training accessible from anywhere, 24/7 on or
training courses, as well as schedule and track instructor-led
offline, and to learners with disabilities. With 35+ preconfigured
courses. In addition, it automates formerly burdensome tasks so
languages, users can select their language of choice, eliminating
that teams can focus their energy on aligning training with the
barriers to learning. The solutions will automate alerts to prompt
companyâs strategic agenda.
users to take training and define assignment rules; schedule automated reports; and score learnersâ video assessments with
The SAP Litmos portfolio consists of two solutions:
AI-powered analysis.
â˘
SAP Litmos Training
The system is complemented by SAP Litmos Training Content
â˘
SAP Litmos Training Content
that provides an off-the-shelf content library that offers current and relevant material in ready-to-access courses in compliance,
74
The portfolio combines a Learning Management System (LMS)
leadership and management, communication and social skills,
with a content libraryâa mix that saves vast amounts of time
and much more.
Best HR vendor (L&D)
Team Building Asia
HR plays a key role in developing, reinforcing and improving the
And Coach, the luxury brand, about their hybrid TBA experience:
culture of an organisation. Team Building Asia aims to provide HR âWith our teams spread out over Macau and Hong Kong, we found
TBA intends to make HRâs job easy by providing them with anything
that they were less connected because we canât physically bring
they might need at every step of the way, including pre-event âHow
them together. TBA is the expert in the field and thanks to their
to playâ-guides, explainer videos, post-event souvenir booklets, and
great variety of hybrid team building activities, seamless execution
much more.
and high-energy facilitation, we were able to reconnect our teams across borders. Not only that, our teams loved the activity and were
To tap into HRâs needs, Team Building Asia overcomes geographical
very impressed by the final output, the Coach City.â
boundaries by bringing a wide variety of virtual, hybrid and in-person solutions. Even (partly) behind screens, TBA succeeds at engaging
Besides team building, Team Building Asia also engages HR with
teams to collaborate. And although the logistics arenât always
meaningful thought-leadership initiatives, such as webinars with
simple, also the hybrid solutions have proven to be a success.
keynote speakers as well as holding keynote speeches themselves,
Best HR vendor (L&D)
with apt solutions to support the development of their workforce.
HR Vendor Award Categories
Creating tangible learning outcomes that staff can apply at work
which were well-received by many stakeholders. Hereâs what our client Pfizer, the pharmaceutical, said about their virtual TBA experience: âTeam Building Asia did an awesome job in engaging our team and participation was outstanding. We were thoroughly impressed by the performance of all the teams and the linkage to our objectives of situational leadership and courageous conversations. The effectiveness of the programme has scored highly and we strongly
We create engaging experiences with tangible outcomes focused on solving prominent HR problems, all based on strongly funded R&D.
recommend this innovative remote activity.â
75
HR BOOKS
HR Classifieds Index Business Process Outsourcing 76 Co-working Spaces 77 Consumer Goods 77 Education / Corporate Training 77 Employee Well-being / Insurance 79 Financial Services 80 Gender Equity 80 HR Consulting 81 HR Technology Solutions 82
Leadership Development Legal / Employment Law / Tax MICE Venues / Event Organisers Recruitment / Executive Search / Staffing / Outsourcing Retail Relocation / Logistics Serviced Apartments / Hotel Staff Benefits
83 83 84 85 86 86 86 87
BUSINESS PROCESS OUTSOURCING BangMang Group was established in 2007 and provides Full-service HR solutions. As of 02.2019, 163 branches have been opened and cover over 300 cities in China. In the past 10 years, over 10,000 companies and 300,000 employees chose BangMang as their strategic HR partner. BangMang is dedicated to power business success with extraordinary HR.
Hong Kong BangMang Outsourcing Company Limited Unit 02, 11/F, Sunbeam Commerical Building, 469-471 Nathan Road, Hong Kong
Hong Kong BangMang Outsourcing Co., LTD established in 2015 provides outsourcing services includes Full-service HR solutions, Recruitment, Employee Leasing, and Employment Training. Our business partners cover Hong Kong, Mainland China, USA, and overseas regions. We are dedicated to provide the best HR services for your business goals.
Tel: (852) 2116 1600 Mr Law: (852) 6904 3721 adminhk@50bm.com 50bm.hk
TMF Group helps global companies expand and invest seamlessly across international borders. Its expert accountants and legal, HR and payroll professionals are located around the world, helping clients to operate their corporate structures, finance vehicles and investment funds in different geographic locations. With operations in more than 80 countries providing managed compliance services, TMF Group is the global expert that understands local needs.
TMF Hong Kong Limited 31/F, Tower Two Times Square, 1 Matheson Street, Causeway Bay, Hong Kong
Tricor Business Services draws on our diverse professional expertise, backed up by the latest technologies and systems, to provide a comprehensive range of services, including but not limited to: Business Advisory; Accounting & Financial Reporting; Treasury & Payment Administration; Human Resource & Payroll Administration; Tax Services; Trade Services; Trust Assets Administration; Fund Administration; Governance, Risk & Compliance; and Information Technology Solutions.
Tricor Services Limited Level 54, Hopewell Centre, 183 Queenâs Road East, Hong Kong
Our work processes and controls in the rendering of accounting and payroll services are externally audited by Ernst & Young Hong Kong and accredited each year in accordance with the International Standard on Assurance Engagements (ISAE) 3402.
76 HR MAGAZINE WINTER 2021
Tel: (852) 3188 8333 Fax: (852) 3188 8222 info.apac@tmf-group.com www.tmf-group.com
Tel: (852) 2980 1888 Fax: (852) 2861 0285 info@hk.tricorglobal.com www.hk.tricorglobal.com
HR CLASSIFIEDS
CO-WORKING SPACES
Commons Workshop is an event space located in core CBD, on 353 Lockhart Road, Wan Chai. Enjoying panoramic sea view of Victoria Harbour on high floor (28/F), it is a grade A event space with industrial design and decorated with green plants to provide a comfortable environment. With well-equipped and one stop related event service and arrangement, it is specially tailor-made for different types of events, whether youâre hosting corporate trainings, seminars, product launch, press conference, networking events, business meetings, photo shooting, advertisement filming, etc.
Commons Workshop 28/F Sunshine Plaza 353 Lockhart Road Wan Chai Hong Kong
Compass Offices is a leading flexible office space provider in Asia Pacific. Founded in 2009, Compass Offices has grown to 9 cities, serving over 20,000 satisfied clients. Our clients include Fortune 500 companies, growing start-ups, entrepreneurs, independent professionals and enterprise teams.
Compass Offices Level 12, 20, 29, 38, Infinitus Plaza, 199 Des Voeux Road Central, Sheung Wan, Hong Kong
Tel: (852) 3911 0600 Fax: (852) 3911 0601 Email: sales@commons.hk https://commons.hk/
Email: hksales@compassoffices.com https://www.compassoffices.com/
cozy event space is your ideal venue for corporate and private events, ranging from training sessions, team building, seminars, meetings, conferences, workshops, parties⌠the possibilities are endless. Our versatile multi-purpose space may accommodate up to 50 seats in a seminar setting, and the layout may be freely configured according to your requirements. We are located in a brand new premium office building in Sheung Wan, and are the only tenant of the floor, which attributes are well appreciated by corporate clients that prefers a prestigious, modern and private venue.
cozy event space 17/F Skyway Centre 23 Queenâs Road West, Sheung Wan,Hong Kong Phone No.: +852 5741 6863 E-mail: cozy@werkspace.com.hk
To meet the flexibility required by many businesses, the space may also be rented in weeks or months for temporary office use for up to 20 staff members, with two rooms that may be used as meeting rooms or managersâ rooms.
Contact us today to schedule a site visit or to obtain a quotation!
CONSUMER GOODS
Clorox is a global company with leading brands that have become household names: our namesake bleach and cleaning products; AyudĂnÂŽ and PoettÂŽ home care products; Pine-SolÂŽ dilutable cleaner; Fresh StepÂŽ cat litter; KingsfordÂŽ charcoal; Hidden ValleyÂŽ and K C MasterpieceÂŽ dressings and sauces; BritaÂŽ water filtration products; GladÂŽ bags, wraps and containers; and Burt's BeesÂŽ natural personal care products. We manufacture products in more than two dozen countries and market them in more than 100 countries. Clorox trades on the New York Stock Exchange under the symbol CLX.
Clorox 21/F Greenwich Centre, 260 Kingâs Road, North Point, Hong Kong SAR
ACT is a corporate L&D consulting and training company based in Hong Kong & Singapore with over 15 yearsâ experience in people training and development that partners with forward-thinking organizations and leaders who understand the importance of their greatest asset - their people.
Asia Corporate Training Ltd. 13B, Shun Pont Commercial Building, 5-11 Thomson Road, Wanchai, HONG KONG
The acronym for the company name, ACT, simply and powerfully represents the philosophy of taking ACTion: to understand how oneâs belief will lead to specific behaviours which will result in specific outcomes. ACT believes that selfawareness of how we think and act is critical for personal growth, to translate into leadership effectiveness, contributing to greater corporate success as a result.
Tel: (852) 25756470 contact@act-asia.com.hk www.act-asia.com.hk
Ivy Li Tel: (852) 2919 1166 Email: ivy.li@clorox.com https://www.cloroxhongkong.com/ https://www.thecloroxcompany.com/
EDUCATION / CORPORATE TRAINING
77
HR CLASSIFIEDS
As a trusted international organisation and a global leader in English training, the British Council has over 70 yearsâ experience in English assessment. We develop and deliver English language programmes for businesses in Hong Kong. Aptis, British Councilâs English testing tool, is a robust four skills test used by corporate businesses, government organisations and educational institutions. It provides an accurate and affordable way to benchmark language levels of employees for recruitment or career advancement purposes. With results available in as little as 24 hours, Aptis assesses ability in the areas that HR want to focus on â in individual skills or combinations of speaking, writing, listing or reading.
Tel: (852) 2913 5100 aptis@britishcouncil.org.hk www.britishcouncil.hk/en/ exam/aptis
BPP is a global leader in professional education and training, working with the worldâs leading global organisations to reach new levels of productivity, value, and growth. We work with you to create educational programmes to upskill and cross skill your employees and build your workforce set for the future.
BPP Education Group 80 Robinson Road #02-00, Singapore, 068898
â˘
Chorev Consulting International Unit B, 3/F, Kin On Commercial Building, 49-51 Jervois Street, Sheung Wan, Hong Kong
⢠⢠â˘
Offer leadership development programs and consulting services in the area of High EQ leadership, Change Management, Growth Mindset and Advanced communication with diverse stakeholders Programs based on the latest scientific research & Asian organization context to inspire behaviorial change Provides services in the area of customized 360 rollout, LEA 360, MBTI, EQi-2.0 and Strategic Management Clients including John Lewis, Hang Lung Properties, Hong Kong Government, Jardine Matheson, Amadeus, Nano and Advanced Materials Institute (NAMI), Citic Telecom CPC, Value Partners, YMCA, HKUST, Chinese University and City University of Hong Kong
Dew-Point International Ltd. is a leading provider of training and management consulting services throughout Asia. We assess the specific needs of our clients and respond with customised, practical training programs and consulting services. Established in 1973, we combine in-depth knowledge with genuine enthusiasm and highly dynamic training techniques to create productive and effective learning experiences. DewPoint enhances organisational and individual effectiveness by building the capacity within organisations without the need of continued outside help. Through assessment, skills training, team facilitation and executive coaching, we have ensured the long-term success of countless clients.
Growth Academy Asia reimagines the L&D landscape by providing HR with cutting-edge, tech-driven learning and development solutions. Founded in 2021, the Hong Kong-based learning company focuses on HR matters such as leadership development, onboarding and diversity and inclusion. Its mission is to enable individuals and teams to reach their full potential through immersive training programmes backed up by science and tech. Integrating technology, AI, and game theory into their products allows them to measure what matters and produce comprehensive personal and team action plans to enable participants to engage on their continued learning journey with confidence and measurable results.
78 HR MAGAZINE WINTER 2021
British Council 3 Supreme Court Road, Admiralty, Hong Kong
Tel: (65) 9338 7331 http://www.bpp.com/asia-pacific
Tel: (852) 3568 2747 Fax: (852) 3544 3300 http://www.chorevconsulting.com/
Dew-Point International Ltd. 21/F., Ritz Plaza,122 Austin Road, Tsimshatsui, Kowloon, Hong Kong Tel: (852) 2730 1151 Fax: (852) 2730 0164 info@dew-point.com.hk www.dew-point.com.hk
Growth Academy Asia Unit B, 2/F, 708-710 Prince Edward Road East, Kowloon, Hong Kong Stuart Harris, Founder and Managing Director Tel: (852) 3002 2472 hello@growthacademyasia.com https://growthacademyasia.com/
HR CLASSIFIEDS
The PTI Group is a consulting, training, and publishing group. In conjunction with the internationally-renowned professional association, International Professional Managers Association (IPMA) of UK, we offer online pure distance learning courses (PDLCs). IPMAâs website: http://www.ipma.co.uk/conferences.
The PTI Group 20/F. Wellable Commercial Building, 513 Hennessy Road, Causeway Bay, Hong Kong
Our âFinancing & Capital Raising Professional⢠(FCRPâ˘)â and âEnvironmental, Social & Governance Expert⢠(ESGEâ˘)â programmes seek to enhance candidatesâ practical & international knowledge in raising funding for companies (bank financing, IPO, private equity etc.) and ESG respectively. Upon qualification, candidates can use respective professional designation, awarded by IPMA.
Tel: (852) 3511 9288 info@the-pti.com www.the-pti.com
Raise your colleaguesâ ability to add value through practical & international knowledge by enrolling in our PDLCs.
The Vocational Language Programme Office aims at offering quality vocational English, Chinese and Putonghua training for working adults to meet their language needs at work. We have run various courses for public organisations and private corporations before, such as HKSAR Water Supplies Department, Hospital Authority and Pizza Hut Hong Kong Management Limited. With the support from the Language Fund, the QF-recognised Vocational English Enhancement Programme is on offer for enhancing the practical English skills of the Hong Kong workforce. Individual corporations can enjoy great flexibility by having the VEEP courses operated at their training venues and preferred schedule. On completion of the course, learners can receive 60% of the course fee reimbursement and obtain certificates issued by the Vocational Training Council and LCCI.
H.R. Solutions specialises in training in leadership, performance management, sales and general skills development including negotiating, project management, presentation skills and communication skills. We are official partners of Think on your FeetÂŽ and engage-universe, and accredited DISC and MBTIÂŽ facilitators. Based in Hong Kong, we work regionally with local languages delivery as required. Our workshops incorporate simple frameworks and processes to provide effective, structured learning, supported with tailored experiential exercises, cases and role-plays. Our long-term development programs combine classroom training with on-the-job learning, ongoing coaching and on-line resources as appropriate. We aim to ensure participants can apply the skills immediately in the workplace for better team performance and superior business results.
Vocational Language Programme Office Vocational Training Council Room 437, 4/F, Academic Block, 30 Shing Tai Road, Chai Wan, Hong Kong Tel: (852) 2595 8119 vlpo-veep@vtc.edu.hk www.vtc.edu.hk/vlpo
H.R. Solutions (Intâl) Ltd. Room 2802, Tower Two, Lippo Centre, 89 Queensway, Admiralty, Hong Kong Tel: (852) 2573 0501 abrophy@hrsolutions.com.hk www.hrsolutions.com.hk
EMPLOYEE WELL-BEING / INSURANCE
Holistic Wellness Hong Kong (HWHK) regularly organises different types of events, lectures and workshops, all of which have been carefully and scientiďŹcally designed to help participants manage their emotions, cope with stress and improve interpersonal relationships and work performance.
Holistic Wellness Hong Kong Unit C, 8/F, Hung To Center 94-96 How Ming Street Kwun Tong, Kowloon, Hong Kong
HWHK is committed to promoting the practice of Holistic Wellness to the general Hong Kong public in their daily life and work. They offer different kinds of personal and corporate training services.
Tel: (852) 9794 1363 (Raindy) Tel: (852) 9454 5687 (Vincent) contact@hwhk.org www.holisticwellnesshongkong.com
Hong Kong Adventist HospitalâStubbs Road is one of the leaders in medical services, providing organisations with comprehensive health assessment packages to choose from. The hospital works closely with HR and Benefits specialists to design tailor-made programmes to satisfy your staffâs unique requirements. The checkups not only assess staffâs health status and identify the risk factors, it also provide preventive programmes to help clients fine-tune their lifestyles for healthy living. All the services are supported by experienced professional staff using advanced equipment in modern facilities.
Hong Kong Adventist HospitalÂâ Stubbs Road 40 Stubbs Road, Hong Kong Tel: (852) 3651-8835 Fax: (852) 3651-8840 www.hkah.org.hk
79
HR CLASSIFIEDS
Major Compare is a leading international employee benefits consultancy, risk management advisory and business insurance brokerage firm. They work with companies of all sizes both in Hong Kong and around the world to advise and implement customised employee benefit plans with the goal of retaining and attracting employees. Through industry specific due diligence Major Compare also help reduce HR overheads with policy management and by ensuring your company is fully and properly insured with the guarantee of the lowest premium(s). All services provided by Major Compare are completely free to their clients.
Major Compare 1/A, 128 Wellington Street, Central, Hong Kong Tel: (852) 3018 1353 www.majorcompare.com.hk
Pacific Prime Insurance Brokers is a leading international health insurance brokerage specialising in providing comprehensive coverage options to individuals, families, and companies throughout the Asia-Pacific region. Working with over 120,000 clients in 150 countries, Pacific Prime can deliver advice in more than 15 major languages. With offices strategically located in Shanghai, Singapore, Dubai, and Hong Kong, Pacific Prime is able to provide immediate advice and assistance to policyholders located around the world. Pacific Prime works with over 60 of the worldâs leading health insurance providers, giving customers unprecedented access to the best medical insurance products currently on the market.
Pacific Prime Insurance Brokers Ltd. Unit 1 - 11, 35/F, One Hung To Road, Kwun Tong, Hong Kong Tel: (852) 2586 0731 Fax: (852) 2915 7770 info@pacificprime.com marketing@pacificprime.com www.pacificprime.com
Total Loyalty Company is a leader provider in providing corporate wellness and staff engagement solutions in Hong Kong for companies of all sizes. We curate solutions based around wellness events and campaigns, staff discounts, regular communications, all provided through a program website and app, branded as your internal program. Underpinning our wellness programs is our unique TLC Wellbeing Survey, allowing each employee to develop an instant set of metrics of their total wellbeing and create an individualise wellbeing plan. As well a company-wide summary (anonymous data) can enable TLC to help each client develop a meaningful and targeted wellbeing campaign for staff.
Total Loyalty Company Unit 2106, Westlands Centre, 20 Westlands Road, Quarry Bay, Hong Kong Tel: (852) 2536 9010 Fax: (852) 2536 9008 www.totalloyalty.asia
More than just yoga classes and steps challenge, the TLC Corporate Wellness programs provide practical and impactful programs that make a positive difference.
FINANCIAL SERVICES
Societe Generale is one of the leading European financial services groups. Based on a diversified and integrated banking model, the Group combines financial strength and proven expertise in innovation with a strategy of sustainable growth, aiming to be the trusted partner for its clients, committed to the positive transformations of society and the economy.
Societe Generale Level 34, Three Pacific Place 1 Queenâs Road East Hong Kong (regional Head Office)
FLEXImums stands for mums & women who want to work! FLEXImums was established with the vision to empower and connect working mothers and mothers returning to work with full-time and part-time jobs. FLEXImumsâ portfolio of clients extends across all sectors, from public to private and SMEs to large multinationals.
FLEXImums info@fleximums.com (852) 6540 0526 www.fleximums.com www.genderequityconference. com
Tel: (852) 2166 5388 https://www.societegenerale.asia
GENDER EQUITY
80 HR MAGAZINE WINTER 2021
HR CLASSIFIEDS
HR CONSULTING atrain is a premium consultancy in leadership assessment, talent management and organisation development. Headquartered in Germany, we have offices in Europe, United States, South America and Asia. 90% of our consultants are business psychologists; we bring together the best of business strategies and the psychological approach to develop solutions tailor-made to your requirements. We explore and research on innovative concepts, and help you to cultivate the company culture you envisage. Our international presence and culturally diverse teams enable partnerships with multi-national corporate clients for their business growth and success.
atrain Limited Unit 1201-3, 135 Bonham Strand Trade Centre, 135 Bonham Strand, Sheung Wan Tel: (852) 2522 9018 info@atrain-apac.com www.atrain-apac.com
Put us to the challengeâyou will not be disappointed.
Atrium HR Consulting is a joint venture between Alliance Group International and RamsaySmith, bringing together extensive experience and a wealth of specialist knowledge. Atriumâs aim is to help businesses achieve the highest possible level of performance by maximising efficiency, cost savings and results. Atriumâs services are used and trusted by more than 25% of the Fortune Global 500. Building upon their current client base, resources and an established global infrastructure they work to deliver a professional customer-focused service around the world.
Atrium HR Consulting. 22/F OVEST, 77 Wing Lok Street, Sheung Wan, Hong Kong Contact person: Pauline Williams Tel: 852 2891 8915 info@atriumhr.com www.atriumhr.com
Today Atrium supports clients across 180 countries with their recruitment, training, employee benefits and wellness programmes.
Flex Human Resources strives to provide small and medium-sized Hong Kong businesses with comprehensive, reliable and cost-effective HR outsourcing and consulting services. Our services include recruitment and selection, headhunting, payroll processing, benefit administrations, performance management, training and development, employee surveys, HR analytics and projects, etc. With strong talent databases, we also provide staff leasing and outsourcing for companies in Hong Kong, China and overseas.
FLEX Human Resources Unit 705, 7/F, Tamson Plaza, 161 Wai Yip Street, Kwun Tong, Hong Kong Tel: (852) 3466 5279 info@hroutsourcing.hk www.HRoutsourcing.hk
The Hong Kong Management Association (HKMA) was established in 1960. The HKMA is a non-profit making organisation which aims at advancing management excellence in Hong Kong and the Region, with a commitment to nurturing human capital through management education and training at all levels, the HKMA offers over 2,000 training and education programmes covering a wide range of management disciplines for approximately 48,000 participants every year.
Hong Kong Management Association 14th Floor, Fairmont House, 8 Cotton Tree Drive, Central, Hong Kong
Korn Ferry is the pre-eminent global people and organizational advisory firm. We help leaders, organizations and societies succeed by releasing the full power and potential of people. Our nearly 7,000 colleagues deliver services through Korn Ferry and our Hay Group and Futurestep divisions. At Korn Ferry, we design, build, attract and ignite talent. Since our inception, clients have trusted us to help recruit world-class leadership. Today, we are a single source for leadership and talent consulting services to empower businesses and leaders to reach their goals.
Korn Ferry International (H.K.) Limited 15/F, St. Georgeâs Building, 2 Ice House Street, Central, Hong Kong Tel: (852) 2971 2700 Fax: (852) 2810 1632
Through our vision, research and tools across 80 offices and 3,400 employees, we convert potential into greatness. Our solutions range from executive recruitment and leadership development programs, to enterprise learning, succession planning, and recruitment process outsourcing (RPO). Organisations around the world trust Korn Ferry to manage their talentâa responsibility we meet every day with passion, expertise, integrity and results.
Tel: (852) 2526 6516 Tel: (852) 2774 8500 Fax: (852) 2365 1000 hkma@hkma.org.hk www.hkma.org.hk
General inquiry: kornferry.hongkong@kornferry.com Leadership and Talent Consulting: ltc. hongkong@kornferry.com www.kornferry.com
81
HR CLASSIFIEDS
Tricor Consulting Limited is a member of Tricor Group dedicated to creating value for clients and strengthening their organization capabilities through: Strategic ManagementâShaping your future and making it happen Organization StructuringâAligning organization structure with strategies HR ConsultingâMaximizing performance and return on investment of human assets Talent ManagementâCultivating talents to create competitive advantage Director Remuneration and Board EvaluationâEnsuring appropriate remuneration of senior executives and building an effective board Training Resources ConsultingâMaximizing business impact of training with ondemand scalable resources. Change ManagementâPartnering with clients to drive and enable organization transformation
Tricor Consulting Limited Level 54, Hopewell Centre, 183 Queenâs Road East, Hong Kong Tel: (852) 2980 1027 Fax: (852) 2262 7596 john.kf.ng@hk.tricorglobal.com www.hk.tricorglobal.com
HR TECHNOLOGY SOLUTIONS
At BIPO, we help businesses transform and digitalise, enabling them to thrive and realise their growth ambitions. Around the world, we support over 1,600 clients across 87 countries and regions with a new generation of HR solutions. Our comprehensive suite of service products from our award-winning cloud and mobile-based HR Management System (HRMS), multi-country payroll calculation, overseas landing services, Professional Employer Organisation (PEO) to attendance automation provide clients with a multi-regional, integrated and seamless user experience.
BIPO C1, 22F TML Tower, No. 3 Hoi Shing Road, Tsuen Wan, New Territories, Hong Kong
COL Consulting Limited (COL) is leading by dedicated and enthusiastic ICT professionals and is at the forefront of an array of HRMS providers to attain Excellent HR Information System Provider at HR Excellence Awards 2014 by the Hong Kong Institute of Human Resource Management (HKIHRM).
COL Consulting Limited (COL) Unit 2502, 25/F, 9 Chong Yip Street, Kwun Tong, Kowloon, Hong Kong
With domain expertise in business applications, our certified team of professionals deliver the best practice Human Capital Management (HCM) solutions ranging from the award-winning HR Pro, the web-based and mobile compatible employee self-service portal to Talent Management system for MNCs, enterprises and SMEs.
Tel: (852) 2118 3999 Fax: (852) 2112 0121 colmarketing@colconsulting.com.hk www.colconsulting.com.hk
Florence Mok: Tel: (852) 3643 0295 Email: florence.mok@biposervice.com https://www.biposervice.com/
COL is Oracle and Cornerstone OnDemand certified partner. COL has cultivated comprehensive professional services capabilities with the CMMI Level 3 qualification to cope with the proliferated demand for digital transformation.
82 HR MAGAZINE WINTER 2021
With strategic offices in Hong Kong, China, UK and US, DaXtra is a world leading specialist in high-accuracy multilingual CV parsing, semantic search, matching and process automation technologies. Our solutions are compatible with most leading recruitment ATS and CRM systems and are designed to bring efficiency and automation, while dramatically reducing the overall âcost of hireâ. Over 1000 organisations globally use DaXtra products every day â from boutique recruitment firms to the Worldâs largest staffing companies, from corporate recruitment departments to job boards and software vendors.
Daxtra Technologies (Asia) Ltd. Unit 401, OfficePlus 93-103 Wing Lok Street Sheung Wan, Hong Kong
Ramco Systems is a next-gen Enterprise software player disrupting the market with its multi-tenant cloud and mobile-based enterprise software in HR and Global Payroll. Part of the USD 1 billion Ramco Group, Ramcoâs employees are spread across 24 offices globally and focus on Innovation and Employee Experience to differentiate itself in the marketplace. Infused with Artificial Intelligence & Machine Learning, and with next-gen features such as Chatbots, Voice, and Facial recognition-based workforce management, Ramco Payroll (offered as platform & as managed services) manages 50+ country payroll covering Greater China, APAC, Middle-East & Africa on one single platform.
Ramco Systems #761, 7/F, 181 Queenâs Road Central, Hong KOng
Tel: (852) 3695 5133 asia@daxtra.com www.daxtra.com
Rohan Raghunath Tel: +852 95166231 Email: rohan.raghuanth@ramco.com https://www.ramco.com/
HR CLASSIFIEDS
SuccessFactors, an SAP company, is the leading provider of cloud-based Business Execution Software, which drives business alignment, optimises workforce performance, and accelerates business results. SuccessFactors customers include organisations of all sizes across more than 60 industries. With approximately 15 million subscription seats globally, we strive to delight our customers by delivering innovative solutions, content and analytics, process expertise, and best practices insights. Today, we have more than 3,500 customers in more than 168 countries using our application suite in 35 languages.
SuccessFactors 35/F, Tower Two, Times Square, 1 Matheson Street, Causeway Bay, HK
ACT is a corporate L&D consulting and training company based in Hong Kong & Singapore with over 15 yearsâ experience in people training and development that partners with forward-thinking organizations and leaders who understand the importance of their greatest asset - their people.
Asia Corporate Training Ltd. 13B, Shun Pont Commercial Building, 5-11 Thomson Road, Wanchai, HONG KONG
The acronym for the company name, ACT, simply and powerfully represents the philosophy of taking ACTion: to understand how oneâs belief will lead to specific behaviours which will result in specific outcomes. ACT believes that selfawareness of how we think and act is critical for personal growth, to translate into leadership effectiveness, contributing to greater corporate success as a result.
Tel: (852) 25756470 contact@act-asia.com.hk www.act-asia.com.hk
Tel: (852) 2539 1800 Fax: (852) 2539 1818 info.hongkong@sap.com www.successfactors.com
LEADERSHIP DEVELOPMENT
For over 20 years MDS has been the market leader in talent development, leadership training, sales effectiveness and executive coaching, producing great results for global companies in the Greater China and APAC regions. MDS is the certification centre and distributor of leading personality and leadership assessments for talent development programmes including the MBTIÂŽ and FIROÂŽ , Leadership Effectiveness Analysis (LEA360â˘) and GMIÂŽ , Strong Interest Inventory ÂŽ for career planning, Sales Performance Assessment⢠(SPAâ˘) for sales development, and TKIÂŽ for negotiation skills. From MDS offices in Hong Kong, Singapore, Beijing, Shanghai and Taipei we manage an outstanding team of international trainers and executive coaches delivering a vast collection of leadership and sales programmes including the Miller Heiman products.
Management Development Services Limited Room 1701â3, Kai Tak Commercial Building, 317â319 Des Voeux Road Central, Sheung Wan, Hong Kong Tel: (852) 2817 6807 Fax: (852) 2817 9159 mds@mdshongkong.com www.mdshongkong.com
In 2016, MDS launched the Smith-MDS partnership with University of Maryland Robert H. Smith School of Business. The partnership draws on a world-class faculty, facilitators and executive coaches to deliver leading edge executive development solutions.
LEGAL / EMPLOYMENT LAW / TAX DLA Piper has been doing business in Hong Kong for 20 years. It has close links with our other offices in Asia, Europe, the Middle East and the US. Together, we provide clients with a seamless global capability to meet their business needs. Staffing the Hong Kong office is a vibrant team of over 130 locally and internationally-trained partners, lawyers, consultants and legal executives. Our lawyers regularly assist clients with their multi-jurisdictional cross-border activities throughout the Asia Pacific region. Reflecting the international diversity of our clients, our people in Hong Kong all speak English, with individuals speaking Putonghua (Mandarin), and a wide range of Asian languages and dialects including Cantonese, Korean, Shanghainese, Taiwanese, Vietnamese as well as French, German, Italian, Punjabi and Spanish.
At EY, our purpose is building a better working world. The insights and quality services we provide help build trust and confidence in the capital markets and in economies the world over. We develop outstanding leaders who team to deliver on our promises to all our stakeholders. In so doing, we play a critical role in building a better working world for our people, for our clients and for our communities.
DLA Piper 25/F, Exchange Square Block 3, 8 Connaught Pl, Central Tel: (852) 2103 0808 http://www.dlapiper.com
EY 22/F CITIC Tower, 1 Time Mei Avenue, Central, Hong Kong Tel: 2846 9888 Tel: 2868 4432 https://www.ey.com/
83
HR CLASSIFIEDS
Hugill & Ip is a young independent law ďŹrm, but with decades of experience providing bespoke legal advice and exceptional client service to individuals, families, entrepreneurs and businesses, in Hong Kong and internationally. The ďŹrmâs core team comprises partners who are recognised as leaders in the areas of Dispute Resolution, Corporate & Commercial, Family, Probate & Trust and Employment. Hugill & Ipâs Employment practice is constantly developing to keep pace with the law and has gained a respected position with employers, employees and among our peers as being at the forefront of providing practical and straightforward advice in a complex and fast-moving area of law.
Hugill & Ip Solicitors 2308, Two Lippo Centre 89 Queensway Hong Kong Tel: (852) 2861 1511 eân quiryâ@ hugillandip.com www.hugillandip.com
Whether advising individuals or companies, the ďŹrm provides advice that is results-driven. With extensive knowledge and experience of employment law in Hong Kong, Hugill & Ip is able to advise on all options but will also âcome offthe-fenceâ and offer advice that achieves a practical solution
WTS is a tax and business consulting firm providing assistance in the strategic planning and management process of intercompany assignmentsâ cost and compliance. Our Global Expatriate Service specialists advise on expatriate issues relating to corporate tax, personal tax, social security matters and process consulting across Asia. Our expertise therefore enables us to identify assignment related risks at an early stage and optimise tax and social security payments for companies and their employees while keeping the administrative burden to a minimum. In conjunction with our international network, we can assist you in almost 100 locations worldwide.
WTS consulting (Hong Kong) Limited Unit 1004, 10/F, Kinwick Centre, 32 Hollywood Road, Central, Hong Kong Tel: (852) 2528 1229 Fax: (852) 2541 1411 claus.schuermann@wts.com.hk www.wts.com.hk
MICE VENUES / EVENT ORGANISERS
84 HR MAGAZINE WINTER 2021
AsiaWorld-Expo is Hong Kongâs leading exhibitions, conventions, concerts and events venue, yet it is also an ideal venue for annual dinners, worldclass conferences, cocktail receptions, media luncheons and sumptuous banquets. With Hong Kongâs largest indoor convention and hospitality hall, AsiaWorld-Summit which seats up to 5,000 persons, together with a full range of meeting and conference facilities, award-winning chefs and attentive hospitality staff, AsiaWorld-Expo is definitely your choice for an unforgettable event.
AsiaWorld-Expo Management Limited AsiaWorld-Expo, Hong Kong International Airport, Lantau, Hong Kong, China
Rockbird Media is an events management expert who aims to organize best-quality events that will bring impact to its clientsâ business growth. We aim to spread this principle in Asia and the Pacific, and even globally. We donât just organize events. We create the kind of experience that people talk about, the ones they cannot get enough of. Itâs who we are.
Rockbird Media https://rockbirdmedia.com/
Tel: (852) 3606 8888 Fax: (852) 3606 8889 fnb@asiaworld-expo.com www.asiaworld-expo.com
HR CLASSIFIEDS
RECRUITMENT / EXECUTIVE SEARCH / STAFFING OUTSOURCING
Headquartered in Switzerland, Adecco is a Fortune Global 500 company with around 5,000 offices in over 60 countries and territories around the world. We possess the skills and global intelligence to develop human resource strategy for the highest levels, yet remain close to clients, local markets and needs. Adecco Hong Kong has over 30 years of experience in the region, with a comprehensive service offering that includes permanent placement, temporary & contract staffing, recruitment process outsourcing, HR consulting & assessment services, employment contract services, recruiting projects & overseas search, payroll outsourcing & administration services, and training.
Adecco Personnel Limited 12/F, Fortis Tower, 77-79 Gloucester Road, Wanchai, Hong Kong
Elabram Group is responsible for the global business of Elabram HR Solution, Elabram Telco, XRemo, and WMS, with a more than 20 years history and core competencies in human resources and telecommunication consultancy.
Elabram Group Level 23 Nu Tower 2, KL Sentral, Jalan Tun Sambanthan, Kuala Lumpur 50470, Malaysia.
The company has successfully placed more than 83.000 talents and served more than 118 clients worldwide. In its four business divisions, Elabram Group is continually expanding its capability and innovation to align customer needs.
Tel: (852) 2895 2616 Fax: 2895 3571 hongkong@adecco.com http://adecco.com.hk/
Mikel Yaw Tel: +60338317888 Email: enquiries@elabram.com https://elabram.com/
Established in 1996, Frazer Jones is a Human Resources Recruitment Consultancy. Contact us to find out how we can assist you in your next Human Resources hire or if you are looking for a change in your HR career. As part of The SR Group, Frazer Jones has wholly owned offices in Singapore, Sydney, Melbourne, Dubai, London, DĂźsseldorf and Munich and has access to the best HR talent around the world.
Frazer Jones 1918 Hutchison House, 10 Harcourt Road, Central, Hong Kong
Headquartered in the Netherlands, Randstad is a Fortune Global 500 Company and the second largest recruitment & HR services provider globally, with operations spanning across 39 countries with over 29,700 corporate staff that help talented people develop their career potential and provide companies with the best people to reach their business goals. Founded in 1960 by Frits Goldschmeding, our Asia Pacific operations reaches across Hong Kong, Singapore, Malaysia, China, Japan, India, Australia and New Zealand. Randstad Hong Kong was established in 2009 and specialises in permanent and contract recruitment across specialized areas including Accounting & Finance, Banking & Financial Services, Construction, Property & Engineering, Information Technology & Telecommunications, Sales & Marketing, Supply Chain & Logistics.
Randstad 5/F, Agricultural Bank of China, 50 Connaught Road, Central, Hong Kong
Tricor Executive Resources has for the past 28 years built an unrivalled reputation for integrity and professionalism in the executive search business. Our team of specialist consultants and researchers provide a range of practical and innovative solutions to help you search for the right talent to meet your business needs. We utilize in-depth research, intense resourcing and a highly focused approach in the identification of qualified candidates in the appropriate industry sector. Our clients consists of multinationals, publicly listed and private companies as well as family-owned and start-up companies.
Tricor Executive Resources Limited Level 54, Hopewell Centre, 183 Queenâs Road East, Hong Kong Tel: (852) 2980 1166 Fax: (852) 2869 4410
We also provide advice on HR best practices to enhance your human capital. Our HR Solutions can help drive your business performance through the effective use of talent. These include Compensation and Benefits Benchmarking; Soft Skills and Management Development Training; Performance Management Systems; Talent Assessment Centre; Human Resource Outsourcing; Career Counselling and Talent Transition Management and Employee Engagement Surveys.
Tel: (852) 2973 6737 info@frazerjones.com frazerjones.com
Tel: (852) 2232 3408 www.randstad.com.hk
fiona.yung@hk.tricorglobal.com www.hk.tricorglobal.com
85
HR CLASSIFIEDS
RETAIL
KAS Group Asia (KGA) is the exclusive direct sourcing arm of Kmart Group that operates the iconic retail brands Kmart Australia, Target Australia and Catch. KGAâs operations span the largest sourcing markets across Asia including China, India, Bangladesh, Pakistan, Cambodia, Indonesia and Vietnam, supporting an annual sourcing capability of US $ 2.5 billion.
KAS Group Asia (KGA) 10/F, Trade Square, 681 Cheung Sha Wan Road, Kowloon, Hong Kong
Asian Tigers, has provided international relocation and moving service to the Hong Kong market for more than 40 years. We move people internationally, regionally, and even within Hong Kong itself. Our experienced, multilingual staff enables Asian Tigers to deliver low-stress relocation services. Perhaps you are responsible for coordinating your office move and would like to know more about âlow down-timeâ office relocations. Whatever your needs, wherever you are headed, Asian Tigers can help facilitate and streamline your relocation. Give us a call and find out how we can assist you.
Asian Tigers Mobility 17/F, 3 Lockhart Road, Wan Chai, Hong Kong
Crown Relocations, a worldwide leader of global mobility, domestic and international transportation of household goods, and departure and destination services, has over 180 offices in more than 50 countries. From preview trip and immigration assistance to home and school searches, orientation tours, intercultural training, partner career programme, and ongoing assignment support, Crown offers the best relocation solutions to corporate clients and transferees across the world.
Crown Relocations 9 - 11 Yuen On Street, Siu Lek Yuen, Sha Tin, New Territories
Lavina Mehta Tel: (852) 2732 3402 Fax: (852) 2730 1051 Email: lavina.mehta@tgasourcing.com http://www.kmart.com.au/ http://www.target.com.au
RELOCATION / LOGISTICS
Tel: (852) 2528 1384 Fax: (852) 2529 7443 info@asiantigers-hongkong.com www.asiantigers-mobility.com
Tel: (852) 2636 8388 hongkong@crownrelo.com www.crownrelo.com
SERVICED APARTMENTS / HOTELS
Four Seasons Place, the epitome of luxury and elegance, Four Seasons Place creates a relaxed and homely living environment amidst the surrounding opulence. With 519 serviced suites designed by internationally renowned designers, guests can choose from a range of stylish accommodations from studios and 1/2/3-bedroom suites to penthouses that open up to spectacular views of Victoria Harbour. It also features a rooftop heated pool & jacuzzi, sky lounge, gymnasium, sauna and multi-purpose function room to meet business and recreational needs. Heralding a comfortable, hassle-free living experience, all guests are pampered with personalised hotel services from VIP airport pick-up to 24-hour multi-lingual concierge services.
Four Seasons Place 8 Finance Street, Central, Hong Kong
GARDENEast is prestigiously located at the heart of Queenâs Road East, Wan Chai, boasting 216 luxurious units in 28 storeys.
GARDENEast Serviced Apartments 222, Queenâs Road East, Wan Chai, Hong Kong
Each of our luxurious units is subtly unique. Spacious studio, studio deluxe, deluxe 1-bedroom, executive suite and twin-beds in selected rooms, with their sizes ranging from 395 to 672 square feet, are comfortably-appointed with an all-encompassing range of fittings and furnishings. The landscaped gardens offer a relaxing lifestyle, peace and tranquillity of green living and a diverse choice of dining and entertainment is right on your doorstep.
86 HR MAGAZINE WINTER 2021
Tel: (852) 3196 8228 Fax: (852) 3196 8628 enquiries@fsphk.com www.fsphk.com
Tel: (852) 3973 3388 Fax: (852) 2861 3020 enquiry@gardeneast.com.hk www.gardeneast.com.hk
HR CLASSIFIEDS
The HarbourView Place is part of the Kowloon Station development, located at a key harbour crossing point. Located atop the MTR and Airport Express Link at Kowloon Station. The junction of major rail lines, three minutes to Central, 20 minutes to the Airport, a mere 30 minutes to Shenzhen and 60 minutes to Guangzhou. It is a place for the best view of Hong Kong and Kowloon and is an icon property at Harbour Gateway. Located next to International Commerce Centre, the fourth tallest building in the world, The Ritz-Carlton, Hong Kong and W Hong Kong, guests can enjoy a premium luxury living with the large shopping mall Elements and Hong Kongâs highest indoor observation deck Sky100.
The HarbourView Place 1 Austin Road West, Kowloon, Hong Kong
Conveniently nestled in the East of Hong Kong, Kornhill Apartments is one of the biggest apartment blocks in town, featuring a total of 450 units with a variety of unit configurations designed to suit every need imaginable.
Kornhill Apartments 2 Kornhill Road, Quarry Bay, Hong Kong
Notable for cozy and contemporary dĂŠcor, as well as superior amenities and services, the complex is located next door to Kornhill Plaza where you can relish a wide array of shops and entertainment choices.
Tel: (852) 2137 8101 Fax: (852) 2568 6256 kornhillapts@hanglung.com www.kornhillapartments.com
The apartments are an excellent choice for corporate clients who cater for visits by expatriate colleagues. Units include studio, one to two-bedroom suites and deluxe three-bedroom suites.
Tel: (852) 3718 8000 Fax: (852) 3718 8008 enquiries@harbourviewplace.com www.harbourviewplace.com
Regal Hotels International is one of the largest hotel operators in Hong Kong, currently owns and manages twenty-three hotels. Committed to exceeding the needs of each and every guest, all Regal Hotels provide first-class international guestrooms and facilities including state-of-the-art meeting and banquet rooms.
Regal Hotels International 11/F, 68 Yee Wo Street, Causeway Bay, Hong Kong, CN
Vega Suites, is the stylish suite hotel in Kowloon East. Located atop the MTR Tseung Kwan O Station, Island East and Kowloon East are only 3 MTR stops away. The integrated complex becomes a new landmark creating a comfortable, relaxing and home like living space for guests. The all-encompassing landmark development comprises two international hotels & luxury residence The Wings. Situated directly above the trendy PopCorn mall, connected to one million square feet of shopping, dining, leisure and entertainment. There is a lustrous selection of units â ranging from Studio, 1-Bedroom, 2-Bedroom to 3-Bedroom with flexible staying terms.
Vega Suites Atop Tseung Kwan O Station 3 Tong Tak Street Tseung Kwan O, Hong Kong
https://www.regalhotel.com/
Tel: (852) 3963 7888 Fax: (852) 39637889 enquiries@vegasuites.com www.vegasuites.com.hk
87
HR CLASSIFIEDS
V is a collection of award-winning hotels, serviced apartments and private residences in Hong Kong. Bringing our philosophy of eat, shop, live easy, each V is nestled in a plethora of restaurants, amidst excellent shopping hubs and surrounded by an extensive transportation network. V Wanchai and V Wanchai2 are minutes walk from HKCEC, whilst the Lodge connects to 5 railway systems. Each V is urban, contemporary, but calm and quiet. Our two Causeway Bay properties host penthouse and terraced apartments for families and elegance entertaining, whilst V Happy Valley features an outdoor water garden.
V Hotels and Serviced Apartments Unit 5702, Cheung Kong Centre, 2 Queenâs Road Central, Hong Kong Tel: (852) 3602 2388 Fax: (852) 2891 1418 reservations@thev.hk www.thev.hk
Each V carries a different design motif, yet shares one critical ingredient â we deliver a high standard of comfort and good honest service.
STAFF BENEFITS
Nespresso provides a range of machines dedicated to professional use that meet the different needs and expectations of our customers. Zenius is the one of the latest innovation in the professional machine range by Nespresso and comes at an affordable price. It is intuitive to use, reliable and integrates the latest technological advances by Nespresso. Zenius is the ideal machine for small and big companies looking for quality and simplicity. At Nespresso we want to make it possible for you to make the same full-bodied espresso offered by skilled baristas. Your business can benefit from years of Nespresso expertise in premium Grands Crus coffees, innovative machines and excellent customer support.
Nespresso, Division of NestlĂŠ Hong Kong Ltd. Unit 505, Manhattan Place, 23 Wang Tai Road, Kowloon Bay, Hong Kong
Philip Morris Asia Limited is building a future on a new category of smoke-free products that, while not risk-free, are a much better choice than continuing to smoke. PMI's smoke-free IQOS product portfolio includes heated tobacco and nicotine-containing vapor products. As of March 31, 2020, PMI estimates that approximately 10.6 million adult smokers around the world have already stopped smoking and switched to PMIâs heated tobacco product, which is currently available for sale in 53 markets in key cities or nationwide under the IQOS brand.
Philip Morris Asia Limited Suites 2402-2411 24/F Devon House, Taikoo Place 979 Kingâs Road Quarry Bay, Hong Kong
For more information, see our PMI (https://www.pmi.com/) and PMIScience (https://www.pmiscience.com/) websites.
Tel: 800 905 486 Fax: 800 968 822 CRC.HK@nespresso.com www.nespresso-pro.com
Tel: 28251600 https://www.pmi.com/
Scan the QR code to subscribe to HR Magazine and join all our events and livestreams throughout the year
88 HR MAGAZINE WINTER 2021
Leader-Connect offer Take out any HR Magazine subscription and get one-month complimentary access to Neil Jurdâs
Annual membership packages Annual Annualmembership membershippackages packages tick one Step 1. Choose membership package one Step Choosemembership membershippackage package ticktick one Step1.1. Choose
L&D L&D L&D HR PACKAGE
HR HRPACKAGE PACKAGE
(25(25 STAFF) (25STAFF) STAFF)
1 x two-hour professional English 1 1x xtwo-hour English two-hourprofessional professional English communication skills workshop. Over 10 communication skills workshop. Over 10 communication skills workshop. programmes to select from (25 staff). Over 10 programmes totoselect from (25(25 staff). programmes select from staff). Training conducted face-to-face at at Training conducted face-to-face Training conducted face-to-face at client office in Hong Kong; via video client office ininHong Kong; viaviavideo client office Hong Kong; video conferencing for rest of of world. conferencing conferencingforforrest rest ofworld. world. Complimentary access to our quarterly Complimentary access quarterly Complimentary accessto(4toour our quarterly HRHR Magazine Conferences HR staff) Magazine Conferences (4 HR HR Magazine Conferences (4 HRstaff) staff) Access HR whitepapers & speaker PPTs Access AccessHRHRwhitepapers whitepapers& &speaker speakerPPTs PPTs Complimentary invitation to HR Complimentary invitation totoHRHR Complimentary invitation Breakfast Briefings and other events Breakfast Briefings and other Breakfast Briefings and otherevents events
leadership training programme.
CORPORATE CORPORATE CORPORATE HR PACKAGE HR HRPACKAGE PACKAGE
(4(4STAFF) (4STAFF) STAFF)
PROFESSIONAL PROFESSIONAL PROFESSIONAL HR PACKAGE HRHRPACKAGE PACKAGE (1(1STAFF) STAFF) (1 STAFF)
Complimentary access to our quarterly Complimentary access to to ourour quarterly Complimentary access quarterly HR Magazine Conferences HRHR Magazine Conferences Magazine Conferences Complimentary invitation totoHRHR Complimentary invitation Complimentary invitation to HR Breakfast Briefings and other events Breakfast Briefings and other events Breakfast Briefings and other events Access HR whitepapers & Access HRHR whitepapers && Access whitepapers speaker PPTs speaker PPTs speaker PPTs HRHRMagazine delivered totoyour Magazine delivered your HR Magazine delivered to your desk every quarter desk every quarter desk every quarter
Complimentary access to our quarterly Complimentary access to our quarterly Complimentary access to our quarterly HR Magazine Conferences HRHR Magazine Conferences Magazine Conferences Complimentary invitation totoHR Complimentary invitation HR Complimentary invitation to HR Breakfast Briefings and other events Breakfast Briefings and other events Breakfast Briefings and other events Access HR whitepapers & Access HR HR whitepapers & & Access whitepapers speaker PowerPoints speaker PowerPoints speaker PowerPoints HR delivered totoyour HRMagazine Magazine delivered your HR Magazine delivered to your desk every quarter desk every quarter desk every quarter
1 1year access totoour online news, year access ourdaily daily online news, 1&year access to our daily online news, stats data stats & data stats & data
11year access totoour daily online news, year access our dailydaily online news, 1&year access to our online news, stats data stats & data stats & data
HRHR Magazine delivered to to your desk Magazine delivered HRquarter Magazine delivered toyour yourdesk desk every (4 HR staff) every quarter (4 HR staff) every quarter (4 HR staff)
Post HRHRjobjobvacancies onon Post vacancies Post HR job vacancies HRHRMagazineâs website forforon free Magazineâs website freefree HR Magazineâs website for
1 year access to to ourour daily online 1 1year access daily year access to(4 our dailyonline online HR staff) news, stats & data news, stats & data (4 HR staff) news, stats & data (4 HRstaff) Post HRHR jobjob vacancies onon Post vacancies Post HR jobwebsite vacancies on HRHR Magazineâs forfor free Magazineâs website free HR Magazineâs website for free Member rates forfor listings Member rates listings Member rates for listings HKD in HR Classifieds in HR Classifieds HKD in HR Classifieds HKD
Member rates forforlistings inin Member rates listings Member rates for listings in HRHRClassifieds Classifieds HR Classifieds
7,200 7,200 7,200
HKD HKD HKD
3,200 3,200 3,200
HKD HKD HKD
1,880 1,880 1,880
Step 2. 2.Choose payment method one Step Choose payment method ticktick one Step 2. Choose payment method tick one Cheque Cheque Cheque Made payable Excel Media Group Limitedand andmailed mailedto:to: Made payable to to Excel Media Group Limited Made payable toLtd., Excel Media Group Limited andCentre, mailed Excel Media Group Ltd., Shops 3-5, G/F, Pak Sha Wan Centre,to: Excel Media Group Shops 3-5, G/F, Pak Sha Wan Excel Media Group Ltd., Shops 3-5, G/F, Pak Sha Wan Hebe Haven, DD210, LOT 523, Hiram's Highway, Sai Kung, Hebe Haven, DD210, LOT 523, Hiram's Highway, Sai Kung,Centre, Hebe Haven,Hong DD210, LOT 523, Hiram's Highway, Sai Kung, New Territories, Hong Kong New Territories, Kong New Territories, Hong Kong
SubscriberName Name MrMr/ /Ms Ms ................................................................. ................................................................. Subscriber Subscriber Name Mr / Ms ................................................................. JobTitle Title ............................................................................................... ............................................................................................... Job Job Title ............................................................................................... CompanyName Name...................................................................................... ...................................................................................... Company Company Name ...................................................................................... MailingAddress Address...................................................................................... ...................................................................................... Mailing Mailing Address ...................................................................................... .............................................................................................................. .............................................................................................................. .............................................................................................................. Bank transfer Bank transfer .............................................................................................................. .............................................................................................................. Bank transfer Made to the following account with banking fees bornebybyclient client .............................................................................................................. Made to the following account with all all banking fees to to bebeborne Country ............................................................................................... ............................................................................................... Made to theHASEHKHH following account with all banking fees to be borne by client Country SWIFT Code: HASEHKHH SWIFT Code: Country ............................................................................................... SWIFT Code: HASEHKHH CountryCode Code( ( ) Area ) AreaCode Code( ( ) )................................................ ................................................ PhoneNo. No.Country Phone Account Number: 775 021405 883 Account Number: 775 021405 883 Phone No. Country Code ( ) Area Code ( ) ................................................ Account Number: 775 021405 883 Account Name: Excel Media Group Limited Email ..................................................................................................... Account Name: Excel Media Group Limited Email ..................................................................................................... Account Name: Excel Media Group Limited Email ..................................................................................................... Bank: Hang Seng Bank Limited,83 Des Voeux Road Central, HongKong Kong Bank: Hang Seng Bank Limited,83 Des Voeux Road Central, Hong Pleasecomplete completedetails, details,sign signand andfax faxto:to:(852) (852)3764 37643366 3366 Bank: Bank Limited,83 Des Voeux Road Central, Hong Kong Please (Please fax Hang transfer slip to (852) 3764 3366 or email subs@hrmagazine.com.hk) (Please fax transfer slipSeng to (852) 3764 3366 or email to: to: subs@hrmagazine.com.hk) Please complete details, sign and fax to: (852) 3764 3366 scan++email emailto:to:subs@excelmediagroup.org subs@excelmediagroup.org (Please fax transfer slip to (852) 3764 3366 or email to: subs@hrmagazine.com.hk) ororscan or scan + email to: subs@excelmediagroup.org Credit card / PayPal Enquiries Credit card / PayPal Enquiries Credit card / PayPal Enquiries Subscribe online hrmagazine.com.hk/conferences/membership-packages Tel: Tel:(852) (852)2736 27366339 6339 Subscribe online via:via: hrmagazine.com.hk/conferences/membership-packages Subscribe online via: hrmagazine.com.hk/conferences/membership-packages Tel: (852) 2736 6339 FOROFFICE OFFICEUSE USEONLY ONLY later FOR BillBill meme later FOR OFFICE USE ONLY Bill me later SUB START SUB EXPIRES SUB EXPIRES SUB EXPIRES Please send the invoice to me at my address opposite SUB START SUB EXPIRES SUB EXPIRES SUB EXPIRES Please send the invoice to me at my address opposite SUB START SUB EXPIRES SUB EXPIRES SUB EXPIRES Please send the invoice to me at my address opposite Signed _______________ Date_____________ Signed _______________ Date_____________ Signed _______________ Date_____________