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Fujitsu Global Delivery Center Philippines awarded with Best Places to Work Certification

MANILA, PHILIPPINES – Media OutReach – 26 July 2022 – Fujitsu’s Global Delivery Center in the Philippines (GDC) has been awarded with the Best Places to Work certification during the awarding ceremony that took place at its head office in Taguig City on June 2, 2022.

Arlene Gregorio, Head of Philippines GDC, and Aristeo “Theo” Cataluna, Head of Human Resources, Philippines GDC, received the trophy and plaque on behalf of the company.

“Amazing, amazing achievement for our organization. This afternoon is not really about Fujitsu, but it’s really about the people of Fujitsu. So Best Places to Work is not about the facilities, it’s about our culture; it’s about the way we take care of each other. And definitely a big part of that would be our HR team, our IT team, our support team, and of course, our delivery team – meaning each and every one of this membership,” said Ms. Arlene Gregorio, Head of Fujitsu GDC Philippines, who added that the awarding ceremony is not a culmination event, but a continuous effort for the organization to be one of the best places to work for in the world.

“I am truly humbled by the result of this certification activity because this is based on the anonymous responses collected from our dear team members. As such, this award recognizes the significant contribution of everyone in the organization. In HR, together with the support teams and the senior leadership team, we constantly challenge ourselves on how to give better support to the employees,” said Aristeo Cataluna, Head of Human Resources, Fujitsu GDC Philippines.

Fujitsu GDC Philippines was assessed focusing on eight (8) workplace factors including culture, leadership, opportunities for growth, and people practices. The GDC Philippines’ Human Resources (HR) policies and practices were also assessed against Best Places to Work’s global people framework standard. In addition, the GDC also attained high scores from the employee satisfaction survey which were answered anonymously.

Representing the Best Places to Work organization and program was Hamza Idrissi who joined the awarding ceremony virtually.

Best Places to Work is an international HR certification program that certifies and recognizes leading workplaces in many countries around the world.

HR practices implemented in the organization against our global people framework standard.

LinkedIn: https://www.linkedin.com/company/best-places-to-work-program/
Twitter: https://twitter.com/bptw4
Facebook: https://www.facebook.com/bptw4all/

For more information, please visit www.bestplacestoworkfor.org

Hashtag: #BestPlacesToWork

The issuer is solely responsible for the content of this announcement.

Infor Names Isabella Kusumawati Vice President and Managing Director for Southeast Asia and Korea

Asian industry veteran chosen to helm most diverse region in Asia Pacific

SINGAPORE – Media OutReach – 26 July 2022 – Infor, the industry cloud company, today announced the appointment of Isabella Kusumawati as vice president and managing director for Southeast Asia and Korea (SEAK). Based at the company’s regional hub in Singapore, Kusumawati will be responsible for scaling Infor’s SEAK business, driving customer success and strengthening the ecosystem to spearhead the next phase of growth across Singapore, Thailand, Malaysia, Indonesia, the Philippines, Vietnam and Korea.

Isabell.jpg

“We are thrilled to welcome Isabella to Infor to lead our fast-growing SEAK region. She is a seasoned and well-respected leader in the industry, with a strong track record in driving customer transformation and building high-performing sales teams in top technology companies across the globe,” said Chema Aramburu, executive vice president and general manager for Asia Pacific & Japan. “Digital technologies such as cloud, mobility, artificial intelligence and IoT continue to present immense opportunities for us to help our customers accelerate innovation across their business. I am confident that Isabella will be an asset to Infor, our partners and a trusted advisor to customers.”

Kusumawati brings over two decades of experience in sales management, including new market and business development. Most recently, she was vice president and managing director of Southeast Asia for SUSE. Prior to that, Kusumawati held strategic leadership roles at Salesforce, SAP, Oracle and Microsoft, where she was instrumental in strengthening customer and partner satisfaction, and clinched multiple sales, leadership and employee awards for her achievements.

A native to a region as diverse as Southeast Asia, Kusumawati’s ability to speak a number of languages key to this part of the world, coupled with her understanding of Asian business, will be an edge for the role. She is an active member of the Women’s Business Network, and a passionate advocate for women in technology and leadership.

“The Southeast Asia and Korea markets are growing at a rapid pace, and there is accelerated consideration and appetite for cloud that enables organizations to drive innovation and strategic outcomes at speed and scale. As businesses emerge out of the post-pandemic fog of the past two years, they are increasingly looking for technology solutions that can support their growing needs for operational agility, efficiency, resilience, and visibility,” said Kusumawati. “Infor’s industry-specific CloudSuite solutions are purpose-built to address these needs and accelerate time-to-market for business innovation. I am excited to be joining the Infor family, and look forward to driving even greater success and outcomes for our customers and partners across the SEAK region.”

Media contact:
Phyllis Tan
Infor Asia Pacific & Japan
phyllis.tan@infor.com
+65 9799 9133

Hashtag: #Infor

About Infor

Infor is a global leader in business cloud software specialized by industry. We develop complete solutions for our focus industries, including industrial manufacturing, distribution, healthcare, food & beverage, automotive, aerospace & defense, and high tech. Infor’s mission-critical enterprise applications and services are designed to deliver sustainable operational advantages with security and faster time to value. We are obsessed with delivering successful business outcomes for customers. Over 60,000 organizations in more than 175 countries rely on Infor’s 17,000 employees to help achieve their business goals. As a Koch company, our financial strength, ownership structure, and long-term view empower us to foster enduring, mutually beneficial relationships with our customers. Visit .

How Can Hong Kong Create a Breakthrough in Times of Talent Crisis through the Pandemic, explored by Master of Science in Human Resource Management and Organisational Behaviour, Lingnan University

HONG KONG SAR – Media OutReach – 26 July 2022 – The pandemic has amplified the talent crisis of Hong Kong, according to the government Census and Statistics Department, the total employed persons have decreased by around 244,500 from 3,855,000 in May 2019 – July 2019 to 3,610,500 in January 2022 – March 2022. In January 2022, the American Chamber of Commerce (AmCham) in Hong Kong conducted a survey and found in its “2022 Business Sentiment Survey Report” that more than 40% of employees from American companies in Hong Kong are more likely to leave the city while over 25% of surveyed American companies say they are more likely to leave Hong Kong.

And in January 2022, the Japan External Trade Organization (JETRO) also indicated that “37% of 251 Japanese companies in Hong Kong noted it was more difficult to hire locally than it had been a year earlier”. On March 30 of 2022, Hong Kong Chief Executive Carrie Lam also admitted that “It’s an unarguable fact that we have a brain drain and some senior managements of some corporates have left Hong Kong”.

The CEO of Lan Kwai Fong Group, Allen Zeman, has made an open-up suggestion about the current talent situation. He thought that “we have to open up Hong Kong. It is great to worry about health, which is especially important. But on the other hand, we also need an economic life as we are an international financial center.”

Oxford Metrica also conducted a survey in 2021 for the Financial Services Development Council of Hong Kong, and the council pointed out in its report “2021: Hong Kong – the Leading Global Financial Centre” that “The challenge will be to find ways to ensure that Hong Kong continues to be a popular posting for expatriates while at the same time attracting the best and brightest young graduates locally to join the financial services industry”. Thus, there is a need for talent strategies and specific plans to maintain and strengthen Hong Kong’s advantages of talent competitiveness.

In the 4th quarter of 2021, the distribution of composite employment by sector in Hong Kong was 2% in manufacturing with 89,100 workers and 88.4% in service industries which cover several key industries including financial and insurance services with 286,500 persons accounting for 7.8% share in total employment, trading and logistics with 877,600 employees accounting for 23.8% share in total employment and professional and business services with 401,800 persons accounting for 10.9% share in total employment as reported by HKSAR census and statistics department.

Given the current situation of digital needs, departure of ex-pats, immigration of Hong Kong residents, the aging population as well as low birth rate. According to the statistics released by the Census and Statistics Department of Hong Kong, the percentage of residents aged sixty-five or above is projected to increase from 703,700 in 2021 to around 945,723 at the average annual rate of 5.05% by 2027.

It is projected that there would be a witness of talent shortage and a worsening gap between the labor demand and supply of approximately 170,000 positions after 5 years in Hong Kong which is in 2027 due to the gap between the retiring population and newly added population. The industry with the biggest vacancy would be professional and business services, it is estimated that this field will lack 32,000 people in 5 years. The finance industry will lack 16,000 people in 5 years. And the Information and Communication Techniques field is about to see a gap of 12,000 vacant occupations in 5 years.

To realize the talent strategy, we could establish different talent development game plans regarding the period of time that talents may stay in Hong Kong.

Sources of long-term talent include largely both local and non-local higher education graduates who study in Hong Kong, professionals, mainland talents, and highly skilled or talented persons.
The main source of short-term talent would be the expatriates.

1. The First Category Long-term Talent Source – (Local & Non-local Fresh Graduates in Hong Kong)

The first one is fresh graduates of Hong Kong which include both local and non-local residents. There are nearly 30,000 graduates every year from the programs funded by the University Grants Committee (UGC) in Hong Kong, and that number was 28,861 in 2021 as reported by UGC in which approximately 13% of whom were mainland Chinese students. They also account for around 67.1% of the total non-local students.

Besides, there are around 49,000 postgraduate students in Hong Kong in both government-funded and self-financed postgraduate programs regarding the figures published by 8 UGC-funded universities while the vast majority of them come from mainland China. Of all those students in higher education, the number of students studying business courses (including business management and finance) and computer science and information technology is about 13,000 and 5,000, respectively.

On the other hand, the United Kingdom (UK) has launched the “BNO” (British National Overseas) scheme since the beginning of 2021 which allows eligible Hong Kong residents and their families to live, study or work in the UK. In May 2022, the UK initiated another visa scheme called as “HPI” (High Potential Individual) visa which aims at attracting eligible students who graduated in the past 5 years worldwide, any graduate of universities that have ranked top 50 in at least 2 comprehensive references for university rankings out of the Times World University Rankings, QS World University Rankings and Academic Ranking of World Universities could apply for the “HPI” visa. A few universities in Hong Kong are on the list. The impact of the UK’s “BNO” scheme and “HPI” (High Potential Individual) work visa on Hong Kong’s “brain drain” is unknown.

2. The Second Long-term Talent Source – (Professionals, Mainland Talents, and Technology Talents Coming to Hong Kong through Various Admission Schemes)

Hong Kong has also launched various kinds of talent admission schemes trying to attain valuable human capital. Thus, the second long-term talent source of Hong Kong includes professionals under the General Employment Policy (GEP), mainland talents from the Admission Scheme for Mainland Talents and Professionals (ASMTP), and talents with relevant technical backgrounds through the Technology Talent Admission Scheme (TechTAS). According to the Hong Kong Immigration Department, the number of talents coming to Hong Kong via the aforementioned types of immigration schemes was about 32,000 per year before the pandemic.

3. Short-term Talent Source – (Expatriates)

The other pool of talent is expatriates. Hong Kong as a global financial center holds a high percentage of expatriates in its population, there were 41,592 of them in 2018 referring to the statistic provided by the Hong Kong Council of Social Services.

Therefore, it is imperative to strengthen the attractiveness of Hong Kong to those talents, and the existing methods and thinking modes are not enough to address the growing talent crisis.

For local recent university graduates, we could:

i. Create and expand job opportunities in Hong Kong and the Greater Bay Area (GBA).

ii. Continue and expand the job assistance scheme to GBA.

ii. Support them with other approaches such as housing allowances/subsidies, career pathway development, tax incentive, and so forth.


For non-local recent university graduates:

i. Government may consider increasing the scholarship opportunities and relaxing the restrictions on working for non-local students to attract them to study in Hong Kong.

ii. Continue the ease of application for the Immigration Arrangements for Non-local Graduates (IANG) visa and consider the extension of the validity period of the IANG visa (the number of IANG visa applicants is around 9,000 every year) for the sake of attracting non-local students to stay and work in Hong Kong after graduating.

iii. A more controversial but attractive approach is for policymakers to consider revising the immigration policies and shortening the residency requirement from 7 years to 4 years in becoming permanent residents of HKSAR.

iv. Initiate a tuition grant scheme similar to Singapore that waives a certain amount of tuition fees in exchange for a fixed duration of work in Hong Kong.

v. Collaborate with different enterprises in Hong Kong and provide internship or work opportunities for non-local fresh graduates.


For Professionals, Mainland Talents, and Technology Talents:

i. In the short term, easing the travel and quarantine restrictions could mitigate the burdens on the flow of talents.

ii. Increase the input on R&D (research and development) and other infrastructure and create more relevant occupations to attract as well as retain talents with a technology background. Currently, Hong Kong’s R&D investment only accounts for less than 1% of its GDP as reported by the Census and Statistics Department in 2021 while that proportion of global districts has almost achieved 5% early in 2018 according to the data released by The Global Economy, and that average rate of European Union was 2.32% in 2020 as presented by European Commission.

iii. Financial support or tax incentives for those who come to Hong Kong to start businesses in key industries.

iv. Increase government funding to encourage the knowledge transfer of academic research.

v. Policymakers could consider assisting these talents with job searching in both Hong Kong and the GBA.

vi, Other than the IANG scheme, policymakers could consider the continuation and expansion of the General Employment Policy (GEP) and Technology Talent Admission Scheme (TechTAS).


For Expatriates:

i. Policymakers could design and implement tax holidays on income for eligible expatriates who work in key industries or technologies.

ii. Spouse career development support such as financing part of the tuition to attend recognized programs.

iii. Strengthen education support for expatriates’ children, government could reconsider continuing to subsidize the English Schools Foundation (ESF) to ensure the quality international education for expats’ children.

In summary, Hong Kong’s existing talent plans are not adequate to help it get a breakthrough in building the talent pipeline. Policymakers should contemplate more innovative and proactive initiatives to attract and retain both long- and short-term talents for Hong Kong.

Hashtag: #LingnanUniversity

EU Approves Monkeypox Vaccine From Bavarian Nordic

The European Commission has granted permission to Danish biotechnology company Bavarian Nordic to market its Imvanex vaccine as protection against Monkeypox.

Cambodians Upset over Use of National Flower in Thai Movie

A Thai film poster depicting Cambodia's national flower causes consternation among Cambodians.

Cambodians are upset about a new Thai film poster depicting the Rumduol, Cambodia’s national flower.

DHL Express announces new leadership for Australian business

  • Gary Edstein, CEO and Senior Vice President will retire at the end of 2022 after 36 years of service
  • Phil Corcoran named new Managing Director, DHL Express, Australia and Papua New Guinea

SINGAPORE – Media OutReach – 26 July 2022 – DHL Express, the world’s leading international express service provider has announced the retirement of Gary Edstein, CEO and Senior Vice President for Australia and Papua New Guinea at the end of 2022. Phil Corcoran, currently Vice President Commercial Australia will assume the role of Managing Director, Australia and Papua New Guinea, effective 1 January 2023 and will report to Ken Lee, CEO Asia Pacific, DHL Express.

From 1 January 2023, Gary Edstein (left), CEO and Senior Vice President for Australia and Papua New Guinea, DHL Express, will retire. He will be succeeded by Phil Corcoran (right) as the Managing Director for Australia and Papua New Guinea at DHL Express.

From 1 January 2023, Gary Edstein (left), CEO and Senior Vice President for Australia and Papua New Guinea, DHL Express, will retire. He will be succeeded by Phil Corcoran (right) as the Managing Director for Australia and Papua New Guinea at DHL Express.

“Gary has dedicated his career to DHL and he has been instrumental in positioning DHL Express as a market leader in Oceania. He has increased our market share and revenue, built the partner network and laid a solid foundation for future growth.

I am excited to see Phil Corcoran taking over the mantle. I am very confident that he will continue to build on the success with the support of a very knowledgeable leadership team in the region,” said Ken Lee, CEO, APAC, DHL Express.

Edstein’s retirement follows 36 years of service, of which 20 years were spent most recently leading the Oceania, Australia and Papua New Guinea regions. His career with DHL began in 1986 as Sales Manager, before going on to lead as Country Manager for the New Zealand and Pacific Islands business (1993), Australia business (1998), and a stint overseas as Director Express for Logistics Japan (2000) and Project Director, Asia Pacific Logistics Optimization (2002). Under his strategic leadership, the company is now the market leader of the Time Definite International industry, growing its presence as a B2C brand. In 2021, DHL Express Australia was named the 2nd best workplace in Australia by Great Place to Work, and the company’s employee engagement studies have consistently recorded scores over 90%.

With 26 years of experience with DHL Express, Corcoran’s appointment strengthens the business’s position with in-depth market knowledge and experience. Starting his DHL career in Australia in 1996, he has held various commercial and management positions across the Oceania region, including General Manager for Fiji and the Pacific Islands (2002), National Sales Manager New Zealand (2005), and since 2012, Vice President Commercial Australia.

“As the Vice President Commercial Australia, Phil has led the commercial development of our business with a high-performing team, delivering consistent double-digit growth through unpredictable economic conditions. His customer-centric focus and advocacy for our culture of respect and results place us in a strong position going forward,” Gary Edstein, CEO and Senior Vice President, DHL Express Australia and Papua New Guinea said.

With the Australian arm of the business established in 1972, this year marks the company’s 50th year of operations in the country.

You can find the press release for download as well as further information on http://www.dhl.com.au/en/press/releases.html

On the Internet: dpdhl.com/en/media-relations/press-releases.html

Follow us at: twitter.com/DHLexpress http://www.twitter.com/DeutschePostDHL

Hashtag: #DHL

DHL – The logistics company for the world

DHL is the leading global brand in the logistics industry. Our DHL divisions offer an unrivalled portfolio of logistics services ranging from national and international parcel delivery, e-commerce shipping and fulfillment solutions, international express, road, air and ocean transport to industrial supply chain management. With about 380,000 employees in more than 220 countries and territories worldwide, DHL connects people and businesses securely and reliably, enabling global sustainable trade flows. With specialized solutions for growth markets and industries including technology, life sciences and healthcare, engineering, manufacturing & energy, auto-mobility and retail, DHL is decisively positioned as “The logistics company for the world”.

DHL is part of Deutsche Post DHL Group. The Group generated revenues of more than 81 billion euros in 2021. With sustainable business practices and a commitment to society and the environment, the Group makes a positive contribution to the world. Deutsche Post DHL Group aims to achieve zero-emissions logistics by 2050.

DustGuard Corp Names WaterGasRenew Pty Ltd as its Exclusive Distributor in Australia for its Innovative Engine, Machinery and Personnel Protection Products

PLANTATION, FL – News Direct – 26 July 2022 – DustGuard Corp, a provider of cloud-based protection and safety solutions for machinery and people operating in severe off-highway environments, today announced a strategic agreement with WaterGasRenew Pty Ltd as its exclusive distributor in Australia.

DustGuard Control Module

DustGuard Control Module

Plantation, FL – DustGuard Corp’s namesake product, DustGuard™, continuously monitors the combustion air of high horsepower, off-highway engines for the presence of unsafe levels of dust particles that can reduce engine reliability and cause engine failure. DustGuard Corp’s partnership with WaterGasRenew Pty Ltd will allow mining companies in Australia to benefit from reducing engine wear and damage related to dust intrusion thereby improving fleet reliability and lowering engine repair or replacement costs.

“We are very pleased to partner with WaterGasRenew in Australia. Their extensive experience in the mining industry combined with a proven track record of exceptional customer service will ensure that our technology delivers substantial improvements in fleet reliability for Australian mining companies operating in some of the most severe environments in the world”, said Jason Green, DustGuard Corp’s President.

DustGuard Corp was founded around the DustGuard™ engine protection solution. Other related technologies are being added to the company’s product lineup including CabGuard™, which monitors and alerts for dangerous particle, carbon monoxide, temperature and vibration levels inside operator cabs, and RoadGuard™, which monitors and alerts for haul truck vibration and g-load levels to protect tires, suspension and frames while providing real time reporting of haul road conditions.

“We are privileged to be chosen to represent such an exceptional product and company. We have seen the DustGuard engineering team create unique solutions that satisfy both the technical and financial requirements of our customers. The DustGuard engine protection system is the first of a family of products that are designed to protect both current and future generations of mining equipment and operators. The Australian industry has always focused on the importance of safety, reliability and compliance and these principles are at the core of the DustGuard technology platform”, said Bob Dixon, WaterGasRenew’s CEO.

Hashtag: #DustGuardCorp #WaterGasRenew

About DustGuard Corp

DustGuard Corp is a Plantation, Florida USA based company that innovates, designs, manufactures and sells engine, vehicle and operator safety and protection products that allow users to continuously monitor conditions in real-time via proprietary, web-based platforms. For more information, please visit www.dustguardcorp.com.

About WaterGasRenew

WaterGasRenew is based in Newcastle NSW, enjoying a long association with the Australian mining industry, a guiding principle of the company is the belief that industry and the environment must co-exist. Our range of products and services are underpinned by this belief. WGR and its carefully chosen agency partners deliver a range of products in industrial water, gas treatment and utilization and equipment monitoring.

Myanmar Executes Four Activists, Prompting International Response

A vigil for peace held in Yangon last year.

Myanmar’s junta government has executed four activists including Phyo Zeya Thaw–a hip hop artist and lawmaker who was an ally of Aung San Suu Kyi–and Kyaw Min Yu, the democracy campaigner known as Ko Jimmy.