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SYDNEY, Feb. 14, 2024 /PRNewswire/ -- Heidrick & Struggles (Nasdaq: HSII), a premier provider of global leadership advisory and on-demand talent solutions, added a partner to its Heidrick Consulting business in Asia Pacific in January 2024. Karl Treacher joined the Sydney office as a partner in Heidrick Consulting, bringing more than 25 years of experience in workplace culture, organizational reputation, and experience design. He is recognized for his work as the founder of CultureCon™, author of The Australian Workplace Culture Guidelines, and CEO of The Culture Institute of Australia. "As we expand our offerings in culture consulting in the region, Karl's extensive experience in corporate culture and organizational reputation will assist clients in making sustainable, innovative optimizations to achieve their business goals," said Markus Wiesner, Regional Managing Partner of Heidrick Consulting for Asia Pacific, Middle East, and Emerging Markets. About Heidrick & StrugglesHeidrick & StrugglesHeidrick & Struggles (Nasdaq: HSII) is a premier provider of global leadership advisory and on-demand talent solutions, serving the senior-level talent and consulting needs of the world's top organizations. In our role as trusted leadership advisors, we partner with our clients to develop future-ready leaders and organizations, bringing together our services and offerings in executive search, diversity and inclusion, leadership assessment and development, organization and team acceleration, culture shaping and on-demand, independent talent solutions. Heidrick & Struggles pioneered the profession of executive search more than 70 years ago. Today, the firm provides integrated talent and human capital solutions to help our clients change the world, one leadership team at a time.® www.heidrick.com Heidrick & Struggles Media Contact:Lillian Lee+852 2103 9389llee@heidrick.com
Offers swift implementation, lightning-fast payroll processing, and enhanced accuracy, enabling organizations with fast, effortless and precise payroll management CHENNAI, India, Feb. 13, 2024 /PRNewswire/ -- Leading global payroll technology provider, Ramco Systems announces the launch of Ramco Payce, a platform-based payroll software designed to redefine how businesses manage payroll. Payce capitalizes on advanced technologies such as serverless in-memory, data analytics, artificial intelligence and machine learning, along with Ramco's two decades of exceptional performance to help enterprises process payroll faster, effortlessly and accurately. Ramco Systems' Executive Leadership Team unveils the groundbreaking Ramco Payce Revolutionizing payroll management with Ramco Payce: Quicker Implementation from months to weeks No-Code Rule Building: Logical condition based intuitive rule builder with zero coding Seamless Integration with HCM Products AI-driven payroll compliance provides Real-Time and Error-Free Updates Lightning-Fast Payroll Processing with ability to process large data within minutes On-Demand Reporting allows users to build reports on DIY mode Guided Implementation, allowing users with less domain knowledge to excel implementation Sundar Subramanian, CEO, Ramco Systems, said, "Today, as we unveil Payce, we celebrate our steadfast dedication to achieving greatness. From its inception, Payce has been driven by the purpose to empower our customers with revolutionary payroll management. With its robust features, intuitive design, and deep integration of AI, Payce will not only streamline payroll operations, but also provide organizations with strategic insights. We are immensely proud to bring this game-changing solution to market." Rohit Mathur, SVP & SBU Head, HR and Payroll, Ramco Systems, said, "In our relentless pursuit of innovation the launch of Ramco Payce marks a pivotal moment in our commitment to streamline and simplify the complex landscape of payroll processing. Payce will empower payroll professionals, enabling them to navigate with efficiency and ease, offering them a modern, user-centric and lightning-fast payroll processing solution with zero technical intervention. Bundled with self-service reporting, no-code rule builder and payroll workspaces, Payce marks the beginning of a groundbreaking shift in payroll transformation with an emphasis on rapid and seamless implementation and simplified operations." About Ramco Systems: Ramco Systems is a world-class enterprise software product/ platform provider disrupting the market with its multi-tenant cloud and mobile-based enterprise software, successfully driving innovation for over 25 years. Over the years, Ramco has maintained a consistent track record of serving 1000+ customers globally with 2million+ users, and delivering tangible business value in Global Payroll, Aviation Aerospace & Defense, and ERP.
GLENDALE, Calif., Feb. 6, 2024 /PRNewswire/ -- The world of work is changing at a pace previously unseen, and with that comes new expectations for leaders. These new expectations have turned leadership roles into more complex positions that are more impactful than they have ever been. Today's leaders are required to be resilient and agile, to lead with compassion and humility, all while achieving results. Poor leadership can impact an organization in more ways than one, including employee turnover, ineffectiveness, and the inability to reach goals, while impactful leaders help to create a positive corporate culture and motivate their team to achieve at the highest level. Our research has shown that while over 90% of employees and leaders felt effective leadership is important for organizational performance, only 55% of employees felt leadership in their organization was effective at the moment. The new Talogy InView Leadership™ approach and talent solutions strengthen organizations with a more agile, people-centric approach to selecting and cultivating future-ready leaders who connect people, purpose, and performance. Built upon the above-mentioned research of employees and leaders across the globe, we created the Talogy InView Leadership framework and solutions to help organizations hire, engage, develop, and retain top leadership talent. With Talogy's consultative approach and suite of solutions, organizations of any size are able to build customized programs that develop impactful leaders who deliver results. Key benefits: Reflects the key qualities, skills, and behaviors for effective leadership in the modern-day world Offers an integrated suite of solutions to assess and develop future-ready leaders Delivers solutions at all leadership levels, enabling scaling across the organization Enhances and empowers leader self-awareness and emotional intelligence throughout the process Is underpinned by modern technology and expert insights to deliver actionable feedback for real-world results Offers flexibility of ready-to-use, integrated solutions or a more tailored approach to enrich your current framework with the most up-to-date insights Enables organizations of any size, from enterprise-wide to small businesses, to create the program that best serves their needs "Talogy's InView Leadership approach offers holistic insights and evidence-based recommendations supported by our 75-year history of leadership assessment and development experience. Our team has designed this framework and its solutions to assess and develop leaders to create sustainable change within organizational teams to withstand current challenges, exceed new expectations, and adapt to the continual changes we are seeing in the workplace. Our team of senior consultants expertly guide and tailor programs to the needs of our clients to best provide for each level of leadership in an organization," said Stephen Tapp, Talogy CEO. Learn more here [LINK TO INVIEW PAGE]. About Talogy We are Talogy, assessors and developers of global talent. We craft solutions that screen, select, develop, and engage talent worldwide. By uniting leading psychologists, data scientists, developers, and HR consultants we bring the power of psychology and technology together so you can make the best data-driven people decisions. With more than 30 million assessments delivered each year in more than 50 languages, we help clients discover organizational brilliance.
BANGKOK, Feb. 5, 2024 /PRNewswire/ -- Poised to become one of Asia's educational hubs, Chulalongkorn University is offering more than 100 international programs to create borderless learning experiences, and prepare graduates for world citizenship. Study Abroad at Chulalongkorn University: A Gateway to World-Class Education in Asia Thailand is one of the world's favorite tourist destinations thanks to her soft power such as arts, culture, gastronomy, lifestyle, nature, climate, and reasonable cost of living. The lesser-known fact is that Thailand is also one of the world's major destinations for international students. "Thailand, and particularly Chula's globally recognized education has currently attracted 2,000 international students from 60 countries to over 100 international degree and exchange programs taught in English," says Sukalin Wanakasemsan, Director of Global Academic Affairs Division, Office of International Affairs and Global Network (OIA), Chulalongkorn University. This number is on an uptrend thanks to the contemporary world that better supports people's travel and migration for work, and study, as part of gaining one's life experience for world citizenship, and developing modern life skills which requires open-mindedness, and acknowledgment of diversity and multiculturalism. Among the top reasons why international students choose Chula is the reputation and international recognition. Chula has been ranked Thailand's No. 1 for four consecutive years in THE Impact Rankings 2023 in the QS (Quacquarelli Symonds) World University Rankings 2024. Internationally, Chula's Employment Outcome is ranked the world's No. 17 in THE Impact Rankings 2023 and among the Top 50 in the QS World University Rankings 2024. "Chula is an educational hub of ASEAN and Asia, and an academic leader in sciences, social sciences, and humanities," says Sukalin. Moreover, Chula's learning environment and lifestyle are vibrant, as they blend tradition and modernity and support lifelong learning beyond textbooks. With its campus conveniently located right in the heart of Bangkok, Chula students are in a unique environment that perfectly balances the past, present, and future trends. Academically, students can take full advantage of the Chula's extensive collaboration with world-class partner universities in database, curriculum, and exchange opportunities. They can also enrich their Thailand experience with myriads of extracurricular activities, Thai language programs, as well as online platforms to promote communication among students for peer support. To learn more, contact Chula OIA at int.off@chula.ac.th, or Facebook: https://www.facebook.com/ChulaOIA/. Read the full article at https://www.chula.ac.th/en/highlight/147654/ Media Contact: Chula Communication Center E-mail: Pataraporn.r@chula.ac.th
The addition of Ackerman further solidifies Heidrick & Struggles' investment in the growth of the high-end independent talent market and its market-leading position in this space CHICAGO, Feb. 1, 2024 /PRNewswire/ -- Heidrick & Struggles International, Inc. (Nasdaq: HSII), a premier provider of global leadership advisory and on-demand talent solutions, today announced the appointment of Sunny Ackerman as Global Managing Partner, On-Demand Talent, effective February 12. In this role, Ackerman will lead on-demand talent solutions across all Heidrick & Struggles globally, which is inclusive of Business Talent Group (BTG) and Atreus. In 2021, through the acquisition of BTG, Heidrick & Struggles became the first global leadership advisory firm to offer the full spectrum of high-end talent solutions - from on-demand, independent professionals to interim executives to permanent placements. Heidrick and Struggles expanded their On-Demand Talent segment more significantly in Europe through the acquisition of Germany based Atreus in 2023. A visionary leader with a strong pulse on the future of work and experience scaling innovative workforce solutions, Ackerman comes to Heidrick & Struggles after serving as President, Americas of SThree, a global talent partner specializing in science, technology, engineering, and mathematics (STEM). She ran SThree's second largest territory, generating $300M-plus in annual revenue. Ackerman has also dedicated a significant part of her career to furthering the interests of women in the workplace and creating career pipelines for underrepresented groups. Additionally, she sits on the Board of Directors at TechServe Alliance, and the Leadership Council at the Women Business Collaborative. "High-end independent talent solutions are increasingly being implemented to bridge leadership gaps within organizations during this rapidly evolving business landscape. With over 25 years in the industry, Sunny is a recognized leader with hands-on experience and market perspective on the growing segment that is on-demand talent," said Dan Ryan, partner in the Heidrick & Struggles New York office and Executive Sponsor, On-Demand Talent. Prior to SThree, Ackerman served as President, Americas at Frank Recruitment Group. She also spent over 13 years at ManpowerGroup, most recently serving as Senior Vice President and General Manager of North America. Sunny earned consecutive honors in 2022 and 2023 from Staffing Industry Analyst as one of North America's 100 most influential and bold leaders in the industry. She is also a five-time recipient of the Global Power 150 Women in Staffing. "We are excited to welcome Sunny to the firm at such a pivotal time. With her expertise in technology, professional services, and human capital solutions, we are confident that she will elevate the readiness of this vital aspect of our business, meeting the strategic capabilities our clients demand," said Tom Murray, Global Managing Partner of Executive Search. Murray will assume the role of President, Heidrick & Struggles, effective March 4, 2024. Ackerman added, "We are in a transformational moment that demands agility and flexibility from organizations around the world. Heidrick & Struggles has a proven track record of world-class client service and has solidified its market-leading position in this space with the addition of on-demand talent solutions. I look forward to working alongside the team to drive continued revenue growth and evolve the talent landscape as we enable clients to further achieve their business goals." About Heidrick & StrugglesHeidrick & Struggles (Nasdaq: HSII) is a premier provider of global leadership advisory and on-demand talent solutions, serving the senior-level talent and consulting needs of the world's top organizations. In our role as trusted leadership advisors, we partner with our clients to develop future-ready leaders and organizations, bringing together our services and offerings in executive search, diversity and inclusion, leadership assessment and development, organization and team acceleration, culture shaping and on-demand, independent talent solutions. Heidrick & Struggles pioneered the profession of executive search more than 70 years ago. Today, the firm provides integrated talent and human capital solutions to help our clients change the world, one leadership team at a time.® www.heidrick.com Media Contact Bianca Wilson Director, Public Relations, Americas Heidrick & Struggles bwilson@heidrick.com
BEIJING, Feb. 1, 2024 /PRNewswire/ -- If an employee continues to reply to job-related messages in off-duty hours, can this be counted as overtime? should the employers offer extra payment to their staff for working during this period of time? It is not easy to answer this question given the fiercely competitive environment in the Chinese job market, not to mention the context of the 996 work culture, to which many employees at internet giants are accustomed. Working via social media platforms after getting off duty, also called "invisible overtime," has become a heated discussion topic in China in recent years as the phenomenon is becoming commonplace due to the rapid economic development as well as widespread use of social media applications. Especially during the COVID-19 pandemic, the omnipresence of the internet connects companies and employees, making online communication and collaboration convenient and greatly improving work efficiency. In reality, it is hard for employees to seek overtime payment as, from a legal point of view, it is difficult to define what constitutes "invisible overtime" and where the boundary is. However, in a case detailed in the yearly working report by the Beijing High People's Court, an employee successfully won her lawsuit against her employer and received compensation for working via social media applications during off-duty hours. The case caught great public attention and was hailed as a typical example of the country's judicial system showing initiative. According to a report by the Beijing Daily, Li, working in a Beijing-based technology company, sued her employer for the overtime work she performed after work. She claimed that she kept communicating with her clients and colleagues through social media platforms such as WeChat or DingTalk after work and asked for extra payment for the services during this period of time. However, her company argued that this did not qualify as overtime work. After reviewing the case, the Beijing No.3 Intermediate People's Court ruled that Li's work, which involved using social media for work purposes during off-duty hours, weekends and holidays, went beyond simple communication. The nature of this work was characterized by periodicity and regularity of using social media platforms, distinguishing it from occasional and incidental communication. It should be considered as overtime work. Based on this, the court ruled that the company should pay Li 30,000 yuan ($4,179) for overtime work. The judgment also put forth the principles of "performing substantial work" and "obvious occupation of time" as criteria for determining the concept of "invisible overtime," which conforms to the changing trend of labor forms in the digital era and protects the legitimate rights and interests of workers. Industry insiders and experts hailed the case as an active exploratory effort in trying to define and clarify the concept of "invisible overtime," giving a confidence boost to Chinese workers and serving as an example for the country to promote the rule of law in the new era. 'Invisible overtime' legally recognized A similar case was also included in the 13 model wage arrears cases jointly unveiled by the Supreme People's Court, the Chinese Ministry of Human Resources and Social Security, and the All-China Federation of Trade Unions on January 25. In this case, an employee working in a cultural media company, also surnamed Li, sued the company for delaying overtime payment. Based on the proof provided by Li on his or her WeChat account, the local court determined that Li had worked on three rest days and ordered the company to pay Li 5,517.24 yuan for overtime wages. The Supreme People's Court explained that the local court made this verdict based on the worker's engagement during their rest time, taking into account factors such as the frequency, duration, wage standards, and job responsibilities of the overtime work. The court's decision protects the legitimate rights and interests of the workers in accordance with the law. Working online is still the labor performed under the supervision and instructions of employers. This case urges employers to clearly define the boundaries of overtime and understand its legal consequences, Wang Tianyu, a legal expert from the Chinese Academy of Social Sciences, said in a commentary article published on Wednesday. The current heated discussion over "invisible overtime" has also become a good opportunity to enhance Chinese workers' legal awareness, allowing more and more people to understand their legitimate interests, learn to preserve evidence for safeguarding their rights, legal experts said. They said that they have handled many similar cases before in actual practice, and the reason why this case brought public attention is because it is the first time that a court has included the concept of "invisible overtime" in its decision. Its significance lies in two parts. The first is that, in the judicial view, the existence of "invisible overtime" is acknowledged. Second, at the methodological level, it provides a reference for identifying "invisible overtime" relatively accurately. In the past, "invisible overtime" was more of a public opinion topic, but the verdict of this case has taken a big step forward in making it a legal concept. Shen Binti, a lawyer from a Beijing-based law firm, shared one case with the Global Times, in which the court ruled that the employee performed overtime work through evidence from electronic devices, like instant messages. Shen believes that putting the term "invisible overtime" in a court work report will have a very positive impact on law popularization and related education, particularly in the current digital era. The case enables many employees to realize that, their work online at weekends can be defined as overtime, said Shen. "It encourages more people to better know about the law and safeguard their legitimate rights and interests." But experts have also pointed out that there is still a long way to go before clarifying a concept in some individual case judgments to the clear legal provisions that the public expects. New steps in building rule of law Apart from dealing with the "invisible overtime" issue, Chinese judicial authorities have never stopped their efforts in solving some long-standing problems such as wage arrears of migrant workers, especially considering that the Chinese Lunar New Year, or Spring Festival, is approaching. They have gained more experiences and explored interdepartmental mechanism that probably could be applied in more fields to effectively protect workers' interests. In a case reported by the Workers' Daily recently, Fu Kexing, a 60-year-old migrant worker in Chencang district, Baoji city, Northwest China's Shaanxi Province, finally received the 6,000 yuan owed to him after five years through the persistent efforts from multiple local authorities, including human resources and the social security bureau, procuratorate, court, and federation of trade union via the "123N" pre-litigation rights protection linkage model. The model includes "one-window acceptance, two services, three-level network, and multi-party coordination." "One-window acceptance" refers to using labor supervision and labor arbitration as the window to accept different types of labor disputes, combining judicial aid and trade union rights protection. The window will classify and divert different cases to corresponding institutions. "Two services" means adhering to the dual services of "popularizing legal knowledge and providing legal aid and assistance." According to statistics reported by the Workers' Daily on January 24, in the last two years since the "123N" model was implemented, Chencang district has conducted 43 legal education activities for migrant workers, held more than 50 lectures, and provided legal aid in 245 cases. They have received 4,288 phone calls and visits, handled 1,734 complaints and reports, and recovered 23.669 million yuan in wages for 2,005 workers. Such mechanisms can guarantee that the migrant workers' demands are responded to directly by the responsible department. On the other hand, it also mobilizes all relevant departments and coordinates them to work together to ensure the true implementation of the law, which is, in fact, the most difficult part of the judicial process, Xu Xinming, a Beijing-based lawyer, told the Global Times. In the next step, the Supreme People's Court, the Ministry of Human Resources and Social Security, and the All-China Federation of Trade Unions will spare no effort in promoting the implementation and refinement of the work needed to eradicate wage arrears, smooth channels to protect the legitimate rights and interests of workers, and contribute to high-quality economic development and social harmony and stability, read the joint statement of the three departments released on January 25. In the conclusion of the cases unveiled in the joint statement, the three departments emphasized interdepartmental coordination, fast-tracking, and making full use of online platforms and pre-litigation mediation to ensure the immediate and effective protection of migrant workers' interests as well as strict and effective enforcement of the law. Exploring interdepartmental linkage mechanisms is a new step to promote effective law enforcement and, in the long run, will accelerate the country's building of the rule of law, said Xu. https://www.globaltimes.cn/page/202401/1306443.shtml
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