CIBC Caribbean’s Post

Randstad surveyed 200 New Zealand hiring managers, to gauge their hiring intentions, their top people management challenges and their thoughts on the economy in 2024. One of the key findings is that currently Human resources (30%), accounting and finance (29%) and technology and project management (25% respectively) are the top 3 most challenging role types to fill right now. what skills are becoming more critical to your organisation in 2024? #accounting #hiringmanagers #recruitment #randstad

Harsh reality check 👇 99% of job vacancies mention these as work perks: ↳ Fair salary ↳ Paid vacation ↳ Health insurance ↳ Professional training ↳ Remote work options ↳ Flexible working hours ↳ Team building activities ↳ Quality work equipment ↳ Office tea, coffee, and snacks ↳ A non-toxic work environment ↳ Professional growth opportunities But here's the truth: These are just the basics a company should provide so employees can perform their jobs. To achieve better outcomes, companies must offer better conditions: ➟ Resources to prevent burnout ➟ Mentorship and guidance from leaders ➟ Support for physical and mental well-being ➟ Effective team-building through activities and training ➟ Training not just to deepen expertise but to explore new skills ➟ Salary that reflects employee contributions, not just market rates ➟ and many others. It's that simple: The more a company invests in its employees, the more productivity and loyalty it receives in return.

Singapore National Employers Federation (SNEF) and the pre-approved Job Redesign (JR) consultants appointed under the Support for Job Redesign under Productivity Solutions Grant (PSG-JR) will be rolling out a series of pre-scoped business in line with Workforce Singapore's objective to support companies in their enterprise and workforce transformation. These pre-scoped solutions are targeted at various business needs and aspirations. The first pre-scoped business solution we are introducing is the Flexible Work Arrangements- Request (FWA-R) Enabler from Ernst & Young, a pre-approved consultant appointed under PSG-JR. The FWA-R Enabler addresses organisations’ requirement to implement FWA processes by 1 December 2024 which was announced by the Ministry of Manpower in April 2024. Please sign up at [email protected] if you are keen to connect with EY in establishing new HR processes, managing FWA requests, and transforming job roles and workflows to accommodate flexible work arrangements.

2007: Started my career in HR in a local insurance company, very humble but eager to learn and grow. 2009: Joined the biggest independent audit firm in Cyprus, setup HR from scratch and managed all HR activities and processes. Learned a lot by #doing but my #confidence was still not great. 2015: Career transition to #gamingindustry landing an HR Generalist role in Wargaming in Global Development team. Not a gamer prior, so I dedicated time and effort to understand the industry, play #games and learn how the company operates #businessacumen 2020: Moved into #HRBP role (my dream), getting closer to the business and building trusted relationships 2024: Became Senior HRBP covering #global teams and getting more responsibilities. What I #learned over the years? Follow your #dreams, nothing is impossible. Some key steps: 🔔 Put in the work #workhardplayhard 🔔 Connect with #peers, #experts, #mentors. You will get something from each of them. 🔔 Don't let anyone put you down or make you believe you can't do it. #resilience and #determination will take you far. 🔔 Stay #curious, dig into things, be proactive and solution oriented. If anyone can do it, this is you! Don't forget that. What are your #learnings from your #career path? Feel free to share below 👇

🌟 Job Satisfaction Unveiled by U.S. News! 📰✨ Delve into the #insights shared by Money U.S.News on the #job satisfaction of #administrativeassistants. Explore the dynamics of upward #mobility, #stress levels, and #flexibility in this engaging article #JobSatisfaction #USNewsInsights #CareerFulfillment #joinourteam

Dear Recruiters, HR Teams, Managers, and anyone hiring, promoting, or involved in relocating employees: It's 2024, I am BEGGING YOU, please stop advocating to candidates that they get married to try to make your work easier in relocating family units. It's not our business, and I'm running out of ways to count how often you are literally valuing one partner's labor over another for seniority, salary, benefits, and personal autonomy. Hint: Before you come ask me why you can't find enough folks with international experience + 20 years in the sector we need to talk about how many you disqualified 2006-15 in China, UAE, Malaysia, Singapore, & Indonesia because we were building resorts using their knowledge but not accounting for them on your manifests. Friends and colleagues who need coaching on how to cover the years you were DOING the work but not officially hired or allowed to say you were even in region, hit me up, I'm starting to book time in June through August and there's a lot of work coming.

Opportunity

PwC Middle East shares findings from its Workforce Hopes and Fears Survey revealing "a workforce that is deeply engaged, forward-thinking and optimistic." This is fantastic news, highlighting how we must embrace this dynamic and positive workforce. For marketing leaders, this means 🌱Creating opportunities for upskilling and professional growth 💻Embracing emerging technologies and flexible work arrangements ❤️Nurturing their most important asset – their team – to drive organizational success I highly recommend taking a closer look at the report. 

This complements the #vacancy advertised earlier this week within our Human Resources team, but is much more focused on compliance, policies and systems. As such this will suit a high-organised, detailed-orientated, experienced professional who can embrace the complexity of a global workforce - so different employment types in vastly differing employment and regulatory contexts (think UK and the UAE vs Yemen and Haiti) and the need to comply with the different policies and procedures of our governmental donors. In short, the need to be systematic and coherent in complex and evolving contexts - never a dull moment!

Total Rewards | Acceptance in Pakistan! Total rewards starts with the basic pay and salary. It revolves around the pay structure that you are following. Broad banding is the best way forward that provides flexibility to the HR Managers and the companies managements to recognize and reward in line with the performance. Benefits and Perks are the second component of total rewards. Such benefits include medical, leave, leave encashment, office car, office transport, gratuity, provident fund, stock options and so on. Career progression is another way forward where the employees are provided with clear career pathways. What learning will take place, how upskilling and reskilling will be ensured? How much time it will take and so on. Career progression is both vertical and horizontal. Work life balance is the key. Flexibility in terms of work arrangement, remote work and hybrid work modality. Sick leave, sabbaticals, casual and privilege leave, mental and physical well being in practical terms and so on. Work culture is the bedrock. In my view, total rewards hinges on the work culture and how the people produce results together. Behaviours, management style, day to day communications and so on. Total rewards is practiced in big companies, MNCs, banks, telecom companies and bigger manufacturing concerns. Still it is not yet practiced in small and medium size companies. Your views are invited to share your ideas about Total Rewards and how those are practiced in your companies, countries, regions, industry. #totalrewards #broadband #paystructures #worklifebalance #careerprogression