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Hongkongers prioritise financial stability and seek equal growth opportunities: Randstad

Randstad Hong Kong shares talent analysis from 12th Employer Brand Research "Attractive salary and benefits" tops "good work-life balance" as the most important EVP talent look for in an ideal employer 80% of Hongkongers feel the impact of AI on their jobs 43% of respondents consider themselves a minority at work, are 16% more likely to face career hurdles  HONG KONG, June 26, 2024 /PRNewswire/ -- "Attractive salary and benefits" has dethroned "good work-life balance" as the top employer value proposition (EVP) driver Hongkongers look for in ideal employers. Randstad - the world's largest talent company - today revealed its complete findings of the 12th annual Employer Brand Research in Hong Kong SAR. Conducted by Kantar TNS in January 2024, the study surveyed 173,000 respondents around the world, including 2,689 individuals in Hong Kong SAR, making it the world's most comprehensive employer branding research based on general talent perceptions. Benjamin Elms, Managing Director at Randstad Hong Kong said, "Our latest survey reveals that employees are laser-focused on their finances, as they ranked EVP factors like salary, benefits, company's financial stability and job security highly. This suggests that talent are re-prioritising their desires, and are highly-motivated by financial factors when evaluating their careers. To retain a productive workforce, companies will need to be more competitive on compensation and benefits in the coming years." Facing inflation's bite, over half of survey respondents across generations received some form of salary adjustment from their employers. However, a disparity exists, as older generations (average 24 per cent) are more likely to not receive any kind of financial support from their employers as compared to their younger counterparts (average 15 per cent). 80% of Hongkongers feel the impact of AI on their jobs - are we ready for the future of work? Using artificial intelligence (AI) regularly at work can help boost overall workplace efficiency and productivity. Approximately one in three respondents (32 per cent) are already using AI at work, especially the younger generations. However, three in 10 respondents said that they have never used AI tools in their work. There are some gender and generational disparities when it comes to using AI at work as well. Women are 6 per cent less likely to use AI as compared to their male counterparts. The adoption rate among Baby Boomers and Gen Xers is low too, with 36 per cent of them saying that they have never used AI at work. In Hong Kong, 80 per cent of respondents said that AI has already impacted their jobs at varying levels. Millennials (82 per cent) are the most likely to feel the impact of AI, followed by Gen Xers (78 per cent), Baby Boomers (73 per cent) and Gen Zers (71 per cent). How has AI impacted your job? I expect to lose my job because of AI 7 % AI has already impacted my job 5 % AI has made a considerable impact on my job 31 % AI has made a little impact on my job 36 % AI has made no impact at all on my job 16 % I don't know 5 %   Elms said, "AI is rapidly transforming workplaces in Hong Kong and already has a considerable impact on many jobs to either make them obsolete or greatly improve the outcomes in the near future. To achieve the latter, employers need to bridge the AI skills gap through more proactive AI literacy training and integrate it into employees' skills development roadmaps to ensure everyone feels empowered to use these tools in their jobs." AI and the upskilling imperative: equipping the workforce for the future AI comes hand-in-hand with skills development opportunities that employers offer. In 2024, 75 per cent of respondents said that re-skilling is important - an increase of 17 per cent from the previous year. Encouragingly, employers are also providing more opportunities, up 14 per cent from last year to 62 per cent in 2024. However, the survey also found that 11 per cent of respondents continue to lack opportunities for advancements, with Gen Xers most likely to feel the pinch. Equity in action: closing the gender gap for a fairer and more productive workplace Hong Kong's unique cultural tapestry, where diverse individuals come together, fosters a vibrant and dynamic workforce. This rich blend of talent is drawn to companies that make efforts to strategically build a more cohesive workforce to drive both productivity and growth. To reflect the expectations of the modern workforce, Randstad included "equity" in the list of EVP factors in the survey this year. It is defined as "offering employees equal opportunities regardless of age, gender, ethnicity, etc.". Interestingly, "equity" debuts as the top fifth EVP that is important to Hongkongers. However, data from the 2024 Employer Brand Research indicates a gap between diversity and true inclusion, as 43 per cent of respondents consider themselves a minority at work due to varying reasons. Approximately half of the respondents in Hong Kong said that they face career advancement barriers, with a surprising gender disparity. Males are more likely than females to feel that they face career roadblocks due to their identity, with 55 per cent reporting such experiences. Furthermore, those who identify as a minority at work are 16 per cent more likely to struggle with career progression, highlighting a potential need for stronger inclusion initiatives alongside efforts promoting equal opportunity. The biggest gender gaps are found in upskilling and re-skilling, job promotions and opportunities given to the most deserving employees.  female male gender gap senior managers are fair when it comes to reskilling and upskilling opportunities of those that report to them 52 % 64 % 12 % senior managers are fair when it comes to hiring or career advancements of those that report to them 51 % 62 % 11 % at my organisation, the best opportunities go to the most deserving employees 53 % 64 % 11 % my unique attributes, characteristics, skills, experience and background are valued in my organisation 54 % 65 % 9 % my organisation provides equal pay for equal work 55 % 62 % 7 % I have faced obstacles in my career progression in this organisation which I believe are due to who I am 49 % 55 % 6 %   "At Randstad, equity is a cornerstone of our commitment to the workforce. We recognise that it is a complex issue to tackle, especially unconscious bias. Our research and talent engagement have consistently emphasised the need to address this by driving inclusion alongside equal opportunity. This means open dialogues, skills-based hiring and talent development, and most importantly, transparency. Clear evaluation criteria and career paths are essential for a truly inclusive workplace where everyone can reach their full potential," Elms said. The launch of the 2024 Employer Brand Research took place on the Clipper Stad Amsterdam This year's Employer Brand Research was launched exclusively at a Randstad event that was held on the Clipper Stad Amsterdam - a three-masted tall ship affiliated to Randstad through its founder, Frits Goldschmeding. The tall ship is currently on a two-year World Tour to spread the message of sustainability, equity and youth employment. During this period, the Clipper anchors at cities where Randstad has a local presence,  partnering with Randstad to create opportunities for thought leaders and talent to connect with one another. Elms shared, "We are very grateful to have this opportunity to launch this year's Employer Brand Research on the Clipper - a tall ship that shares the same mission as we do as the world's largest talent company. Every year, we conduct the survey with at least 2,500 locally-based employees and job seekers. This study aims to analyse trends that can guide employers towards developing more meaningful talent attraction and workforce management strategies to meet today's talent expectations in Hong Kong." Download Randstad Hong Kong's 2024 Employer Brand Research digital report via this link: http://www.randstad.com.hk/hr-trends/employer-brand/randstad-hong-kong-2024-employer-brand-research About Randstad Employer Brand Research The Randstad Employer Brand Research is the most comprehensive, independent and in-depth employer brand research amongst working-age adults in the world, exploring talent insights into the perceptions and drivers that influence workers and identifying the most attractive employers. Initiated in 2000, the research is independently conducted by Kantar, Randstad's international research partner. Survey respondents were polled in January 2024. About Randstad Randstad is a global talent leader with the vision to be the world's most equitable and specialised talent company. As a partner for talent and through our four specialisations - Operational, Professional, Digital and Enterprise - we provide clients with the high-quality, diverse and agile workforces that they need to succeed in a talent scarce world. We help people secure meaningful roles, develop relevant skills and find purpose and belonging in their workplace. Through the value we create, we are committed to a better and more sustainable future for all. Headquartered in the Netherlands, Randstad operates in 39 markets and has approximately 40,000 employees. In 2023, we supported 2 million talent to find work and generated a revenue of €25.4 billion. Randstad N.V. is listed on the Euronext Amsterdam. For more information, see www.randstad.com  

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HKCGI Survey: Retirement Age At 65+

HONG KONG, June 25, 2024 /PRNewswire/ -- The Hong Kong Chartered Governance Institute (HKCGI) (Institute) has released a survey report titled 'A Sustainability Governance Issue: Retirement Age & A Managed Process', drawing insights from approximately 1,300 respondents. The Hong Kong Census and Statistics Department forecasts a significant increase of around 90% in Hong Kong's senior population from 1.45 million to 2.74 million by 2047. The world's population is likewise ageing as people live longer and healthier. Based on respondents' views, the report advocates for 65 and beyond (or 65+) as the preferred retirement age for Hong Kong organisations. That is, organisations could set a retirement age of 65 in line with the civil service and, depending on organisational needs, adopt a managed process for open and transparent discussions around one year before retirement for post-retirement full- or part-time extensions on mutually agreeable terms. Organisations will not take on additional risks as they can replace underperformers. Key Findings and Recommendations Retirement is a Sustainable Governance Issue. Under the United Nations Sustainable Development Goal 8, Hong Kong should promote full and productive employment for all, including senior workers. At the corporate governance level, succession planning requires a balance between retaining experienced employees and effectively integrating new talent. Ms Edith Shih FCG(CS, CGP) HKFCG(CS, CGP)(PE), Honorary Adviser to Institute Council, Past International President, The Chartered Governance Institute and Institute Past President, as well as Executive Director and Company Secretary, CK Hutchison Holdings Limited, noted that: "As an executive of a multinational conglomerate with operations worldwide, and recognising the world population is ageing healthily, it is inevitable, because of the demography, that economies and organisations need to retain senior employees for sustainability of their economies and business operations respectively." Mr David Simmonds FCG HKFCG, Institute President; Chief Strategy, Sustainability & Governance Officer, CLP Holdings Limited, agreed and added, "From the strategic business perspective, simply retiring employees because of their birth-day, that is reducing it to a number, is no longer sustainable. Rather, a more careful assessment of their contributions is required as part of succession planning." Retirement Age of 65+. The survey results indicate a strong preference for allowing employees to work as long as they are capable, with 65 as the recommended retirement age, in line with the civil service, if one is needed (collectively 57% of the respondents). As noted above, organisations could adopt a retirement age of 65 and allow for a managed process for open and transparent discussions commencing around a year, or as the organisations deem fit, before scheduled retirement for post-retirement retention beyond 65. Ms Shih added, "In some countries, forced retirement at a certain age is prohibited due to statutory provisions or anti-age discrimination laws, including the U.K., Canada, Australia, New Zealand, and the U.S. We function well in those economies. We also have no issue with a retirement age in some economies where it serves as a reset for considering the employment relationship with possible post-retirement extensions." Mr Simmonds added, "It has been an easy solution to retire employees when they reach a certain age, but a holistic assessment of the employee's ongoing contribution will align more with business strategy and sustainable governance." Enhanced Public-Private Partnership. The report also underscores the role of the HKSAR Government in enhancing programs to upskill employees for post-retirement roles, mirroring successful models such as Singapore's, which includes tax incentives and subsidies for ongoing education. Click HERE to download the report. About The Hong Kong Chartered Governance Institute(Incorporated in Hong Kong with limited liability by guarantee) The Hong Kong Chartered Governance Institute (HKCGI), formerly known as The Hong Kong Institute of Chartered Secretaries (HKICS), is the only qualifying institution in the Chinese mainland and Hong Kong for the internationally recognised Chartered Secretary and Chartered Governance Professional qualifications. With over 75 years of history and as the Hong Kong/China Division of The Chartered Governance Institute (CGI), the Institute's reach and professional recognition extends to all of CGI's nine divisions, with about 40,000 members and students worldwide. HKCGI is one of the fastest growing divisions of CGI, having over 10,000 members, graduates and students with significant representations within listed companies and other cross-industry governance functions. Believing that better governance leading to better decisions for a better world, HKCGI's mission is to advance governance in commerce, industry, and public affairs through education, thought leadership, advocacy, and engagement with members and the broader community. As recognised thought leaders in our field, the Institute educates and advocates for the highest standards in governance and promotes an expansive approach that considers all stakeholders' interests. Better Governance. Better Future. For more information, please visit www.hkcgi.org.hk. HKCGI Disclaimer Notwithstanding the contents, this paper is not intended to constitute legal advice or to derogate from the responsibility of any person to comply with the relevant rules and regulations. Readers should be aware that this paper is for reference only and should form their own opinions on each case. In case of doubt, they should consult their own legal or professional advisers as they deem appropriate. The views expressed herein do not necessarily represent those of the Institute. It is also not intended to be exhaustive but to guide understanding of the topic. The Institute shall not be responsible to any person or organisation because of reliance upon any information or viewpoint set forth under this paper, including any losses or adverse consequences. The Institute owns the copyright of this paper. This paper is intended for public dissemination, and any reference to it or reproduction in whole or part thereof should be suitably acknowledged.   © 2024 The Hong Kong Chartered Governance Institute. All rights reserved.

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Workers embrace AI and prioritise skills growth amid rising workloads and an accelerating pace of change: PwC 2024 Global Workforce Hopes & Fears Survey

Almost half (45%) of workers say their workload has increased significantly in the past year, as almost two-thirds (62%) say the pace of change at work has increased over the same time More than one-quarter (28%) say they are very or extremely likely to switch employer in the next 12 months – a higher proportion than during the 'Great Resignation' (19%) in 2022 Employees prioritise skills-growth: fewer than half (46%) strongly or moderately agree that their employer provides adequate opportunities to learn new skills. This is particularly important for workers considering leaving: two-thirds (67%) say opportunities to learn new skills are a key factor in any decision to job-switch More than 80% of workers who use generative AI daily expect it to make their time at work more efficient in the next 12 months. Half (49%) of all users expect it to lead to higher salaries Cost-of-living pressures ease slightly: the proportion of workers with money left over each month rises to 45% (compared to 38% in 2023). However, 52% say they are still financially stressed LONDON, June 25, 2024 /PRNewswire/ -- Among more than 56,000 workers across 50 countries and territories, many say they are prioritising long-term skills growth to accelerate their careers amid rising workloads and heightened workplace uncertainty, according to PwC's 2024 Global Workforce Hopes & Fears Survey, published today. In the last 12 months, workers say they have experienced rising workloads (45%) and an accelerating pace of workplace change. Nearly two-thirds (62%) say they have experienced more change at work in the past year than the 12 months prior, with two-fifths (40%) noting their daily responsibilities have changed to a large or very large extent. Almost half (44%) don't understand the purpose of changes taking place. In the midst of this growing mix of employee pressures, the findings suggest workers are alert to opportunities elsewhere, and are highly focused on skills growth and embracing AI. More than one-quarter (28%) say they are likely to switch employer in the next 12 months, a percentage far higher than during the 'Great Resignation' (19%) of 2022. Two-thirds (67%) of those considering moving say skills is an important factor in their decision to stay with their current employer or switch to a new one. Carol Stubbings, Global Markets and Tax & Legal Services (TLS) Leader, PwC UK, said: "As workers face heightened uncertainty, rising workloads and continue to face financial stress, they are prioritising skills growth and embracing new and emerging technologies such as GenAI to turbocharge their growth and accelerate their careers. The findings suggest that job satisfaction is no longer enough. Employees are placing an increased premium on skills growth in a climate characterised by constant technological change. Employers must ensure they are investing in their employees and technological platforms to mitigate employee pressures and retain the brightest talent." Workers embrace AI to ease workplace pressures and unlock personal growth As employees face heightened workplace pressures, they are also turning to new and emerging technologies such as generative AI (GenAI) to help. Among those employees who use GenAI daily, 82% expect it to make their time at work more efficient in the next 12 months. Employees are also optimistic about opportunities for GenAI to support their growth. Half (49%) of all users expect GenAI to lead to higher salaries – an expectation that's even higher (76%) among employees who use the technology daily. More than 70% of users agree that GenAI tools will create opportunities to be more creative at work (73%) and improve the quality of their work (72%). The skills imperative Workers are placing an increased premium on skills growth to mitigate their concerns and accelerate their careers. Employees who say they are likely to switch employers in the next 12 months are nearly twice as likely to strongly consider upskilling in that decision than workers planning to stay (67% vs. 36%). This comes as fewer than half (46%) of all employees moderately or strongly agree that their employer provides adequate opportunities to learn new skills that will be helpful to their careers. Employees who are likely to leave in the next year may be more attuned to skills changes that are needed than the general workforce, with 51% moderately or strongly agreeing that the skills their job requires will change in the next five years (vs. 29% of those unlikely to change employer). There is particular interest in the impact of AI on skills development, with 76% of all users expecting it to create opportunities to learn new skills at work. However, employers will need to invest heavily in new and emerging technology training and access. Among employees who have not used GenAI at work in the last 12 months, one-third (33%) don't think there are opportunities to use the technology in their line of work, while 24% don't have access to the tools at work, and 23% don't know how to use the tools. Despite the pace of change, there are also signs of optimism and engagement at work. 60% of workers expressed at least moderate job satisfaction (up from 56% in 2023) while more than half (57%) of employees who view fair pay as important agree that their job is fairly paid. Cost-of-living pressures have slightly eased since 2023 (the proportion of workers with money left over each month has risen to 45%, up from 38%). However,  more than half (52%) say they are still financially stressed to some degree. Pete Brown, Global Workforce Leader, PwC UK, said: "Technology is fundamentally transforming the way work gets done and the types of skills employers are looking for. Employees are therefore placing an increased premium on organisations that invest in their skills growth so that they can stay relevant and thrive in a digital world. Businesses in turn must be proactive in their upskilling programs - prioritising the employee experience and being transparent. Because when you meaningfully engage your workforce, they become an accelerant for successful transformation." Notes to Editors:  About the Survey In March 2024, PwC surveyed 56,600 individuals across 50 countries and territories who are in work or active in the labour market. The sample was designed to reflect a range of industries, demographic characteristics and working patterns. You can read the full report on pwc.com. About PwC © 2024 PwC. All rights reserved. PwC refers to the PwC network and/or one or more of its member firms, each of which is a separate legal entity. Please see www.pwc.com/structure for further details.

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DIRI LAUNCHES FIRST OF ITS CURATED LESSON PLAN "MASTER THE MODEL EMPLOYEE MINDSET"

KUALA LUMPUR, Malaysia, June 24, 2024 /PRNewswire/ -- DIRI, Malaysia's leading edutainment streaming service, launches its first curated lesson plan, "Master the Model Employee Mindset". In conjunction with Human Resource Development Corporation's (HRDC) National Training Week (NTW) from 24th June to 7th July 2024, the curated lesson plan will be available for free. This program is designed to equip Malaysians with the skills and strategies needed to excel in the workplace, all available for free during this special period. DIRI, Malaysia's leading edutainment streaming service, launches its first curated lesson plan, "Master the Model Employee Mindset". In conjunction with Human Resource Development Corporation's (HRDC) National Training Week (NTW) from 24th June to 7th July 2024, the curated lesson plan will be available for free. This program is designed to equip Malaysians with the skills and strategies needed to excel in the workplace, all available for free during this special period. DIRI's "Master the Model Employee Mindset" program is crafted to equip you with the attitudes, behaviours, and skills that define an exemplary employee. Participants will be meticulously guided through the intricacies of thriving within the corporate world as we set the stage for their continued growth and success. "Master the Model Employee Mindset" Curated Lesson Plan Highlights Unlock the potential of your employees by enrolling them in our "Becoming the Model Employee" curated lesson plan. This unique program features invaluable lessons and inspiring stories from some of Malaysia's most respected figures: Nazir Razak, Wahid Omar, Mazlan Othman, Tony Fernandes, and Nicol David. Designed to make employees more self-aware and proactive in their professional growth, this course is an essential tool for new employees, potential managers, and individual contributors. It includes 60-minutes of video content plus 120-minutes of self reflective and realworld exercises. Mazlan Othman's Note-Taking Techniques: Discover the specific techniques used by Malaysia's first astrophysicist to enhance understanding and retention. Nazir Razak's Corporate Survival Qualifications: Learn the three key qualifications essential for thriving in the corporate landscape, as shared by the former CEO and Chairman of CIMB Group. Tony Fernandes on Disruption: Understand the importance of disruption and how to leverage it for professional growth, from a notable figure in aviation. And Much More: The lesson plan includes a variety of insights and strategies from leading experts to foster a continuous learning mindset. "Master the Model Employee Mindset" is more than just a training program; it's a transformative journey that empowers employees to take their professional development into their own hands. With lessons from Malaysia's leading figures, this course will inspire and equip your workforce to achieve excellence. DIRI's curated lesson plans are designed to provide a comprehensive and practical learning experience that empowers individuals to thrive in their careers. By combining key lessons from various mentors, this lesson plan creates a cohesive and actionable framework that enhances participants' knowledge and skills, making them more effective and adaptable in the workplace. In the coming months, DIRI will be launching more curated lesson plans. For individual learners, curated lessons aim to provide a more structured pathway to personal and professional growth. The lessons are designed to impart practical skills and knowledge that can be immediately applied in the workplace, enhancing overall performance and career progression. For HR professionals and department heads, this curated lesson plan is an invaluable tool for training and development purposes. It offers a comprehensive, ready-made program that can be integrated into existing training initiatives, helping to cultivate a culture of continuous learning and improvement within teams. By leveraging the expertise of DIRI mentors, HR or management team leaders can ensure their employees are equipped with the latest strategies and practices to thrive in today's competitive business environment. To celebrate this launch, DIRI is offering "Master the Model Employee Mindset" for free from 24th June to 7th July 2024. All you need to do is sign up with DIRI on https://diri.my/national-training-week/ to access this exclusive free lesson plan. This is a unique opportunity to gain valuable skills and knowledge from some of Malaysia's best, without any cost. National Training Week Registration Link: English: https://www.nationaltrainingweek.gov.my/courseDetails?courseId=5210 Bahasa Melayu: https://www.nationaltrainingweek.gov.my/courseDetails?courseId=5211 DIRI ALL ACCESS Also introducing DIRI ALL ACCESS subscription for just RM399 (normal price: RM450). This year-long subscription provides access to all our courses, offering incredible value for the price of two single courses. With DIRI ALL ACCESS, you'll receive a new course every month, ensuring a continuous stream of up-to-date content and fresh, dynamic perspectives. Our curated tracks are tailored to your learning journey, providing an effective, structured, and comprehensive educational experience, supported by extensive content and guidance throughout the year. Included in the all access subscription: Year-Long Access: Enjoy all DIRI courses for an entire year. New Course Every Month: Stay updated with the latest knowledge and insights. Curated Learning Tracks: Benefit from structured and comprehensive learning paths. Extensive Educational Support: Receive continuous support and guidance. DIRI is dedicated to transforming learning and development through engaging, high-quality content. Join us in redefining education and unlocking your true potential with DIRI ALL ACCESS. For more information on DIRI, visit www.diri.my. For information on DIRI for Business, visit www.diri.my/for-business, and follow us on social media. Instagram: @learnwithdiriFacebook: www.facebook.com/learnwithdiriTikTok: @learnwithdiriYouTube: @learnwithdiri Click here to download the press kit.

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Hong Kong Airlines Strengthens Flight Attendant Recruitment in Thailand

 First Batch of Thai Flight Attendants to Commence Service by June HONG KONG, June 21, 2024 /PRNewswire/ -- The daily flight volume of Hong Kong Airlines has returned to the pre-pandemic level in the first half of the year. As it continues to expand its fleet and launch new routes, Hong Kong Airlines anticipates to recruit over 10% more pilots and 40% more cabin crew within the year. To meet these development needs, the Company has launched a series of recruitment events in various cities across Hong Kong, Mainland China and other regions, hiring for multiple positions including frontline staff and flight attendants. Hong Kong Airlines Strengthens Flight Attendant Recruitment in Thailand At its latest flight attendant recruitment event hosted in Bangkok on 15 June, the Company successfully attracted thousands of job seekers eager to embark on a career in the aviation sector. After a thorough screening process, qualified candidates were invited for on-site interviews.   Qualified candidates were invited to the recruitment event for on-site interviews and introductory seminar.   Mr Chaturont CHAIYAKAM shared insights in the recruitment event The recruitment event was honoured by the presence of special guest Mr Chaturont CHAIYAKAM, the Consul-General of the Royal Thai Consulate-General in Hong Kong. Mr Chaturont CHAIYAKAM shared insights on the development opportunities in the aviation sector between Hong Kong and Thailand, encouraged the younger generation of Thailand to actively pursue careers in aviation, and expressed his support for Hong Kong Airlines' stepping up its recruitment efforts in Thailand, considering it a great opportunity to strengthen the talent exchange between the two regions. Ms Sally Lo, General Manager of Onboard Experience at Hong Kong Airlines, stated, "Thai employees are known for their strong ability to adapt to different cultures and work environments. Their proficiency in both Thai and English, coupled with their diligence, discipline, enthusiasm for work, and commitment to providing excellent service, gives them an edge in the international business environment. The over twenty Thai flight attendants we recruited earlier this year are now in the final stage of their training and are performing well. They are expected to graduate by the end of the month and start providing service on all our flights." With more talents from diverse cultural backgrounds joining the company, Hong Kong Airlines provides them with comprehensive cultural guidance and language course support. The Company has also established an employee assistance programme to help new joiners cope with personal or work-related challenges that they may face during the relocation period. This includes offering counselling services, stress management resources, and guidance to alleviate homesickness, all aimed at helping employees adapt to life in Hong Kong and company culture, ensure sustainable talent retention. Ms Viola Wong, Director of Human Resources of Hong Kong Airlines, shared insights on the company's corporate culture at the event. She stated, "The employee turnover rate is currently relatively stable. To further retain and motivate our employees, we launched various incentive schemes, communication channels and staff caring activities. We anticipate a net increase of 500 employees this year and will continue to allocate resources in various aspects of talent training and employee activities to retain our valuable employees " In addition to organising recruitment events, the Company continues to recruit as needed and accepts job applications through its official website from time to time to encourage those passionate about aviation to join the company. About Hong Kong Airlines Established in 2006, Hong Kong Airlines is a full-service airline firmly rooted in Hong Kong. The airline flies close to 30 destinations across the Asia Pacific, and currently maintains interline and codeshares with multiple airline partners and ferry service providers. Hong Kong Airlines operates an all-Airbus fleet. It has been awarded the internationally acclaimed four-star rating from Skytrax since 2011. For more information, please visit hongkongairlines.com or our social media channels on LinkedIn, Twitter, Instagram and Facebook.

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Accelerating Globalization, Bossjob's AI-Powered Recruitment Platform Transforms Talent Acquisition

SINGAPORE, June 20, 2024 /PRNewswire/ -- In the ever-evolving landscape of the workforce market, Bossjob emerges as a beacon for global job seekers and employers, offering an AI-powered recruitment platform that transcends traditional matching models. With the groundbreaking approach of real-time communication, Bossjob empowers job seekers to "Find Job, Talk to Boss" directly, streamlining the path to their next opportunity. Bossjob: AI-powered and Chat-oriented Recruitment Platform Labour Shortages Amidst Unmet Demand for Decent Work International Labour Organization reported that growing imbalances between the demand for and supply of labour have been a puzzle for economic observers and policymakers in recent years. Despite large job market disruptions from the pandemic, labour demand outstripped available supply early in the recovery in advanced economies and key sectors. The imbalances between labour-rich countries and those with shrinking labour forces have led employers to pay more emphasis on the effectiveness of recruitment platforms, especially the cross-border talent resources and talent-matching capabilities. This provides an opportunity for Bossjob's globalization strategy to be implemented and promoted. Breaking Threshold, Chat-Oriented Bossjob Empowers Instant Gratification Labour markets know no boundaries and neither does Bossjob. The globalization strategy connects talents and employers across nations. Whether you're in cosmopolitan California, bustling Singapore or vibrant Manila, Bossjob ensures that opportunities are accessible. The chat-oriented platform transcends geographical limitations and revolutionizes communication between job seekers and employers, making job-seeking seamless and efficient. Differentiated from traditional job applications, candidates can chat directly with hiring managers instantly without waiting for feedback email or call after a lengthy resume screening. Bossjob encourages direct dialogue and immediate action, whether discussing job requirements, location type, or interview logistics, every interaction counts. This real-time conversation empowers instant gratification and accelerates the job-matching processes. Accelerating Globalization, AI-Powered Bossjob Transforms Talent Acquisition Bossjob is a movement towards a more connected and efficient job market. By harnessing the power of AI, Bossjob matches talents with employers in a dynamic environment precisely. Bossjob's proprietary and cutting-edge AI recommendation model, powered by a machine learning framework TensorFlow, is the secret sauce. It sifts through profiles, identifying the perfect match for each job opening. Employers receive curated candidate suggestions, while job seekers find roles that align with their skills and aspirations. Worthnoting that AI-powered Bossjob has been selected for Nvidia Inception Program. It is a milestone for Bossjob to offer top-tier AI-driven job-matching services and a superior user experience. About Bossjob With over 3 million registered talents, Bossjob is a chat-oriented and AI-powered recruitment platform that introduces an online effective hire model and precise talent matching globally. Bossjob encourages direct communication between job seekers and employers. Join the conversation today and discover what awaits you on Bossjob. It is available to download on the App Store and Google Play.

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