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Despite the Thai government’s best efforts towards Thailand 4.0, major obstacles still stand in the way—especially when it comes to capabilities of the workforce. How can data make a difference to employers looking to prepare for the future?
The HR function has been undergoing a metamorphosis for the past few years, but the most recent stages of the transformation have been difficult. What qualities and capabilities must today's CHROs in Southeast Asia have, in order to truly secure their seat at the table?
HR makes many decisions every day, and while most may be tactical, they add up to create the overall employee experience and impact business. How can data transform the landscape for HR?
If 2016 marked the start of Asia’s age of consolidation, then in 2017, two items will be on the agenda for firms striving to survive in the wealth management space: talent and technology. How?
Imagine employers providing their employees with a Total Rewards plan that allows for flexibility, recognises the employee lifecycle, and assists in creating a work environment that facilitates this integration. The question is, where to begin?
Whatever the circumstances of a leader’s sudden departure, the outcome is the same: Companies are left to deal with an abrupt change, forcing the board of directors back to the drawing block. How prepared are you to handle the situation?
Aligning culture with business objectives results in more than just higher employee engagement—it also leads employees to engage in value-creating behaviours. How can employers encourage this?
In an environment where critical skills shortage is a key people issue for leaders, being able to deliver return on people investment is recognised as the differentiator for business growth. What impact does this have on today's HR leaders?
To appreciate their benefits, employees must know what they’re getting and why it’s good for them. So how can employers communicate benefits clearly, creatively, and cost-efficiently?
The business world has long transcended geography, time zones, and even language. But how can two (or more) organisations that have decided to align their business strategies also align their organisational culture?
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