本網站使用瀏覽器紀錄 (Cookies) 來提供您最好的使用體驗，我們使用的 Cookie 也包括了第三方 Cookie。相關資訊請訪問我們的隱私權與 Cookie 政策。如果您選擇繼續瀏覽或關閉這個提示，便表示您已接受我們的網站使用條款。 關閉
NEW YORK, March 20, 2025 /PRNewswire/ -- International Day of Happiness, which falls on March 20 every year, is a global initiative that promotes the happiness and well-being of all people. In the frenetic modern workplace, confusing task requests, meetings that drag on unnecessarily, and discussion repetition are common challenges for office workers these days. Research shows that inefficient meetings negatively impact the productivity and mental health of employees. When meetings become a burden, job satisfaction, and therefore happiness, declines. viaim RecDot uses AI technology to enhance the meeting experience, helping employees reduce fatigue, stay focused, improve team communication, and find greater value and happiness in their work. VIAIM RecDot's AI technology reduces meeting time through advanced transcription, 13-language translation, and seamless integration Using a deep neural network noise reduction algorithm and bone conduction microphones, RecDot achieves 98% transcription accuracy, even in noisy environments. Its AI extracts key points from meetings, converting an hour-long discussion into a one-minute to-do list, saving 80% of sorting time. It marks unresolved issues to prevent repeated discussions and real-time translation supports multiple languages, reducing communication errors in cross-border meetings. viaim's RecDot transforms chaos into efficiency for cross-border teamwork Chinese product manager Dan Chen shared how RecDot improved communication and efficiency in his company's global collaboration. His tech company partnered with a Japanese team on a new product. Participants included Dan, German engineer Joy, and Japanese representative Shinichi Matsuda. Language barriers, scattered information, and time zone constraints hindered communication and slowed decision-making. During the meeting, Dan used RecDot's Flash Recording function to transcribe discussions in real time. Japanese speeches were instantly translated into Chinese and English, with key terms highlighted. Joy was able to view live English subtitles and participate asynchronously. Within five minutes post-meeting, viaim AI generated a structured summary, synchronized it to collaboration platforms such as Lark and Teams, and assigned tasks with deadlines. "I always felt exhausted after every meeting in the past. Meetings went on forever, the focus of the discussion was often unclear, everyone had different understandings, and decision-making was always delayed," commented Dan. "Inefficiency was common among team members because of these problems, draining our work morale." RecDot streamlined communication, reducing inefficiencies caused by language and time differences making it a valuable tool and also an "acceleration engine" for team productivity. Meeting duration dropped from 1.5 hours to one hour, and post-meeting sorting time shrank from two hours to 15 minutes. Translation errors decreased by 90%, and technical approvals increased by 40%, meaning that cross-time-zone coordination cut the project launch cycle by three days. "Efficient meetings improve team collaboration and help employees feel the value and happiness of their work," says Dan. "RecDot empowers us to say goodbye to lengthy and inefficient meetings and spend more time on truly important things. Now, after every meeting, my mind is clear instead of chaotic and I can focus on the real important work immediately without feeling anxious and frustrated by endless meetings." On International Day of Happiness 2025, RecDot AI smart conference tools are helping companies reduce ineffective meetings and return the efficiency and focus to the workplace. AI technology makes work easier and happiness the new normal in the workplace. viaim is redefining the smart meeting experience, making efficient offices the standard for workplace happiness. Discover how AI can transform your workflow at store.viaim.ai.
Almost three quarters of businesses are concerned about the financial fallout from business interruption, damage or loss of inventory, and fraud — while only around 20% hold insurance policies that cover these. Attention to workplace safety and health (WSH) issues has slipped slightly, with less SMEs having return-to-work processes in place than last year, and fewer communicating their coverage and benefits to employees. The proportion of SMEs with a staff retention plan has notably increased, with flexible working key to keeping the best skilled staff. For the first time, this year's survey explored attitudes and approaches to older workers. Singapore SMEs are a major employer of workers aged 65 or older, with 41% saying their workforces are made up by 10% or more of this demographic. SINGAPORE, March 18, 2025 /PRNewswire/ -- QBE Insurance today announced a second round of findings from this year's QBE Singapore SME Survey. Between December 2024 and January 2025, 600 decision-makers gave their views on a wide range of business risks and opportunities, including workplace safety and health (WSH), talent retention, and insurance-related issues, among others. A noteworthy finding from this year's edition is how most respondents have concerns about a wide range of businesses risks, yet very few hold insurance policies to protect their companies against the financial fallout from these. Some 74% of SME leaders are highly and moderately concerned about loss of income due to businesses interruption, yet only 23% hold an insurance policy for this risk. Likewise, 72% have high and moderate levels of concern for damage to or loss of inventory, while only 29% have an insurance policy that covers this. Similarly, 72% are highly and moderately concerned about fraud and fraudulent payments, but just 17% hold an associated insurance policy. "Singapore's SME leaders are understandably concerned about a wide range of risks, yet the proportion of businesses that hold an insurance policy to meet these is low and somewhat surprising — especially given the financial consequences should these risks materialise," remarked Shun Quan Goh, Head, Underwriting, Retail & SME, QBE Singapore. 70% of this year's respondents said price is the number one consideration when purchasing insurance; and their second consideration was having insurance that helps the business to operate and serve customers better (68%). Last year, spending time and effort in choosing the right insurance policy for the business was most important (70%), followed by price concerns (67%). This pricing sensitivity is in line with a less than positive business outlook this year compared to last year shown by the respondents. "Given today's uncertain economic conditions, it is no surprise that price is now the top concern of policyholders. This underscores the caution many SMEs have when it comes to expenditure and managing their company finances, even at the risk of being underinsured," added Mr. Goh. Attention to work safety remains high, while mental health attracts greater focus Attention to WSH issues remains high but has slipped slightly year-on-year. In 2024, 81% of respondents said they communicate coverage and benefits to their employees, versus 78% in 2025. While last year, 77% said they have return-to-work processes in place, versus 72% this year. Likewise in 2024, 70% said they are fully informed of work injury compensation (WIC) — insurance coverage that is compulsory under Singapore law — versus 66% in 2025. This year's low number of accidents may be behind these reductions: just 27% of businesses experienced between one and three WSH events over the past year. However, Singapore SMEs are notably upping their focus on mental health. Some 93% of respondents said it is either very important or somewhat important, up from 89% last year. More SMEs are also implementing measures to improve both mental and physical wellbeing as well, with 59% offering flexible working hours for improved work-life balance, up from 44% last year; and 45% offering work from home arrangements, rising from 35% in 2024. Talent and manpower retention; and high employability among older workers Almost half (49%) of respondents view talent and manpower as a key businesses challenge, rising from 37% in 2024. As such, many are exploring new ways to attract and retain workers. Flexible working is now the number one strategy for keeping the right and best staff, 51% of respondents said, versus 32% in 2024. Yet, heightened staff concerns aren't backed up with action: the number of SMEs who expect to make changes to their workforces in the next 12 months has declined. Some 46% expect changes in staff training, down from 52% a year earlier; while 36% expect to strengthen their staff, against 42% last year; with 40% expecting changes to the size of their business, down from 44% in 2024. For the first time, this year's survey explored attitudes and approaches to older workforces. Singapore SMEs are a noteworthy employer of this age group, the survey reveals, with 41% saying their workforces are made up by 10% or more of this demographic. Some 44% of respondents view this age group as experienced and skilled, with 39% believing them to be (more) loyal; and 31% describing them as stable. In Singapore, the employment rate for workers aged 65 has been increasing over the past decade and looks set to continue. In 2023, 9.2% of workers in Singapore were from this age group, according to government data[i]; and by 2030, some predict it will reach 10.6%[ii]. An older workforce may need more support from employers. While aging impacts individuals at different speeds, over time, response times may slow, people have less physical strength, and are potentially more vulnerable to illnesses than younger workers[iii], among other considerations. It is therefore critical that employers instil work policies that reflect these traits, as well as seek measures like insurance to future-proof risks that emanate from a changing workforce. Ronak Shah, CEO of QBE Singapore and CEO of Wholesale Markets Asia said, "With over 70% of this age group in employment in Singapore[iv], workers aged 65 or over are an increasingly important part of Singapore's labour force. With so many companies focused on hiring the best staff, whatever their age group, this is highly encouraging. We will certainly be doing more in this space as this is a societal issue that insurers can play an active part in. It is also heartening to learn that other factors beyond pay are highly valued by SMEs and their employees, including work-life balance and work-from-home arrangements. These are all tangible benefits and changes that SMEs can make in having the best people help navigate through today's evolving risk landscape." For results of a similar survey conducted with Hong Kong SMEs, please visit this link. Singapore-Hong Kong SAR SME survey summary: Workplace Safety and Health, Staff Retention and Business Risks/Concerns 2025 vs. 2024 results Singapore Hong Kong SAR Workplace Safety and Health (2025:2024) Awareness of Employee Compensation Insurance • Fully informed (66%:70%) • Not fully informed but know where to get the information from (28%:25%) • Not aware of what coverage is needed and not sure where to get the information from (6%:5%) Steps Taken to Ensure Employee Mental and Physical Wellbeing (Top 3) 1. Offer flexible working hours (59%:44%) 2. Offer working from home (45%:35%) 3. Offer health and wellness benefits (43%:28%) Awareness of Employee Compensation Insurance • Fully informed (83%:76%) • Not fully informed but know where to get the information from (16%:23%) • Not aware of what coverage is needed and not sure where to get the information from (1%:2%) Steps Taken to Ensure Employee Mental and Physical Wellbeing (Top 3) 1. Offer flexible working hours (46%:39%) 2. Offer working from home (40%:28%) 3. Offer care packages (39%:35%) Staff Retention (2025:2024) Strategies for Staff Retention (Top 3) 1. Allow for flexible work schedules (51%:32%) 2. Increased pay / salary and bonuses (48%:34%) 3. Offer more opportunities to upskill and grow (46%:27%) Strategies for Staff Retention (Top 3) 1. Increased pay / salary and bonuses (43%:29%) 2. Allow for flexible work schedules (39%:26%) 3. Rest and relaxation rooms (37%:20%) Business Risks/Concerns (2025: 2024) 1. Loss of income due to business interruptions (74%:77%) 2. Damage to/loss of inventory (72%:72%) 3. Fraud & fraudulent payments via the internet (72%:73%) 1. Property rental prices (67%:64%) 2. Loss of income due to business interruptions (65%:63%) 3. Loss of key staff (65%:59%) About QBE Singapore Present in Singapore for more than a century, QBE Insurance (Singapore) Pte Ltd, a general insurance and reinsurance company, is the Republic's oldest registered Australian company. Established in 1891, QBE Singapore is a trusted provider of specialist expertise and professional insurance services. Our insurance specialists develop leading-edge products that are client-focused, delivering cover tailored to deal with everything from complex risks to more simple and straightforward insurance needs. QBE Insurance (Singapore) Pte Ltd is part of the QBE Insurance Group which is listed on the Australian Securities Exchange and headquartered in Sydney. To learn more about QBE Singapore, please visit www.qbe.com/sg [i] https://stats.mom.gov.sg/iMAS_PdfLibrary/mrsd_2023LabourForce_survey_findings.pdf [ii] https://boldly.app/blog/the-greying-workforce-in-singapore [iii] https://orthoinfo.aaos.org/en/staying-healthy/effects-of-aging/ [iv] https://www.straitstimes.com/singapore/employment-rates-for-senior-workers-rose-up-to-706-in-2022
Around one-third of businesses are concerned about the financial fallout from business interruption, loss of key staff, and equipment breakdown — while only about one quarter hold insurance policies that cover these. Attention to workplace safety and health issues remains high, with more communicating their coverage and benefits to employees. The proportion of Hong Kong SMEs with a staff retention plan has notably increased, with increased pay the number one strategy for keeping staff. Hong Kong SMEs are a major employer of workers aged 65 or older, with 49% saying their workforces are made up by 10% or more of this demographic. HONG KONG, March 18, 2025 /PRNewswire/ -- QBE Insurance today announced a second and final batch of key findings from this year's QBE Hong Kong SME Survey. Between November 2024 and January 2025, 600 Hong Kong business executives voiced their thoughts on multiple business risks and opportunities, including workplace safety and health (WSH), talent retention, and insurance-related issues, among others. A notable takeaway from this year's edition is how most business leaders have concerns about a wide range of businesses risks, yet very few hold insurance policies to protect their companies against these. For the second year running, anxiety over rising property rental prices was cited by 67% of respondents as the number one business concern, up from 64% in 2024. More interestingly however, was how 65% of businesses said that loss of income due to business interruption was a key business concern, while just 24% hold insurance policies to shield them from this risk. Similarly, 65% and 64% of respondents are concerned about the impact of losing staff and equipment malfunction respectively, with only 19% and 25% having insurance to cover these issues. "Although we are seeing an increase in awareness of these risks, it is concerning that many SMEs are still underinsured," said Andex Fung, Head of SME Segment, Asia at QBE. "Business owners should consider adequate protection against the full range of threats that can disrupt their operations. We understand that many SMEs have expressed concerns over increased costs and reduced profitability this year, but we would urge them to consider insurers like us as partners who can help businesses navigate these challenges – by offering advice and comprehensive risk management solutions tailored to their specific needs. Overall, the cost of not having the right coverage in place can be far greater than the investment in protection." An increased focus on work safety and mental health Attention to WSH is rising overall, this year's survey found. Some 92% of respondents said they communicate coverage and benefits to their employees, versus 90% last year. Similarly, 83% in 2025 said they are aware of employees' compensation insurance — coverage that is compulsory under Hong Kong law — with 76% saying the same in 2024. However, the number of businesses with return-to-work policies dropped slightly year-on-year, from 86% to 82%. And the proportion of Hong Kong SMEs that had experienced between one and three WSH events marginally rose from 22% in 2024 to 25% in 2025. Hong Kong SMEs remain focused on mental health. Some 95% of respondents said it is either very important or somewhat important, comparable to 94% last year. To this end, more SMEs are implementing measures to improve both mental and physical wellbeing, with 46% offering flexible working hours for improved work-life balance, up from 39% last year; and 40% offering work-from-home arrangements, rising from 28% in 2024. Talent acquisition and retention efforts remain high As the battle for top talent intensifies in Hong Kong, SMEs are placing more emphasis on recruitment, training, and retention. The survey revealed a marked increase in the percentage of SMEs concerned about these issues, with 50% of respondents identifying it as a key challenge, up from 39% in 2024. This rise demonstrates how talent management has become a growing priority for businesses striving to maintain competitiveness in a rapidly changing market. Increased pay and bonusses is key to keeping the best skilled staff in the business, with 43% of SMEs saying so, whereas the figure was just 29% last year. Flexible working arrangements have emerged as one of the most effective ways SMEs are tackling this challenge: the survey found that 39% of SMEs are offering flexible work schedules, a significant increase from 26% last year. Other measures aimed at enhancing employee satisfaction include the introduction of relaxation rooms or spaces for employees to recharge during work hours. For the first time, this year's survey explored attitudes and approaches to older workers. With employees aged 65 and over representing almost 14% of Hong Kong's workers[i], this demographic is an increasingly important part of the region's labour force. Hong Kong SMEs are a noteworthy employer of this age group, the survey reveals, with 49% saying their workforces are made up by 10% or more of this demographic. Some 34% of respondents view this age group as experienced and skilled, with 26% mentioning a higher retention rate and 25% asserting their loyalty. ### Notes to editor: For results of a similar survey conducted with Singapore SMEs, please visit this link. Singapore-Hong Kong SME survey summary: Workplace Safety and Health, Staff Retention and Business Risks/Concerns 2025 vs. 2024 results Singapore Hong Kong Workplace Safety and Health (2025:2024) Awareness of Employee Compensation Insurance • Fully informed (66%:70%) • Not fully informed but know where to get the information from (28%:25%) • Not aware of what coverage is needed and not sure where to get the information from (6%:5%) Steps Taken to Ensure Employee Mental and Physical Wellbeing (Top 3) 1. Offer flexible working hours (59%:44%) 2. Offer working from home (45%:35%) 3. Offer health and wellness benefits (43%:28%) Awareness of Employee Compensation Insurance • Fully informed (83%:76%) • Not fully informed but know where to get the information from (16%:23%) • Not aware of what coverage is needed and not sure where to get the information from (1%:2%) Steps Taken to Ensure Employee Mental and Physical Wellbeing (Top 3) 1. Offer flexible working hours (46%:39%) 2. Offer working from home (40%:28%) 3. Offer care packages (39%:35%) Staff Retention (2025:2024) Strategies for Staff Retention (Top 3) 1. Allow for flexible work schedules (51%:32%) 2. Increased pay / salary and bonuses (48%:34%) 3. Offer more opportunities to upskill and grow (46%:27%) Strategies for Staff Retention (Top 3) 1. Increased pay / salary and bonuses (43%:29%) 2. Allow for flexible work schedules (39%:26%) 3. Rest and relaxation rooms (37%:20%) Business Risks/Concerns (2025 : 2024) 1. Loss of income due to business interruptions (74% : 77%) 2. Damage to/loss of inventory (72% : 72%) 3. Fraud & fraudulent payments via the internet (72%:73%) 1. Property rental prices (67% : 64%) 2. Loss of income due to business interruptions (65% :63%) 3. Loss of key staff (65% : 59%) About QBE Hong Kong QBE Hong Kong is part of QBE Insurance Group and has been serving Hong Kong for more than a century. Today, QBE Hong Kong operations include QBE Hongkong & Shanghai Insurance Limited, QBE General Insurance (Hong Kong) Limited, and QBE Mortgage Insurance (Asia) Limited. As a leading general insurer, QBE Hong Kong provides a comprehensive range of non-life insurance solutions for both business and personal customers. QBE Hong Kong operates through an extensive network of professional insurance agents and brokers. To learn more about QBE Hong Kong, please visit www.qbe.com/hk [i] https://www.censtatd.gov.hk/en/web_table.html?id=8
HONG KONG, March 17, 2025 /PRNewswire/ -- There will be no more MPF offsetting from May 2025 in setting long service payments in Hong Kong. Beyond compliance, how can I more accurately predict long-service payment liabilities and annual expenses? Valtech Valuation offers specific solutions and advice if you consider appointing expert for compliance and better result. For Companies, Hong Kong Subsidiaries of Multinational Corporations and NGOs When calculating LSP liabilities or entrusting valuation to professionals, it is essential to avoid overly simplistic assumptions that overlook crucial actuarial factors. Common pitfalls include assumptions of zero layoff rates or zero mortality rates. Although some basic or even free online LSP valuation tools claim to meet "HKAS 19" requirements, finance and accounting departments must carefully verify whether these tools fully comply with the latest accounting standards under the new legislative framework. Example of an Overly Simplistic Model: Consider an employee who is 40 years old with 5 years of service. Does your current valuation model only considers two exhaustive scenarios below. Employee retires at age 65 and receives LSP No long service payment If the answer is yes, the probabilities will become Probability of retiring at age 65 and "1 minus the probability of retiring at age 65", resulting in zero long service payment As you can imagine, how could the possible scenarios be so few? Furthermore, according to the law, long service payments are not necessarily paid only when you retire at the age of 65. This model is too simple and cannot meet the requirements of professional auditors and will have a significant risk of being questioned by regulatory authorities. When seeking quotations from valuation service providers, companies and NGOs should specifically clarify the following matters (please feel free to copy the following 4 points directly): Does the appraiser have a proven track record of successfully passing actuarial reviews by reputable accounting firms? Which parameters or scenarios are deliberately omitted or "considered but believing it is not insignificant and therefore not considering it in the calculation"? Does your model allow for non-zero layoff rates and mortality rates aligned with Hong Kong Government census statistics? Can the turnover rate be estimated by considering differences in age, gender or years of service? Robust justification should be provided if you get "No" from any of the question above. If the appraiser applies the insignificant or immaterial principle to simplify the calculation, he/she should first confirm with the auditor whether the judgment is reasonable. Responsibility for validating these assumptions should be clearly defined between auditors and management. Important Observations – Inadequate Consideration of Loyalty Factor Valtech Valuation has noticed that many companies or valuers fail to consider employees' years of service or employee loyalty when making estimates. Generally speaking, estimates are made based on the company turnover rate as a whole or based on age, often ignoring employee seniority or employee loyalty. The impact can be huge. For instance, applying a same resignation rate to a 55-year-old new hire identically to a 55-year-old employee with 10 years of service may significantly distort the calculation. Obviously, overestimating the resignation rate will underestimate the potential long-service payment to be paid. Advice for Employers with more than 1,000 employees Valtech Valuation strongly recommends that large-scale companies actively build actuarial models to regularly recalculate and monitor the latest long-term service cost and liability levels. Employers with more than 1,000 employees generally have a mix of permanent and contract employees, which may involve complex calculations related to LSP, severance payments (SP), gratuities, and voluntary contributions, and other calculation issues arising from the differences between different types of jobs (such as different patterns for blue collar vs white collar workers). By establishing customized estimation programs, companies can perform regular recalculations to meet their financial statement preparation needs while also monitoring this increasingly important liability. About Valtech Valuation Valtech Valuation has performed professional valuations for many multinational corporations and well-known Hong Kong companies and is currently actively assisting clients with tens of thousands of employees to quantify their obligations for long service payments under the new ordinance. Valtech Valuation takes the valuation of long-term service liabilities very seriously and aims to raise the level of professionalism by sharing practical experience and important issues discovered during the development of its proprietary valuation program to increase the awareness of industry insiders, including corporate executives, accountants, auditors and regulators. For more information, visit: https://valtech-valuation.com Media Contact:Max Tsang / Marvin Wong / Jimmy Wong T: +852 23889262Email: admin@valtech-valuation.com Singapore: Ritika Gupta+65 84949455admin-sg@valtech-valuation.sg
SINGAPORE, March 17, 2025 /PRNewswire/ -- Companies across Southeast Asia are increasingly building teams and capabilities by integrating independent professionals across functions and levels. Skills in high demand include strategy, data, digital transformation, core technology and marketing. Top skills in demand across Southeast Asia: Outsized 2025 Talent-on-Demand Report According to Outsized's 2025 Talent-on-Demand Report, organisations are integrating independent talent for various reasons; from execution roles to strategic project delivery, with professionals across Singapore, Malaysia, Vietnam, Thailand, Philippines and Indonesia earning between USD 250 to USD 1600/day, depending on the type of skill and experience level. With freelancer registrations surging by 88% and Southeast Asia attracting rapid foreign investment, demand for specialised independent professionals is set to rise across key sectors, such as renewable energy, e-commerce, data centres, digital financial services, and supply chain transformation. Companies are moving beyond traditional workforce models, integrating on-demand specialists with permanent teams to accelerate growth, drive transformation, and execute at scale. Key findings at a glance: Most in-demand skills: Strategy, business transformation, product management, project management, marketing, and data analytics. Sectors driving the shift: Consulting, FMCG and Financial Services, leveraging independent professionals to scale capabilities across strategy, execution, and operations. Freelancer growth: Registrations up 88%, showing strong demand for flexible expertise across experience levels. Day rates based on varying expertise, experience, and location: Project managers in Malaysia: USD 225 to 835/day Strategy consultants in Indonesia: USD 425 to 1,250/day Business transformation specialists in Singapore: USD 575 to 1,200/day Additionally, in the field of data and analytics, experts are executing complex data strategies, commanding daily rates between USD 350 to 925 in Singapore, while talent in Malaysia are commanding USD 250 to 725 for the role. Similarly, marketing and product management specialists, including digital marketers, UX professionals, and product managers, are securing competitive rates ranging from USD 460 to 925/ day and USD 225 to 625/ day in Singapore and Indonesia, respectively. A transforming workforce: Agile talent takes centre stage Outsized, a leading talent-on-demand platform with over 45,000 independent consultants and professional freelancers globally, has released its fourth annual Talent-on-Demand Report, offering real-time insights into how businesses are leveraging independent professionals. Based on tens of thousands of proprietary data points from actual projects posted by enterprises, consulting firms, and private equity clients, the report provides a comprehensive breakdown of talent costs, hiring trends, and in-demand skills across APAC, MENA, and Africa. For the first time, the 2025 edition also includes insights from Australia and New Zealand (ANZ), expanding its global workforce intelligence. "Southeast Asia is at a talent tipping point. With AI, digital transformation, and automation reshaping industries, businesses are shifting fast to hybrid talent strategies, integrating specialists with full-time employees to execute complex initiatives and build core capabilities in a more flexible way. Those tapping independent professionals aren't just scaling faster and smarter; they're fundamentally reshaping how they can compete and innovate." — Anurag Bhalla, CEO and Managing Director (APAC), Outsized Why this matters for business and HR leaders The 2025 Talent-on-Demand Report serves as a blueprint for workforce transformation, enabling leaders to: Benchmark talent costs and optimise external hiring budgets. Identify emerging workforce trends across APAC, MENA, and Africa. Gain exclusive day rate intelligence across a broad range of industries and skill sets. Understand how top firms leverage independent talent to accelerate digital transformation and maintain a competitive edge. Access the full report here Staying ahead of workforce trends demands real-time intelligence and actionable market insights. Outsized's 2025 Talent-on-Demand Report serves as a strategic playbook, providing business leaders with essential benchmarking against industry peers. Armed with these insights, leaders can quickly identify emerging talent shifts, optimise hiring budgets, and build agile workforce strategies. Access the full report to stay ahead of the curve: https://resources.outsized.com/talent-on-demand-report-2025. Access the report now About Outsized Outsized is a talent-on-demand platform with over 45,000 top independent professionals, enabling large enterprise clients, consulting firms, and private equity funds in Asia-Pacific, Africa, and the Middle East to implement flexible workforce models at scale. For more information, please visit www.outsized.com.
SYDNEY, March 17, 2025 /PRNewswire/ -- Companies across Australia are increasingly building teams and capabilities by integrating independent professionals across functions and levels. Skills in high demand include product development, business analytics, transformation, product and risk management. Top skills in demand in across Australia: Outsized 2025 Talent-on-Demand Report According to Outsized's 2025 Talent-on-Demand Report, organisations are integrating independent talent for various reasons; from execution roles to strategic project delivery, with professionals across the region earning between AUD 700 and AUD 1500 per day, depending on the type of skill and experience level. With freelancer registrations surging by 122%, businesses are turning to independent professionals to bridge skill gaps, drive innovation, and scale efficiently. Rapid digital and technological advancements are driving enterprises to invest in infrastructure upgrades and new initiatives. As digital transformation accelerates, companies are increasingly turning to independent talent to lead critical projects. For the first time, the 2025 edition of Outsized's report includes insights from Australia and New Zealand (ANZ), expanding its global workforce intelligence beyond Southeast Asia, India, the Middle East, and Africa. Key findings at a glance: Most in-demand skills: Change management, risk management, product & proposition, technology, and strategy. Sectors leading the shift: Tech, financial services and consulting; leveraging independent talent for rapid digital and organisational transformation. Freelancer growth: Registrations up 122%, highlighting the appeal of independent careers. Day rates: Experienced professionals (11–15 years) average AUD 1,000/day; top skills exceed AUD 1,500/day. A transforming workforce: Agile talent takes centre stage Outsized, a leading talent-on-demand platform with over 45,000 independent consultants and professional freelancers globally, has released its fourth annual Talent-on-Demand Report, offering real-time insights into how businesses are leveraging independent professionals. Based on tens of thousands of proprietary data points from actual projects posted by enterprises, consulting firms, and private equity clients, the report provides a comprehensive breakdown of talent costs, hiring trends, and in-demand skills across APAC, MENA, and Africa. "As AI and automation rises, the demand for human-centric skills is growing across enterprises; in ANZ, a smaller talent pool and geographic dispersion creates ongoing skill shortage in certain areas." — Sara Kahlau, Global Sales Lead & ANZ Lead at Outsized. Why this matters for business and HR leaders The 2025 Talent-on-Demand Report serves as a blueprint for workforce transformation, enabling leaders to: Benchmark talent costs and optimise external hiring budgets. Identify emerging workforce trends across APAC, MENA, and Africa. Gain exclusive day rate intelligence across a broad range of industries and skill sets. Understand how top firms are using independent talent to accelerate digital transformation and maintain a competitive edge. Access the full report here Staying ahead of workforce trends demands real-time intelligence and actionable market insights. Outsized's 2025 Talent-on-Demand Report serves as a strategic playbook, providing business leaders with essential benchmarking against industry peers. Armed with these insights, leaders can quickly identify emerging talent shifts, optimise hiring budgets, and build agile workforce strategies. Access the full report to stay ahead of the curve: https://resources.outsized.com/talent-on-demand-report-2025 Access the report now Methodology The 2025 Talent-on-Demand Report is based on original research and tens of thousands of proprietary data points from real projects on Outsized's platform. About Outsized Outsized is a talent-on-demand platform with over 45,000 top independent professionals, enabling large enterprise clients, consulting firms, and private equity funds in Asia-Pacific, Africa, and the Middle East to implement flexible workforce models at scale. For more information, please visit www.outsized.com.
A12 藝術空間
Workforce Management/Human Resources
請先登入後才能發佈新聞。
還不是會員嗎？立即 加入台灣產經新聞網會員 ，使用免費新聞發佈服務。 （服務項目） （投稿規範）
