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Where multinational companies once had their pick of skilled talent thanks largely to higher pay premiums, they now find themselves competing in a tight labor market where employees are often attracted to local companies for a variety of reasons. What does this mean for Asia?
Being named an “Aon Best Employer” is about much more than an office full of happy employees. Best Employers report 50% higher total shareholder return (TSR) than the market average, reflecting the impact a highly engaged workforce has on overall business performance. How does it work?
Due to the scarcity of technical talent, salaries for those with in-demand skills have soared. But the war for talent isn’t just about money. How else can technology companies in Thailand attract and retain top talent?
An Aon study concluded that in 2018, 10 trends were impacting business performance in China – and will continue to do so in the year ahead. How can Chinese companies respond effectively?
Creating broad salary bands is a common practice throughout much of Asia, but more technology firms are now developing narrower salary ranges for in-demand job functions. How do they do this, and why does it work?
It is crucial for businesses to understand their top engagement focus areas, identify the best interventions, and elevate the employee experience around these. The question remains: Where should they begin?
An Aon study showed that, in 2017, the hotels & hospitality industry was lagging 14% behind general industry when it comes to salary increments. How can employers engage with top talent in order to attract and retain them?
With productivity and efficiency at the core of the success of e-commerce departments, consumer and retail businesses in China are challenged with attracting and retaining the best talent. What will it take to do this in 2019?
Digital voice assistants answer the questions we ask, robots at work take away some of the repetitive tasks we face, and chatbots give us extra support when we need it. What's the big deal about AI, and how does it factor into talent assessments?
Artificial Intelligence (AI) can transform passive sourcing but the ultimate goal is to achieve perfect optimisation. How can your organisation get the most out of technological advances to hire top talent?
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