Human Resources magazine, Hong Kong, Vendors of the Year 2019

CONTENTS Editor's Note.....................................................................................................................3 Judges Panel....................................................................................................................4 Methodology.....................................................................................................................5 Grand Winner - Best Consultancy of the Year............................................................14 Grand Winner - Best Recruiter of the Year..................................................................16 Grand Winner - Best HR Technology Solution Provider of the Year.........................18 Best Compensation and Benefits Consultancy..........................................................20 Best Executive Training Provider..................................................................................22 Best Organisational Development Consultant............................................................24 Best Leadership Development Consultant.................................................................24 Best HR Outsourcing Service Provider.......................................................................26 Best Payroll Outsourcing Partner.................................................................................28 Best Recruitment Firm - Retail.....................................................................................30 Best Recruitment Process Outsourcing Partner........................................................30 Best Mobility and Orientation Consultant...................................................................32 Best Relocation Company............................................................................................34 Best Sales Training Provider.........................................................................................36 Best Employee Engagement Software........................................................................38 Best Recruitment Firm - Engineering, Property & Construction...............................38 Best Contract Staffing Solution Agency......................................................................40 Best Cross-Border Recruitment Agency.....................................................................42 Best Permanent Roles Recruitment Agency...............................................................44 Best Employee Engagement Service Provider...........................................................46 Best Recruitment Firm - Supply Chain, Manufacturing and Logistics.....................46 Best New Recruitment Solution Provider....................................................................48 Best Recruitment Firm - Banking and Financial Services.........................................50 Best Recruitment Firm - Candidate Engagement......................................................52 Best Recruitment Firm - Hospitality.............................................................................54 Best Recruitment Firm - Human Resources...............................................................56 Best Performance Management System....................................................................58 Best Talent Management Software..............................................................................58 Best Corporate Wellness Service Provider.................................................................59 Best Recruitment Firm - Technology & Telecommunications, Fintech Sector........60 Best HR Management System.....................................................................................62 Best Payroll Software....................................................................................................64 Best Psychometric Testing Provider............................................................................66 Best Recruitment Site - Candidate Experience..........................................................68 Best Recruitment Site - Innovation..............................................................................70 Company Index..............................................................................................................72

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EDITOR’S NOTE HumanResources editor Robert Blain senior journalist Samantha Chan bilingual sub-editor Tracy Chan sub-editor James Foster senior graphic designer Julia Li circulation manager Deborah Quek sales director Keiko Ko sales manager Michael Tse project executive Annie Yeung marketing manager Cyrus Ching marketing executive Kristen Zhang event production Selina Kwok Venus Cheung Belle Leung event services Melissa Tam Sharon Chu Fiona Ng general manager & publisher (Hong Kong & Greater China) Vivien Peters

Human Resources is published quarterly by Lighthouse Independent Media Ltd. Printed in Hong Kong by Apex Print Ltd. Subscription rates are available on request, contact the Circulation Manager by telephone: +852 2861 1882 / +65 6423 0329 or by email to: subscriptions@humanresourcesonline.net

CREAM OF THE CROP

H

uman resources professionals are entrusted with the duty of looking after the needs of employees who help drive an organisation’s business. But who’s there to help HR professionals fulfil their myriad responsibilities in a timely, efficient and informed manner?

The answer, of course, is HR vendors. It is my great pleasure to present the 2019 HR Vendors of the Year Awards – an end of the year report card to acknowledge the outstanding efforts of Hong Kong’s top-notch HR solutions providers. It’s now the prestigious event’s fifth year – hitting the big stage bolder and brighter than ever.

The awards celebrate the cream of HR service providers across an extensive selection of categories. Thanks to the keen support of local HR service providers – in Hong Kong and across Asia – Human Resources magazine has identified 32 essential areas of HR services.

These encompass everything from corporate wellness, compensation and benefits, employee engagement, MPF, payroll, employee mobility, and HR tech, to all aspects of recruitment in every key industry.

Annually, Human Resources magazine takes great pride in publishing a special edition shining a spotlight on the top vendors in each specialist area of HR services. Compiled within these pages, you can learn about the achievements of the winners across all categories in this comprehensive HR vendor compendium, which has quickly established itself as the preferred source for HR solutions in one definitive publication.

This special issue serves as the go-to guide for Asia’s very best in HR services. The rankings, classified by gold, silver and bronze winners, were rigorously assessed by a jury of senior HR practitioners from the region’s largest and most respected companies. For a run-down of the methodology used to determine the winners turn to page five.

The Human Resources team takes great pride in seeing who gets to secure our coveted HR vendor trophies this year. So, to all the deserving winners: Raise a glass to yourself and take a moment to reflect proudly on what you’ve achieved. Our heartiest congratulations on what you’ve achieved.

Here’s to celebrating the very best in HR!

COPYRIGHTS AND REPRINTS. All material printed in Human Resources is protected under the copyright act.

All rights reserved. No material may be reproduced in part or in whole without the prior written consent of the publisher and the copyright holder. Permission may be requested through the Hong Kong office.

DISCLAIMER: The views and opinions expressed in Human Resources are not necessarily the views of the publisher.

Hong Kong: Lighthouse Independent Media Ltd Unit B-D, 16/F, Yardley Commercial Building, 3 Connaught Road West, Sheung Wan, Hong Kong Tel: +852 2861 1882 Fax: +852 2861 1336 Singapore: Lighthouse Independent Media Pte Ltd 100C Pasir Panjang Road, #05-01, See Hoy Chan Hub, 118519 Tel: +65 6423 0329 Fax: +65 6423 0117

Robert Blain Editor 編輯

To subscribe call: +852 2861 1882 / +65 6423 0329 or email: subscriptions@humanresourcesonline.net Q4 2019 « Human Resources Hong Kong «

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JUDGES WILLIE CHENG Head of People Asia Miles

KELLY WONG Head of Human Resources Atkins China

CHRISTY CHEUNG Director of Group Human Resources and Administration Chanco Investment Group and Butterfly Hospitality Group

LOUIS HO Director of General Management Cheung Kei Asset Management

ELIZA NG Director of Human Resources Fuji Xerox (Hong Kong)

VANESSA LIN Director of Human Resources, Asia Pacific Herman Miller

EDI WONG Director of Operations Hong Kong Television Network

KLENNIS LAU Director of Human Resources, Greater China Inchcape Hong Kong

CARRIE TSE JONATHAN LO

Vice President of Human Resources, Asia Pacific KKR Asia

Partner, Human Resources Digital Transformation Lead, China KPMG

CYRINA CHAN Director of Human Resources Marco Polo Hong Kong Hotel | Gateway Hotel | Prince Hotel

STEPHEN SMITH Head of Learning and Development, Asia Pacific Mayer Brown

AKIKO TAKAHASHI

Executive Vice President, Chief of Staff to Chairman/Chief Executive Officer Melco

BRIAN WONG Director of Human Resources MGF Sourcing Far East

WESLEY LING Director of Talent and Culture – New Project Development Rosewood Hotel Group

RONALD POON Director of Learning The Ritz-Carlton, Hong Kong

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METHODOLOGY HOW THE WINNERS WON The HR Vendors of the Year Awards are based on a two-stage selection process.

For the first step, Human Resources conducted an extensive online survey that was sent out to a selected database as part of a representative sample. These senior HR professionals provided us with a list of category finalists reflecting their vendor preferences for each category.

Each nomination then provided us with a submission form, profiling their companies and/or any special alterations they had made to their products and services over the previous 12 months.

For the second step, a jury of 16 senior HR leaders from across Asia assessed the finalists’ profiles. Organisations nominated for the HR Vendors of the Year Awards jury are respected Fortune 500 companies and some of the region’s biggest employers.

Scores were then tallied by these judges, based on four criteria: Performance, product, people and perspective (how a company communicates its vision). A breakdown of each criterion is shown in the pie charts opposite. The total scores were then used to identify gold, silver and bronze winners across each of the 21 categories.

We also recognised and judged outstanding entries in 11 exclusive distinction categories in specialist areas that we’re looking to expand in next year.

JUDGING CRITERIA Performance

CONSULTANCY

Product

People

RECRUITMENT

Perspective

HR TECH

10% 30%

10%

20% 30%

30%

20%

40% 20%

30%

20%

40%

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THIS ARTICLE WAS BROUGHT TO YOU BY MGM

MGM CHINA’S ROAD MAP TOWARDS AN EMPLOYER OF CHOICE

To become an employer of choice, we are well aware that our success can only be earned when everyone can be at their best, and to be able to deliver their best. To achieve this, it’s crucial to look after the people that mean the most to the company, namely, the employees, customers, communities, shareholders, business partners, and the environment.

MGM’s vision, “Create a Better Tomorrow Today”, implies that the decisions made today will affect the society and environment of tomorrow.

This means we make business decisions that are not only economically sustainable, but also environmentally and socially beneficial.

Employee development, responsible tourism, environmental sustainability and support for our communities are among many important issues that influence the future of our business. Guided by our ethos, “Unleashing Greatness”, we aim to empower, democratise and unleash the greatness of our constituents, especially our employees and communities.

Living our MGM brand MGM equates to “Making Great Moments”, which is our brand philosophy that guides us to engage with our employees and communities. At MGM, we strive to create a culture of greatness in line with our brand values. A culture of greatness can only be achieved through our people.

We strive to be an employer of choice for our employees by creating many great moments with our outstanding work environment, wellbeing and recognition programmes, and to realise their fullest potential. Our GREAT Brand represents the integration of our culture with our brand strategy. We believe that we need to “build our great brand and culture from the insideout”. As such, we ensure that we provide internal employee experiences to resonate with the intended brand experiences for our customers.

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Employee engagement and enrichment Employee engagement is our core human resources practice towards being an employer of choice. Different HR teams work closely together to achieve such goals and, respectively, focus on factors such as communication, rewards and recognition, relationships, learning and development, work-life balance, recruitment, compensation and benefits, work environment, career opportunities, and safety.

We provide outstanding employee facilities to cater to the needs of our employees, as well as different kinds of employee activities to accomplish a vibrant community within the company. One of our signature programmes is the pioneering 24/7 Employee Assistance Programme, which provides counselling service to employees and their families – a true commitment to achieving worklife balance and a family-friendly working environment.

Providing growth and career opportunities A strong learning culture serves as the foundation to sustain the long-term development of our employees and communities. We wish to create an environment where learning is vibrant, engaging and collaborative, including leadership as a catalyst, facilitator, mentor and servant leader.

Established in 2009, the MGM Academy provides a wide range of resources to support employee development and to facilitate growth and learning as a way of life in MGM – inspiring our talent to discover the joy of learning, to be masters of their craft, and to “re-invent” themselves.

By availing best-in-class learning resources, leadership support and growth opportunities, MGM provides vertical career development opportunities.

This allows high-potential participants across all levels to undertake a nine to 30-month intensive development track in preparation for their next level.

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Career diversification focuses on horizontal mobility opportunities, including six months’ training and trials for a career switch. Both initiatives produce a significant percentage of internal promotions and transfers.

From a high school diploma programme, to certification and professional qualification, and advanced diploma and degree programmes, more than 1,000 people graduate from their continuing education programmes every year at MGM. Overseas education trips are also organised regularly to ensure the understanding of current events and development. Destinations include the US, Singapore and China.

Overall, we are proud to witness our average training-hour-per-head reaching 85 hours in 2018, the highest since the opening of our first property in 2007. Accumulative training hours exceeded 4.5 million, proving our commitment to employees’ learning and development.

MGM Graduation is held every year to celebrate the learning success of our employees.

Engaging our communities: CSR As mentioned earlier, not only do we take care of our employees, but we serve our community through a collective effort. In 2018, our MGM volunteer team contributed more than 10,000 hours to 106 community events – benefiting over 4,000 senior citizens, youths, persons with disabilities, and low income and single-parent families. MGM promotes responsible citizenship to ensure sustainable development of its extended communities.

Some of these initiatives include scholarships for local students, internship opportunities, traditional Chinese culture education, celebrity chef workshops, art appreciation, and youth leadership development. This has culminated in MGM being awarded numerous community awards.

Other CSR efforts such as anti-human trafficking, promotion of art and local culture, youth development, and many others, continue as we aim to maintain a high level of employee engagement. In 2018, we received the Asia Pacific Innovation Award at the Asia Pacific Facility Management Awards ceremony in Hong Kong, and Continuous Energy Saving Award in Macau, as a recognition to our energy-saving initiatives.

MGM recently organised a “Love Moment” event to celebrate the romance of senior couples.

Benchmarking with others to ensure world-class standards Since 2018, MGM China has received over 35 awards in the various HR and CSR fields, including the Global BEST Award by Association of Talent Development in the US, Best HR Team in Greater China by HRoot, and 10 HR Distinction Awards by Human Resources magazine in 2019, which not only benchmark its performance with best-in-class practices worldwide, but becomes a true driver and motivation for the company to continuously do the best and strive for the best for its stakeholders.

About MGM China MGM China (HKEx: 2282) is a leading developer of integrated resorts in the Greater China region. It is majority owned by MGM Resorts International, one of the world’s leading global hospitality companies, operating a portfolio of 30 unique hotel and destination gaming offerings. MGM China operates the Forbes Five-Star, MGM Macau property and the new mega and innovative, US$3.4 billion MGM Cotai integrated resort.

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THIS ARTICLE WAS BROUGHT TO YOU BY CIGNA

ACHIEVING WORK-LIFE FIT AT CIGNA

As a global health service provider, which encourages the Hong Kong workforce to take better care of their health and well-being, Cigna is well aware of its duty to help its employees on their health journey.

Research has revealed work-life balance has become the top reason employees decide to stay or leave their jobs.

With an understanding that all employees have their own particular priorities, and are at different stages of life, Cigna encourages them to advocate their own work-life fit – meaning sketching a personalised work-life pattern that enables them to pursue their career and personal goals, while offering them the flexibility to achieve them.

From diagnosis to action To further identify employees’ well-being needs, Cigna conducted its Cigna 360° Well-being Survey globally, with local insights. From this it concluded the top five benefits valued by employees were flexible working hours; additional leave (such as stress leave, compensation leave for overtime work and birthday leave); work from home; subsidised activities (such as massage and yoga); and consultation with health experts.

In light of these results, Cigna reassures that its benefits package is comprehensive, and addresses all the needs of employees for a flexible working arrangement, including flexi-time and homeworking, wellbeing leave and birthday leave, and wellness-oriented activities (such as fitness classes).

There is also a focus on a healthy diet, involving free fruit and discounts for ordering a healthy lunch from the Cigna Virtual Staff Café.

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Going the extra mile Apart from the above initiatives, Cigna developed the 360 Joyful Employee Experience programme to promote employee well-being through three aspects: health professionals or advocates, employee-centric infrastructure and policy, and the adoption of innovative technologies.

“Having inspired and healthy employees is essential to delivering a high quality service. We put our employees’ health and well-being as a top priority

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Top left: One of the health-oriented facilities at Cigna Hong Kong’s new office Bottom left: Health check-ups and consultation services for employees on the company-wide Health Day Right: Yuman Chan, CEO and Country Manager (left) and Constance Yuen, Chief of Staff, Cigna Hong Kong (right)

as we believe an engaged workforce delivers the best experience for our customers. Our 360 Joyful Employee Experience programme aims to provide an all-round employee-centric solution to improve employees’ health and well-being,” said Yuman Chan, CEO and Country Manager of Cigna Hong Kong.

The most effective campaign is the “Mental Wellness Year” which is a series of health-oriented social engagement activities throughout the year. Cigna’s employees engagement committee, VivaBEEs, consisting of employees from all departments, organises various wellness sessions, a mindfulness series, a mental health first-aid certification course, a family day, annual party and a Facebook@Work appreciation programme. They successfully attracted high participation and received overwhelmingly positive responses.

One of the most popular initiatives is the Cigna Hong Kong Health Day, a company-wide wellness day for employees to participate in physical health check-ups and professional consultations by its in-house health, wellness and clinical services team comprising registered nurses of different specialties.

Everyone who participated received a personalised report with detailed health advice. This allows Cigna employees to have a first-hand experience of the company’s health and wellness services for its clients and customers.

employees that their performance is measured by deliverables, instead of the hours they spend in the office.

When Typhoon Mangkhut hit Hong Kong in 2018, top management announced the option for all employees to work from home for the week following the storm, taking into consideration travel disruptions and employee safety.

In fact, flexibility is a core consideration during the design process of engagement programmes. Employees are empowered to make choices according to their well-being needs.

Cigna’s healthcare benefit plans for employees – offering comprehensive global coverage in six areas with minimal limitations – allow an individual to allocate resources according to his or her medical needs.

“We believe agility, empowerment and personalisation are crucial, competitive and practical elements of our value proposition as an employer.

We take a holistic view when considering the well-being programmes of our employees, aiming to enable them to select the options that best suit their needs,” said Constance Yuen, Chief of Staff at Cigna Hong Kong.

As part of its future planning, Cigna plans to strengthen its key capabilities and current well-being strategies such as an expansion of the in-house team of health professionals, an enhancement of the employee-centric infrastructure, and an integrated policy supported by valuable insights from internal and external talent.

It’s the company’s aspiration that every employee will be offered a first-hand experience of the solutions for customers, such that employees will genuinely become Cigna’s brand ambassadors.

Cigna’s all-round HR strategies earned the company five awards at HR Distinction Awards Hong Kong 2019: Excellence in Employee Work-Life Balance (gold), Excellence in Innovative Use of HR Tech (silver), Excellence in Employee Engagement (bronze), HR Rising Star of the Year (bronze), and Excellence in Global & Local HR Strategies (bronze).

Empowerment and support from senior leaders Constant communication through formal and informal communication channels is deployed in view of varied effectiveness to different employees. In fact, communication occurs before a new hire is on board, which is done through Cigna’s Facebook career page and its digital onboarding platform.

Most importantly, the senior leadership team leads by example by adopting the flexible working arrangements itself and constantly reassuring

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THIS ARTICLE WAS BROUGHT TO YOU BY ZUNG FU

TAKING EMPLOYEE WELLBEING TO THE NEXT LEVEL AT ZUNG FU 仁孚將員工健康提升至新層次

With the inexorable rise of the concept of “workplace wellness” over the past few years, many organisations have implemented strategies aimed at improving employee wellbeing, followed by incorporating metrics to measure the success.

At Zung Fu, immediate business returns are not at the top of its concerns as employee wellbeing is about much more than just numbers.

“We are committed to employee wellness for the long haul. If one has to constantly measure the return of every dollar spent on employee wellness, this is purely business, and this is not how employees should be treated,” says Yolice Wu, group human resources director at Zung Fu. Aiming to support employees’ physical, mental, financial and social health, Zung Fu’s Key2Wellness programme optimises employee wellbeing through building awareness, improving facilities and cultivating a caring culture.

Zung Fu – the exclusive retailer of Mercedes-Benz automobiles in Hong Kong and Macau – was awarded the gold prize for Excellence in Employee Wellbeing at the HR Distinction Awards Hong Kong 2019.

隨著過去幾年「職場健康」概念興起，許多企業已實施政策以改善員工健康，並 採用指標來衡量成效。 平治汽車香港及澳門獨家代理商仁孚行有限公司(仁孚) 亦推出相關措施以提 升員工健康。但對仁孚而言，即時的業績回報並非其首要考慮因素，因為員工健 康遠不只是數字這樣簡單。 仁孚集團人力資源董事吳穎（Yolice）說：「我們致力為員工的長遠健康著 想，如果只是不斷著眼於花在員工健康方面的一分一毫所獲得的回報，那純粹只 是生意，而非對待員工的應有之道。」 為支持員工的身體、心理、財務和社交健康，仁孚推出「Key2Wellness」計 劃，通過提高健康意識、改善辦公室設施和培養關愛文化來提升員工福祉。 仁孚在提升員工健康方面的努力和成果得到社會和業界的認可，更成功在 《Human Resources》舉辦的「人力資源卓越大獎2019」上，榮獲僱員健康卓 越大獎組別的金獎。 管理層的參與 作為怡和集團的一份子，仁孚擁有向集團旗下其他公司學習的優勢。但要成功推 行政策，公司管理層的支持和承諾必不可少，否則，「Key2Wellness」計劃不會 取得如此成就。

The involvement of top management As part of the Jardine Matheson Group, Zung Fu is in a privileged position to learn from other companies under the group. Yet, the Key2Wellness programme would not have been successful without senior management’s

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Yolice說：「仁孚不僅視人才為最寶貴的資產，更視之為公司可持續發展的推 動力。管理人員認同提升員工身心健康的重要性，因此我們不斷投資並實施各種 多元化的健康計劃和活動，以滿足員工的保健需求和興趣，從而建立一個健康的 職場，支持每位同事踏上屬於自己的個人健康之旅。」

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support and commitment. Zung Fu’s chief executive and managing director were key contributors to the design of the programme.

“Human capital is not only regarded as the most important asset at Zung Fu, but also the driving force behind the company’s sustainable development.

We keep investing and implementing various wellness initiatives to create a healthy workplace as we believe every colleague is on his or her own personal wellness journey,” Wu says.

“We need to ensure all the wellness activities are flexible enough to cover all the employees’ wellness needs and interests. There is a mutual understanding across the board and managers that we need to continuously improve our employees’ physical and mental health.”

Yolice Wu, group human resources director, Zung Fu

鼓勵反饋文化 仁孚貫徹採取積極主動的態度來聆聽和回應員工的需要，並致力確保每位員工可 以安心自在地分享自己的反饋意見。除年度員工投入度意見調查和座談會外，仁 孚亦透過定期員工大會和不同渠道收集員工的意見，例如在辦公室設置大型心 情表達板，讓員工可自由表達自己的感受和提出建議。 Yolice說：「我們希望為員工提供更多的渠道以表達自己的想法。而公司收 集員工的反饋後，及時的回應和行動非常重要，這可鼓勵員工繼續參與公開透明 的對話。」 保持公開及高透明度是仁孚DNA的一部分，因此，該公司邀請所有員工在每 月的聚會上，與管理團隊分享他們對公司政策的看法。 Yolice說：「我們一向非常重視員工的反饋，並以滿足每個人的需求為宗旨。 即使有時未能滿足所有需求，但我們總會找到方法解決問題。」

Encouraging a feedback culture Zung Fu always takes a proactive approach to listen and respond to the needs of employees. Apart from the annual employee engagement survey and focus group, Zung Fu collects feedback through regular town hall meetings as well as physical platforms. A whiteboard and a mood tracker are installed in the office where employees can express their feelings and give suggestions freely.

“We want to make sure there are as many channels as possible for our employees to voice out their thoughts,” Wu says.

“After collecting responses from employees, timely feedback is very important. Taking action translates to encouragement for the employees to continue an open and transparent conversation.”

Since open-mindedness and transparency is part of Zung Fu’s DNA, all employees are invited to share their views on recent staff policies with the management team during monthly Happy Friday Gatherings.

Zung Fu works on ensuring that each individual feels safe and comfortable when sharing their feedback.

“We always take employees’ feedback very seriously, and we aim to cater to everybody’s needs. Even though sometimes we cannot meet all the demands, we always find ways to circle back to the issue.”

Curating an exceptional wellness-oriented journey for employees Other than setting up facilities such as a staff canteen, gym room, and breastfeeding room, Zung Fu encourages staff to take care of their own health through a myriad of activities, including on-site health screening, Green Monday (meat free) menus, massage days, a teddy love project to promote social mobility and integration among those recovering from mental illness, family carnivals, regular handicraft workshops, and company trips – both locally and to Mainland China, to name but a few.

“Being an employer is similar to parenting. We feel obliged to help our employees grow and be healthy because that is the right thing to do, not because of the financial returns. Since we aim to provide all colleagues ‘Exceptional Journeys’, a culture of caring is at the core of what we do.” Wu says.

“If we are doing something right, even though we cannot see a return on the spot, in three to five years, there will be one for sure.”

為員工策劃以健康為主導的非凡旅程 仁孚亦推出其他措施，致力為員工打造非凡的健康旅程。除設立員工食堂、健身 室和母乳餵哺室等設施外，仁孚亦通過各類活動鼓勵員工照顧自己的健康，包括 辦公室健康檢查、「綠色星期一」、辦公室按摩日、「小熊愛心慈善義賣」計劃、家 庭日、定期手工藝作坊，以及公司旅行等等。 Yolice說：「作為僱主就如同家長養育子女，我們認為公司有義務幫助員工成 長和保持健康，這並非為了財務回報，而是因為這是一件正確的事。我們的目標是 為所有同事提供『非凡旅程』，而關愛文化是我們的核心價值之一。」 「只要是做正確的事，即使看不到即時回報，三五年後亦肯定會有成果。」

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THIS ARTICLE WAS BROUGHT TO YOU BY CHINA MOBILE HONG KONG

MEETING CSR OBLIGATIONS AT CHINA MOBILE HONG KONG Jason Zhang, General Manager, Human Resources, China Mobile Hong Kong, talks about CSR and how his company looks after the wellness of its employees.

Twenty-year-old telecommunications company, China Mobile Hong Kong, won awards in the Excellence in CSR Strategy and Excellence in Workplace Culture categories at HR Distinction Awards Hong Kong 2019. Jason Zhang, the company’s General Manager for Human Resources, reveals how the Hong Kong company has achieved its success.

China Mobile takes its workplace culture very seriously. Its key values are best summed up by “Trust”, “Responsibility” and “Care for You”, spelling out TRY. There are a number of key factors that sets CMHK’s workplace culture apart. We incorporate our core values TRY into our process and every employee lives up to them. Unlike other companies, our values have a different meaning at the managerial and employee levels.

Managers have a direct influence on the employees they manage.

They carry the responsibility for aligning the performance of their team with overarching organisational goals. They play a vital role in shaping the workplace culture. Therefore, the meaning of a TRY culture for them is to build trust within the team, to empower the teammates with full support and, of course, to show they care.

Employees are the lifeblood of the company. They are energetic, innovative and full of passion. We work together to explore the future. We encourage them to innovate, to think out of the box and to try. Therefore, the meaning of a TRY culture for them is to trust their teammates, to undertake more responsibility and to equip themselves for better development.

The unique TRY culture at CMHK connects us to the company, connects our lives to the company and connects our future to the company.

Why CSR? CMHK also has a strong commitment to corporate social responsibility. As one of the leading telecommunications companies in Hong Kong, it takes its corporate social responsibilities very seriously and allocates resources accordingly.

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The company is also a strong believer in aligning CSR to its corporate culture. The letter “Y” in TRY represents “Care for You”. “You” covers not only CMHK’s employees, but also its clients and the values it seeks to instil in the community. “Care for You” drives CMHK to be one of the leading companies to take responsibility to help the needy and bring out the best in others.

As a caring company, CMHK cares about the development of colleagues. A commitment to CSR has become a very persuasive factor for talent considering joining the company. To attract and retain talent – especially young talent – CMHK is also dedicated to instilling its CSR culture within the company.

CMHK’s senior management encourages CSR by supporting voluntary services through a range of activities. To boost colleagues’ engagement in voluntary services, the company recognises the efforts of volunteers by presenting them with recognition certificates.

In addition to support from the top, colleagues at all levels can engage in the services. CMHK actively encourages employees to participate in its voluntary services and contribute to our society on an ongoing basis.

Simultaneously, CMHK is involved in different types of services, including food donations, ad hoc donations to charity, and direct voluntary services.

There are a number of other factors that differentiates CMHK’s CSR from its rivals. Apart from food donations, ad hoc donations to charity and direct voluntary services, the company’s volunteer team is inspired to use its unique knowledge on mobile services to serve the community. A highlight of this is a series of smartphone classes for the elderly. It narrows the generation gap and reconnects the elderly to modern society.

CMHK has also extended its volunteer services abroad. To create more distinctive experiences for our volunteers, it provides English teaching services to senior secondary students in Mainland China – specifically, Qinghai province. In this way, volunteers can have an entirely unique experience while providing an essential service in remote communities.

CMHK also employs a take-and-give approach to its philanthropy. Not

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limited to just “give” volunteer services, volunteers also “take” knowledge in formal training prior to the services. Relevant training is provided to volunteers to prepare for specific services – such as smartphone train-the-trainer sessions, minority ethical adaption training, and local tree species identification.

This helps motivate volunteers to learn while gaining invaluable experience.

Integrating technology into daily work A key component of CMHK’s successful recruitment process is in its use of HR tech.

In today’s modern, digital world, the use of technology is essential as it permeates many parts of our life and brings convenience to us. To be effective in the uptake of HR tech, one of the key initiatives of HR’s goals is to enhance the employee, or candidate, experience.

A well-known management competency assessment is widely used in CMHK’s recruitment process. Each candidate needs to finish the assessment.

By referring to the result, HR can gain a comprehensive grasp about the candidate, which will help HR to make an informed decision.

In addition to traditional face-to-face interviews, Skype, WeChat and other modern-day communication tools are used to conduct video interviews with interviewees. In this way, HR can streamline the interview process, thereby accelerating the entire recruitment programme.

Social media channels such as Facebook, Instagram, WeChat and LinkedIn are also very much in vogue today. Prospective candidates get used to searching for information from different social networking sites.

CMHK is also stepping up efforts to increase the number of its followers on social media, thereby strengthening and enhancing the company’s branding – which in turn can attract more candidates and enable HR to put more effort into screening talent rather than screening CVs. CMHK has adopted a number of innovative applications in its HR tech.

It has launched two unique custom-made mobile apps for its employees – Workmate and the CMHK Staff App. Workmate is a mobile app originally developed for organisation internal communications with the functions of instant messaging, multi-party voice calling and video conferencing. It also contains the essential contact information of the entire parent company and its regional subsidiaries.

The app also provides a social platform for employees to form interest groups (communities) and upload photos where people with similar interests can share and connect with each other. With Workmate, employees can work anytime and anywhere via a mobile office automation function. Consequently, it brings about convenience and eventually leads to an increase in productivity.

The CMHK Staff App is mainly used for recording employees’ attendance and promoting company events. Employees are allowed to record their attendance by using the app when they arrive at the lift lobby downstairs at the office. Employees and their supervisors can also check their attendance record at anytime and anywhere.

The app also enables employees to access the reading materials on CMHK’s corporate culture and get to know the latest news of upcoming corporate events such as a lucky draw.

These apps not only enhance the immediate interaction between employees and the company, but also strengthens the employees’ sense of belonging. In addition to the mobile apps, CMHK now has CM Online University – providing a variety of online learning materials for employees to undertake distant learning anywhere, anytime.

The employee experience is crucial The employee experience is another crucial component of the company’s ethos.

At CMHK, employee development and wellness is truly appreciated – from onboarding to employee retirement. CMHK believes the employee experience should be comprehensive: physically, mentally and spiritually.

The public can access company information and activities easily via different channels such as Campus Job Fair, Facebook, Instagram, LinkedIn, and the CMHK newsletter. For example, CMHK has created an Instagram page, “CMHK Journey”, showcasing all kinds of employee activities and development programmes such as the Youth Development Programme, and the Information & Communication Technology (ICT) Talent Programme. People can not only understand the company’s core employee development values, but can also easily grasp its culture.

Numerous caring and training programmes are arranged every year for CMHK employees, such as the employee canteen partnership with neighbouring restaurants, Christmas parties, gifts on festive days, surprise tea parties, two-and-a-half day orientation training, Excel training, Putonghua/Cantonese courses, and leadership training programmes.

In addition to the internal training offered by CMHK, employees are encouraged to take on further study to enhance their competitiveness. A study allowance is provided to employees who want to boost their professional knowledge to deal with daily operation challenges.

Employees are also encouraged to participate in company-wide projects, such as internet of things projects at the Innovation Conference, which enables employees to gain project management experience and gradually develop supervisory skills.

To recognise the hidden heroes who help support the running of CMHK’s operations smoothly, a campaign, “Recognition to supporting colleagues”, was launched. To encourage a sense of camaraderie between departments, the inter-department job rotation programme was launched. This helps to enhance work efficiency and communication. This programme was highly successful in boosting co-operation and strengthening relationships between departments – and it became a popular idea shared among employees.

CMHK is also devoted to tailoring comprehensive wellness programmes for its employees – showing care for its employees through these holistic wellness programmes. CMHK is a pioneer in implementing integrative bodymind-spirit interventions. Wellness activities such as a 24-hour counselling service, health education, exercise opportunities and voluntary activities are arranged periodically.

To sum up, we believe in internalising our unique TRY culture at CMHK to make it part of our work attitude. It is the critical driver to employee engagement and development, as well as better connections with our customers and business partners, and ultimately, our company’s business success.

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BEST CONSULTANCY OF THE YEAR

ASIA CORPORATE TRAINING

ASIA CORPORATE TRAINING

H

aving established itself as a leadership and consulting firm for 17 years, Asia Corporate Training (ACT) understands that creating and sustaining alignment within an organisation is a vital aspect for the success of any business.

Always looking to move forward, ACT thrives on creating a self-aware leadership and organisational culture for its clients, and goes above and beyond to support their journey of self-awareness and development.

Rather than just focusing on skill set training, ACT helps its clients to achieve the necessary mindsets for high performance organisational cultures.

Hence, the ACT team represents a core philosophy of taking immediate action in addition to being passionate in developing organisations’ greatest assets, their people, and unleashing their potential.

As a consulting practice that believes in applying extensive analysis, its success can be attributed to being a solutions-driven company that can effectively build capacities and capabilities within organisations.

As such, ACT understands the root causes of issues and proposes solutions for the gradual development of values, attitudes, knowledge, and skills.

In order to provide bespoke people development consultations and solutions, the agency has a diverse team of multi-cultural individuals who possess different knowledge, experience, skills, and expertise from a variety of disciplines, including the public sector, hospitality, banking and finance, human resources, and much more.

“Rather than just focusing on skill set training, ACT helps its clients to achieve the necessary mindsets for high performance organisational cultures.”

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SPONSORED RECRUIT CONTENT HOW TO THIS ARTICLE WAS BROUGHT TO YOU BY LI & FUNG

A CULTURE OF LEARNING AT LI & FUNG

Li & Fung is a Hong Kong-headquartered supply chain solutions company that’s been around since 1906. Over that time, it has instilled a robust workplace environment for its employees, and a healthy learning culture.

At this year’s HR Distinction Awards, Li & Fung was nominated for Excellence in Learning & Development and Excellence in Workplace Culture, and was an award winner for Excellence in Organisation Development.

The company’s L&D strategy for employees is one of the key HR initiatives behind its success. Unlike traditional L&D models, Li & Fung’s L&D strategy is not focused solely on training. It partners with business units to use a blended strategy of in-person workshops, micro learning and e-learning to build relevant and critical skills that focus exclusively on improving business performance from a holistic perspective.

Its strategy aims to promote a learning culture where colleagues actively desire continued education and are provided with the tools to increase knowledge, foster ability, and reinforce skills and competencies.

Creative learning solutions for all Li & Fung’s L&D programme has continued to evolve rapidly. The company approaches initiatives with an agile mindset, constantly prototyping and reiterating to come up with the best possible solutions.

Within the organisation, gamification and digitisation are used as a means to foster a culture of sharing and collaboration that is not restricted by geographical locations – of which there are many. At the same time, it offers learning programmes which are laser-focused on specific business needs.

This results in more sustainable learning that can be easily translated from the classroom to the workplace. The supply chain management business is a dynamic one, and rising to the challenge of change isn’t always easy, especially for a company with more than 16,000 employees worldwide.

and approaches for all of its colleagues to guide them through the people side of change during substantial business transformation projects. Li & Fung’s commitment and adherence to these methods ensures its workforce is not left behind while it forges ahead with new innovations.

The company continues to instil a growth mindset and problem-solving capabilities to create a workforce of proactive, customer-centric service professionals. As a result, its colleagues save customers’ money with creative, and often digitalised solutions that are speedier and more on-point than even before.

Another area in which Li & Fung has concentrated its energies on is in the area of organisational development. This has boosted the company’s overall performance by disrupting the way its colleagues have historically worked, and placed a new emphasis on their role in adding value to customers and vendors.

The philosophy Li & Fung’s philosophy is based on a workplace culture of humility, family and entrepreneurship. A culture that lives by these tenets is a culture that not only values diversity and inclusion, but also remains nimble when faced with changing business environments, and enables it to stay competitive and effective.

Li & Fung’s work ethic is encapsulated by the statement: “Humility reminds us that we have much to learn, family keeps us connected and inclusive, and our entrepreneurial spirit encourages innovation and risk-taking.”

The journey of building and sustaining a successful workplace culture is an ongoing one.

The team at Li & Fung continues to embrace new learning technologies and methodologies that gives its employees opportunities for situational learning.

It hopes to be able to create real-life scenarios for colleagues to practise and master, ultimately helping them to deduce the best ways to apply their skills and make a positive impact.

Embracing change The team at Li & Fung has taken great strides in expanding beyond just knowledge and training by turning its attention towards change management and growth mindsets.

It has brought in standardised change management methodologies

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BEST RECRUITER OF THE YEAR

MORGAN PHILIPS GROUP

MORGAN PHILIPS GROUP

M

organ Philips Group is a global talent solutions business that has built a global platform designed to disrupt conventional thinking about headhunting, recruitment, and talent consulting.

By combining high-touch consultancy with global search capability and digital sourcing technologies, the company helps candidates gain a competitive advantage to succeed.

Leveraging the latest technology, research, and data insights, Morgan Philips Group identifies potential, matches talent with employer needs, builds professional communities, and helps businesses develop and implement successful strategies.

Aimed at bringing talented people together, the company creates the ideal environment for individuals, teams, and whole organisations to thrive.

In addition, designed to explore what motivates career moves and ambitions, its yearly talent report gathers valuable insights into topics that have a significant impact on both employers and candidates.

Founded on three key principles: “the best candidates do not apply, they are found; the future is digital and social; and talent acquisition is a human process”, Morgan Philips Group has fully embraced 24-hour global sourcing and crowdsourcing, placing unprecedented focus on social recruiting.

With this in mind, it developed Smarpshare, a platform that empowers employees to share relevant content to their external social media networks.

It also created Club 5000, a referral network which reaches potential candidates recommended by trusted specialists, and launched Fyte4U, an app that lets candidates quickly and easily create video applications on their mobile devices.

“Leveraging the latest technology, research, and data insights, MPG identifies potential, matches talent with employer needs and helps businesses develop and implement successful strategies.”

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SPONSORED RECRUIT CONTENT HOW TO THIS ARTICLE WAS BROUGHT TO YOU BY LF LOGISTICS

MOVING IN THE RIGHT DIRECTION AT LF LOGISTICS

LF Logistics is one of the core businesses under Li & Fung – one of the world’s leading supply chain solutions partners for brands and retailers.

LF Logistics offers both in-country logistics services across Asia and freight management services globally. Headquartered in Hong Kong, the company has a global workforce of more than 10,000 employees in 17 countries.

At the recent HR Distinction Awards, LF Logistics took home a swathe of awards, including gold for Excellence in HR Strategic Planning and HR Rising Team of the Year; silver for Excellence in Learning & Development and Excellence in HR Digitalisation; and an exclusive distinction award for HR Innovative Team of the Year.

Key initiatives in HR strategic planning, learning and development and HR digitalisation LF Logistics has achieved double-digit growth in revenue in recent years through organic growth, new business opportunities and geographical expansion.

Its RISEUP strategy supports LF Logistics’ three-year plan (2017-2019) that has led the company on a path towards success.

Of all the winning strategies behind LF Logistics’ success, “people first” is one of the fundamental components that sets it apart from its competitors, giving it a razor-sharp focus on its people, the greatest asset of the company.

Its HR team has gone the extra mile and developed some uniquely innovative initiatives to support the people first strategy, which can be summarised as CERT: culture & values, engagement, retention and talent.

Achievements of the global learning and organisational development (L&OD) team Since 2015, LF Logistics has been conducting its Global Management Trainee (GMT) programme and it now has over 120 GMTs working in nine countries. A total of 18 months in duration, it has been a crucial factor in the success of its logistics business. From 2018, the global L&OD team adopted a pioneering approach to execute the programme from recruitment to onboarding. LF Logistics has launched an in-house built GMT onboarding app named Galactic Trek to engage its young talent through a gamified approach.

“The philosophy behind this is to create a fun and engaging onboarding experience,” said Annie Suen, VP – L&OD, at LF Logistics “It incorporates its own in-app social community network that allows our GMTs to connect with the previous batches of GMTs and our senior

management team to build relationships and build ideas. Engaging features such as a discovery tour and fuel station (which focuses on company resources) help guide our GMTs on an 18-month journey of exploration.”

With the rapid expansion of LF Logistics over the years, Eva Wong, SVP – Human Resources at LF Logistics, established the global L&OD team in 2016 to address the growing need for people development – with Annie as the leader of this important function, supported by Ella Cheung.

Strikingly different from the stereotypical L&OD leader, Annie’s vision for the global L&OD team is to expand beyond the usual boundaries by partnering with business leaders to create compelling competitive advantages for the company on a global scope. To further enhance this mission’s impact, Lily Yeung and Peter Wong joined in 2017 and 2019 respectively, adding their expertise and fresh perspectives.

The secret to putting together a successful HR team that won this year’s HR Rising Team/Innovative Team of the Year Award gold awards “I am very proud of the team and it is our great honour to receive these two grand awards. This would not be achieved without having a strong team spirit in which we share common values and have a very close relationship with each other. The global L&OD team is fully empowered to develop new innovative ideas to unleash the potential of our people. This is one of the key enablers for the growth of our business,” Eva Wong said.

Using HR innovation to achieve a successful outcome in the workplace LF Logistics received a number of HR Innovation/Distinction awards between 2016 and 2019 – 12 awards in total. The Lean campaign was an excellent example of how its HR team brought in innovative solutions to achieve a successful outcome in the workplace.

The Lean concept was essentially about achieving productivity excellence.

However, bringing together the minds of 10,000-plus employees from all levels of the company to learn the Lean concept, and eventually applying it, was a long and challenging process. The global L&OD team overcame this with an innovative approach embracing digitalisation and practicality. This led to the creation of another in-house built app named The Lean Game.

“This digital mobile game equips our employees with an understanding of the ‘8 wastes’ concept. The app provides an innovative and engaging opportunity to help the entire LF Logistics team understand the significance of the benefits of eliminating waste in the workplace through gamification – while undertaking process improvements to boost productivity,” said Patrick Grzywa, VP of operations at LF Logistics.

In conclusion, the global HR/L&OD team at LF Logistics has been bringing successful outcomes not only to the workplace, but also in achieving the business goals of its three-year-plan with the key initiatives outlined here.

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BEST HR TECHNOLOGY SOLUTION PROVIDER OF THE YEAR

SAP HONG KONG

SAP HONG KONG

S

AP SuccessFactors is an all-in-one cloud-based HR management company that covers everything from payroll to employee engagement and enables organisations to deliver solutions across the candidate, employee, and HR process.

SAP provides a holistic view of the status and health of its clients’ organisations, as well as their most valuable asset, their people.

This is achieved through its Employee Central platform, as well as its powerful people analytics and experience management tools.

Offering HR support that is second-to-none, SAP streamlines everything from payroll, time and attendance management, and global benefits to organisational management for workforce planning and comprehensive talent management.

Delivering a fully digital consumer-grade experience, SAP has embraced machine learning, AI, and robotic process automation to deliver exceptional outcomes, fast.

Case in point, its digital assistant chatbot simplifies everyday transactions and delivers a humanised user experience.

Plus, its ecosystem of partners, applications, and developers offers boundless capabilities to extend human data throughout all aspects of business.

Having made significant improvements to its company structure overview functionality, SAP allows users to easily search and display the information they need.

With intelligence and analytics integrated into every solution, it is clear that SAP offers unrivalled marketleading services.

“SAP streamlines everything from payroll, time and attendance management, organisational management for workforce planning and comprehensive talent management.�

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COUNTING ON A WINNING HR TEAM

markets are blooming. Emphasis is also placed on campus recruitment, with a structured graduate programme to groom internal talent to become the future leaders of the company.

Another key area of success is performance management. ICBCI has a set of well-established departmental performance reviews and a staff performance review system for an unbiased evaluation of the contribution of each department and each employee each year. The performance management results are incorporated into the year-end promotion and compensation review process to achieve maximum efficiency in the internal resource allocation.

ICBC International knows a thing or two about building a successful HR team. At the recent HR Distinction Awards, the company was an award winner in the HR Rising Team of the Year and a nominated finalist in Excellence in HR Strategic Planning.

The Hong Kong-based Chinese financial institution puts this recognition down to two things: versatility and professionalism.

ICBCI’s HR team consists of local employees in Hong Kong as well as employees with a background from Mainland China. A versatile and harmonious workplace environment is maintained so the team can achieve maximum efficiency to comply with requirements both from head office and the local Hong Kong market.

Then there’s professionalism. ICBCI actively recruits the best talent across all HR fields to ensure that every function within HR is able to achieve the highest standard of professionalism.

The team operates with a vigorous performance management process, and has a healthy influx of new talent on a regular basis to facilitate competition and growth within the team.

The company also strives to ensure knowledge development within the team. A regular weekly meeting is held to provide an update on financial markets and other relevant news in the HR industry, so the whole team can consistently improve its knowledge in both the financial industry and HR field.

Team members are also encouraged to attend seminars and roundtables, or even pursue education degrees which can help with their growth in the HR industry. The company provides education reimbursement accordingly.

It’s all in the planning To plan HR initiatives strategically, it’s essential to conduct market and industry research to learn about the best practices. ICBCI conducts various analyses on internal talent structure so that resources can be distributed wisely and effectively.

The company recently conducted a title structure review to align with best market practices. Extensive market research was undertaken on the title structures of foreign top-tier investment banks and Chinese investment banks in Hong Kong to formulate a set of feasible title structures that matches the requirements of the company. This review helped ICBCI to attract and retain talent by providing a clear career path for its employees.

ICBCI is a niche financial specialist with around 500 employees, and with a particular goal to instil values and beliefs across its global workforce.

As a subsidiary of ICBC Group – one of the largest banks in the world – ICBCI promotes an embracing and diverse corporate culture where employees from different backgrounds are encouraged to join the family and contribute to the cause. ICBCI also promotes a co-operative and win-win culture to foster collaboration with internal stakeholders as well as with external parties. A great deal of emphasis is placed on professionalism and commitment to bring out the best potential in its employees.

Building a strong corporate culture is an ongoing process. ICBCI is currently working on promoting internal mobility to backfill some of the internal openings.

As employees typically work in the same company over a relatively long time frame, he or she may develop some needs to switch to a different role to further their career development. ICBCI is currently implementing a mechanism to fulfil the needs of its employees and create an opportunity for them to fully explore their potential.

Acquiring the right people for the job Talent acquisition is an area in which ICBCI has excelled. The company formulates recruitment strategies in accordance with the latest market trends to achieve maximum efficiency – such as expanding when the financial

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BEST COMPENSATION AND BENEFITS CONSULTANCY W I N N E R S GOLD

Willis Towers Watson

SILVER

Pretium Partners

BRONZE

ECA International

STAYING COMPETITIVE

E

mployees are in control of today’s talent market and it means that compensation, benefits and rewards strategies have been elevated to a much higher priority. Compensation and benefits consultants provide HR professionals with the data they need to build competitive packages

that don’t break the business, and also advise on how to structure and communicate remuneration policies – a complicated task which only gets more difficult when rolled out across multiple markets and tax jurisdictions.

The winners of this award are the companies that provide the best insights and advice to clients.

organisations to see the impact of skills on pay for the digital industry.

Built on a solid foundation of robust compensation data, the exclusive technology addresses all aspects of skill data, and represents the most complete vision to date for skill-based compensation.

In addition to its impressive digital currency incentive plans, WTW has also developed its proprietary Benefits Marketplace technology solution for enrolment and flexible benefits administration.

The philosophy being that by streamlining and simplifying benefits administration, employers are able to focus more on optimising their benefits strategies.

In all, more than half of the WTW’s total rewards clients have been with the company for five years or more, which is testament to the level of confidence they have in its professional services\\

“Powered by deep market analytics and behavioural insights, WTW is the only consulting company which truly integrates data, advisory, and software to deliver tailored and informed decisions.”

WILLIS TOWERS WATSON

A leading global advisory, broking, and solutions company, Willis Towers Watson (WTW) delivers solutions that manage risk, optimises benefits, cultivates talent, and expands the power of capital to protect and strengthen its clients. In its own words, it is “the ‘people’ of the people”.

With a suite of talent and reward integrated solutions, and more than 1,000 customers in Hong Kong, the company prides itself on going “beyond data” to assist its clients across all industries.

Powered by deep market analytics and behavioural insights, WTW is the only consulting company which truly integrates data, advisory, and software to deliver tailored and informed decisions.

Setting itself apart through a number of key innovations, such as its skill premium rankings, a particular highlight has been the launch of Skills Vue, a first-of-its-kind, interactive analytics platform that allows

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PRETIUM PARTNERS

Pretium Partners is a management consulting firm that helps accelerate client growth and increase profitability through effective rewards, performance, and transformation during the different life stages of a company.

Making sure to integrate local and international best practices into its solutions, as well as fully understand the executive team, organisational structure, and culture of its clients, Pretium Partners truly stands out from the competition.

As an industry leader, Pretium Partners’s unique business strategy and thought leadership has seen it not only strengthen its existing client relationships, but also forge numerous new ones.

In addition to expanding into the financial services industry, the company has also won major clients in the fast-moving

consumer goods, biotech, semi-conductor, and telecommunications industries.

To analyse the alignment of pay with business performance, Pretium Partners launched its Pay and Performance Survey, allowing its clients to rethink the extent to which their compensation positioning and strategies reflect business realities and performance.

Not only does this provide a flexible and user-friendly approach to data collection, but the highly customised job matching and data analysis sets it apart from other market surveys, offering comprehensive coverage that is customised to the local market.

Pretium Partners’s Year-end Rewards and Performance Survey also serves as the industry benchmark for pay reviews and bonus payouts. Including changes

regarding business performance, HR priorities, and staff mix, it also provides timely market data to facilitate year-end pay reviews and HR planning for the new year

ECA INTERNATIONAL

With a long history of delivering high-class consultancy services, ECA International has been consistently at the forefront of the global mobility sector.

Building on this success, over the past few years the company has further developed its offerings to its clients by providing the latest data and expertise, the most advanced technology, and, an even more personalised customer service.

Priding itself on innovation and staying ahead of the competition, ECA provides the necessary tools and expertise to reward and manage its mobile employees more effectively and confidently than ever.

Pinpointing the need for companies to increase efficiency by better utilising technology, ECA has developed its proprietary software, ECAEnterprise, into a full assignment management platform to integrate processes, calculations, and interfaces to help global mobility

professionals from start to finish of the international assignment cycle.

In addition to the software reducing the time it takes to produce a cost estimate, it also removes the risk of error, and makes it much easier to run reports, allowing companies to better evaluate their data.

Key to its service offerings are also a range of policy surveys that analyse the latest trends in global mobility, with recent topics such as the annual MyExpatriate Market Pay Survey, and Short-Term Assignments Survey

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BEST EXECUTIVE TRAINING PROVIDER W I N N E R S GOLD

Asia Corporate Training

SILVER

Justwork Hong Kong

BRONZE

Scotwork East Asia

CREAM OF THE CROP

W

ith fluctuating market conditions, it’s critical to equip ourselves with the right guidance to lead our employees in the right direction.

This award recognises the cream of the crop. The best executive training providers are those that

are well-equipped to continuously engage and inspire executives.

They are able to create the optimal learning experience through effective training, allowing executives to integrate what they have learnt into their day-to-day workload to deliver on performance.

By applying its Experience-ReflectionApplication Learning Mode, as well as psychometric assessment tools, the company offers bespoke experiential learning and development programmes to support organisational-wide applications, leadership development, team effectiveness, business skills enhancement, and individual coaching for empowerment.

As a consulting practice that believes in applying extensive analysis, its success can be attributed to being a solutionsdriven company that can effectively build capacities and capabilities within organisations. As such, ACT understands root causes and proposes solutions for the gradual development of values, attitudes, knowledge, and skills.

“Regarding its approach to learning and development, ACT places a great deal of emphasis on the most important asset of a company – its people.”

ASIA CORPORATE TRAINING

Operating as a leadership and consulting practice for 17 years, Asia Corporate Training (ACT) believes that creating and sustaining alignment within an organisation is a key aspect for any business to succeed.

The company thrives on creating a self-aware leadership and organisational culture for its clients, and goes the extra mile to support their journey of selfawareness and development.

Rather than just focusing on skill set training, ACT helps its clients to achieve the necessary mindsets for high performance organisational cultures.

Regarding its approach to learning and development, ACT places a great deal of emphasis on the most important asset of a company – its people.

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JUSTWORK HONG KONG

Justwork Hong Kong features a group of highly experienced training professionals who are passionate about making an impact in regards to learning, development, and training.

By partnering with clients as an external vendor, Justwork Hong Kong helps to deliver key objectives through unique, innovative, and experimental learning programmes.

Testament to its growing success, the agency recently extended its consultation and services to clients such as Invesco, Mercedes-Benz, and Allianz, to name a few.

From the very beginning, Justwork Hong Kong has been working closely with its clients to provide an evolved and innovative approach to leadership development.

By utilising hands-on experiential learning, physical collaboration, and communication, the agency has been extremely successful in engaging with executives, in addition to encouraging self-reflection and inspiration to be implemented back into the workplace.

Seeing itself as a “long-term people development partner”, the agency continues to develop new experiential learning programmes, and successfully delivers key messages to participants by going above and beyond traditional training methods.

In 2019, Justwork Hong Kong implemented a number of cutting-edge experimental programmes to coincide with the latest technology and innovation, adhering to its commitment to transform the future of team-building.

SCOTWORK EAST ASIA

Scotwork East Asia has been working with global clients to deliver top negotiation training courses for almost 10 years. More than 3100 participants have been trained

by Scotwork East Asia, in areas such as sales, marketing, sourcing, procurement, purchasing, merchandising, and account management.

The agency provides crucial business negotiation tools that allows its partners to be more assertive, profitable, and successful.

Primarily focusing on business negotiation, Scotwork East Asia offers a range of innovative courses to help its clients become better at negotiating.

For instance, the Advancing Negotiation Skills course provides the essential core skills to negotiate confidently and in a

professional, ethical, and competent manner.

The Negotiation Skills Capability Survey and results report benchmark the client’s people against the Scotwork assessment of best practices worldwide, giving the client a report to help them understand their strengths and development needs.

Additionally, the agency’s Negotiating Profile & Personal Development Plan, which is a core component of its training courses, goes on to benefit negotiators far beyond the training room, and into the workplace.

Its alumni membership also offers free access to an entire suite of helpful digital tools, and also includes a comprehensive resource library and learning modules.

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EXCLUSIVE DISTINCTION AWARDS BEST LEADERSHIP DEVELOPMENT CONSULTANT ASIA CORPORATE TRAINING

With 17 years of experience in the training and consulting field, Asia Corporate Training (ACT) knows that creating and sustaining alignment within a business is a key factor in driving success, with leadership being crucial in channelling an organisation’s vision.

Developing leaders at all levels not only allows businesses to grow, but it also generates a highly positive and dynamic culture that maximises employee engagement and motivation.

In turn, this enhances productivity and minimises turnover.

Believing that leadership development is a gradual process that takes time, ACT adopts a progressive and innovative approach in its programmes to create impactful results and sustainable learning for its clients.

Integrating unique psychometric tools such as Insights Discovery, ACT custom builds its programmes based on the needs and challenges of the individual and offers consultative advice to establish a foundation from which to move forward.

The services and products ACT deploy are then built on this solid foundation, as well as the company’s principles of “action and experience, reflection and feedback, application and experimentation”.

As an award-winning consultant that prides itself on practical and realtime knowledge application, ACT goes above and beyond traditional leadership development methods.

Truly providing exceptional programmes that deliver results, ACT is committed to training the next generation of leaders.

BEST ORGANISATIONAL DEVELOPMENT CONSULTANT ASIA CORPORATE TRAINING

Building and sustaining alignment within an organisation is one of the key considerations for any business to succeed. Asia Corporate Training (ACT) understands that organisational strategic development is vital when it comes to creating and sustaining performance, by keeping employees both aligned to and engaged in the strategic development and success of a company.

Adopting an approach that is progressive and innovative, ACT designs and delivers bespoke organisational development programmes that are both impactful and sustainable.

To maintain both relevance and credibility in the ever-changing organisational landscape, ACT is committed to refining, redefining, and retooling talent pools to create a competitive advantage

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with its psychometric assessment tool – Insights Discovery.

Salient insights from the management’s Insights Discovery report enables effective programme design, which caters to the needs of organisational change in creating a truly customised and personalised programme.

Most importantly, ACT places a great deal of focus on implementation and action after every workshop. To achieve this, regular reinforcements such as online learning activities, town hall sessions, and review articles are sent to participants for sustaining and refreshing their learning experience, and to keep the message of change and development alive after every workshop.

SPONSORED RECRUIT CONTENT HOW TO THIS ARTICLE WAS BROUGHT TO YOU BY SUN LIFE

DESIGNING A TAILORED PROGRAMME FOR HIGH POTENTIALS AT SUN LIFE

Nurturing a high performance culture In an age when a competitive remuneration programme is no longer a guarantee of talent attraction and retention, companies are taking extra steps towards fulfilling top talents’ intrinsic demands for personal and career growth.

Aligning with its human resources philosophy – nurturing a high performance culture to support its “Client for Life” business strategy – Sun Life in Hong Kong developed a high potential (HIPO) oriented programme, namely We Shine.

The insurance and asset management provider was awarded silver for Excellence in Talent Management at HR Distinction Awards Hong Kong 2019.

An all-round talent identification process The annual We Shine programme begins with a comprehensive talent identification process during the first quarter of each year. To achieve a robust discussion, each supervisor’s nomination of his or her subordinate goes through a calibration process under which all key stakeholders across different levels of the company will debate and discuss whether the nominee is truly a talent at Sun Life.

“The calibration process, regardless of its inevitable time-consuming nature, is a combination of art and science. Art refers to the qualitative feedback from a big group of senior stakeholders, while science applies to an analysis of performance reviews and mid-year dialogues,” says Viola Chan, head of total rewards and communication at Sun Life Hong Kong.

Tailored approach Sun Life underscores the We Shine success in its tailored approach and solutions. Following the identification and calibration process, a one-on-one career dialogue between the high-performing employee and his or her senior leader will be held to map out a talent’s aspirations at Sun Life.

The senior leaders are equipped with relevant knowledge from a guidebook prepared by the human resources department.

“The individual dialogues are particularly important. From there, we summarise common themes across top-tier talent, and come up with ways to address all their concerns and accelerate their career development during the programme,” Chan says.

“We Shine is not a generic, one-size-fits-all development programme. All the solutions are tailored to each individual’s needs.”

Blended learning A 70:20:10 blended learning methodology is deployed for the We Shine programme – 70% is derived from on-the-job training and job rotations; 20% from executive coaches and internal mentors; and 10% comes from faceto-face training workshops such as classes from renowned global business schools or talks from reputable regional or global leaders.

When it comes to training, Sun Life is keen on adopting an innovative approach that takes talent out of their comfort zone and gives them the first taste of the challenges inherent in the positions of senior leadership.

One of the very well-received practices from last year was a business project called “Experience the Sun”, where We Shine talent from different departments were brought together to design a client-based app in three months.

We enhanced our We Shine Program and Digital Leadership Boot Camp to help facilitate our talent to navigate the innovation journey. Our talent is equipped to start cultivating the agile culture, be more customer-centric, connected and collaborative to generate space for innovation in each of their teams and for the company.

“Not only did they have a chance to work on a real-life heated project from scratch, they also learned how to interact with talent with different strengths.

This was much more challenging compared to their day tasks,” Chan says.

“Our We Shine programme might not be the most expensive out there, but it is a programme that caters to each individual. Our top management and team leads are synchronised with the mission of providing the best opportunity for all our talent and inviting talent to share their career journey with Sun Life.”

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BEST HR OUTSOURCING SERVICE PROVIDER W I N N E R S GOLD

BDO

SILVER

BIPO

BRONZE

ManpowerGroup

BEST-FIT HR

A

n HR outsourcing service provider plays an important role in yielding the essential resource of allocating professional HR assistance without the client having to invest expenses into hiring a full in-house HR team. The best HR outsourcing service provider is

one with the capability to supply a comprehensive and customisable service of HR professionals that fits the business needs of its clients seamlessly.

administration outsourcing, individual tax compliance and advisory, professional secondment, and HR consulting.

BDO’s services and solutions are handled by teams of professionals who possess multi-disciplinary knowledge and experience to specifically diagnose clients’ issues, as well as anticipate any challenges. With this in mind, the company assigns specialists from its various service delivery teams to assist throughout the various stages of the project life cycle.

Throughout everything it does, BDO understands that the key to its success is its people. With this in mind, the company cultivates a high-performance workforce by adopting a talent management plan that is directly aligned with its strategic and overall business needs. It also offers regular training and development workshops to keep its talent at the cuttingedge of industry best practices.

“BDO differentiates itself through its value-added offerings, including fully managed payroll and HR administration outsourcing, individual tax compliance and advisory, professional secondment and HR consulting.”

BDO

As a market leader, trendsetter and innovator, BDO prides itself on offering a comprehensive suite of HR outsourcing service solutions to its clients. Key to the company’s success is its unparalleled core strengths in risk management, compliance, operational efficiency, costsaving, and talent acquisition.

Adopting a consultative approach, BDO uses its real-time reporting and data analytics tool, Valise, to provide “blended business solutions” by going deep into its clients’ operational mindsets and utilising its expertise to facilitate the clients’ management teams in achieving strategic transformation, automation, digitisation, and enhanced compliance.

In addition to assisting clients on taskspecific outsourcing, BDO differentiates itself from the industry through its insightful and value-added offerings, including fully managed payroll outsourcing, HR

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BIPO

Founded in 2004, BIPO is a leading HR provider in Asia that offers innovative solutions to manage complex end-to-end processes through its award-winning cloud and mobile-based HR management system platform.

With more than 200 employees worldwide, the company has seen steady, double-digit growth year-on-year since 2017, and this is expected to continue.

As a smaller, more agile company, BIPO recognises the challenges businesses face when trying to scale-up and regionalise.

With this in mind, the company is impacting the HR industry and business environment in general by delivering seamless 24/7 access to data through its cloud and webbased platform.

It also enables cost-effective, integrated solutions to help companies digitise, and provides product bundling options that ensure businesses stay flexible in today’s fast-paced world.

Understanding the importance of data in Industry 4.0, its products and business intelligence tools help businesses make better decisions. In this way, reports are retrieved in real-time, allowing for more accurate forecasting and trend analysis. In BIPO’s own words it, “enables, empowers, and encourages” its clients to make the best possible strategic decisions.

Driving BIPO’s comprehensive suite of service offerings is the need to simplify HR processes and help its clients understand and interpret their data. As a HR shared

services provider, BIPO handles everything from payroll, administration, compensation, and benefits, to recruitment, talent management, training, and organisational structure.

Relieving its clients of the tedious business of manual administrative tasks, BIPO allows them to focus on more important strategic activities.

MANPOWERGROUP

As a global leader in outsourcing services for large-scale recruiting and workforceintensive initiatives, ManpowerGroup finds, engages and aligns talent to its clients’ workforce strategies to maximise business results.

Knowing that having the right talent in place at the right time drives productivity and profitability to enable future growth, the company offers second-to-none recruitment process and talent-based outsourcing.

Furthermore, its managed service provider, TAPFIN, has been recognised as a global leader for the sixth consecutive year. With its unmatched on-the-ground global footprint, strategic investments in HR technologies, and proprietary business intelligence, it helps organisations better source, manage, and develop employees.

Instead of merely filling positions, the company uses its recruitment process

outsourcing service to deliver workforce planning, recruiting strategy, screening and assessment, interviewing, management, and onboarding.

Utilising its vast candidate database, the company uses innovative recruitment methods such as referral programmes and social networking to maximise awareness and candidate response rates.

Having developed systematic work flows that offer highly efficient recruitment, it delivers a pool of qualified candidates in a short space of time that meets the clients’ requirements, training schedules, and growth targets.

Understanding the complexities of payroll functions and the importance of meeting regulatory requirements,

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BEST PAYROLL OUTSOURCING PARTNER W I N N E R S GOLD

Links International

SILVER

ADP – Automatic Data Processing

BRONZE

BIPO

DELIVERING A PAYROLL PAY-OFF

O

ne of the keys to advancing the human resources function is the ability of HR professionals to free themselves of administrative HR tasks, enabling them to focus on strategic HR management issues.

Outsourcing payroll to a reliable

third party is a godsend for many companies and the winners of this award are the companies that best deliver bottom-line value for their clients as a result of taking on and improving payroll administration.

it comes to rolling out integrated payroll outsourcing solutions.

With increasing pressure on HR leaders to play a bigger role in leading the business direction, Links International’s payroll service helps HR teams bridge the gap between operation, process, and vision.

Aimed at making payroll processing manageable, insightful, and user-friendly, Links International has expanded its payroll product line over the years to meet the needs of different clients.

Such products include payroll processing services, a consolidated payroll dashboard, and an integration hub that provides connectivity to global human capital management, and third-party solutions.

“Its award-winning service and industry leading HR technology has resulted in the agency attracting some of the world’s strongest brands.”

LINKS INTERNATIONAL

Providing HR services in Asia for the past 20 years, Links International helps HR teams make a difference by simplifying heavy administrative tasks such as payroll processing, so they can instead focus on bringing the best out of people.

Since its establishment, Links International has continued to provide a full suite of award-winning HR solutions for its clients, and has expanded its services in accordance to the growing demands of the market.

Its award-winning service and industry leading HR technology has resulted in the agency attracting some of World’s strongest brands.

With its flagship system, Links One – Asia’s most advanced, region-wide payroll portal – the agency is widely trusted when

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ADP – AUTOMATIC DATA PROCESSING

ADP is at the forefront of designing better ways to work through cuttingedge products, premium services, and exceptional experiences that enable people to reach their full potential.

With its global rebrand in 2019, ADP has entered its 70th anniversary under the new tag line, “Always Designing for People”, which embodies the agency’s spirit and culture.

When it comes to payroll, ADP understands the importance of accuracy and consistency. As such, its solutions and processes are built around ensuring that every client employee is paid accurately and on time.

ADP achieves this by providing flexible payroll solutions to clients of all sizes – from local shops to global companies. Adding to this, mobile access is standardised and

includes single sign-on via WeChat for employees based in China.

ADP provides three types of payroll outsourcing solutions in Hong Kong and Mainland China. ADP OneHR creates a unified user experience and data structure between Hong Kong and China, and delivers payroll managed services, HRIS functionality, as well as integrations into a module to manage social benefits.

Since 2001, the ADP GlobalView has been offering multi-country payroll services to large clients in the APAC region with an SaaS single-source solution.

Additionally, its new product, ADP Celergo, brings multi-country payroll services to nearly 150 markets, and offers standardised payrolls from every country in a single view, allowing clients to manage diverse country payrolls.

BIPO

Founded in 2004, BIPO is a leading one-stop HR provider in Asia Pacific, providing organisations with innovative ways to manage complex end-to-end HR processes through its cloud and mobilebased Human Resources Management System (HRMS) platform.

New business and client retention continue to be the agency’s core focus, and it has adopted a two-pronged approach, focusing on research and development at the same time to improve its core products, while also catering to the increasingly sophisticated requirements of its clients.

With regards to products and services, BIPO recognises the need to simplify HR processes in addition to helping clients understand and interpret their data. Hence, for payroll outsourcing, BIPO values the

importance of being cost-effective and labour-efficient in every aspect.

Its systematic approach helps businesses scale-up payroll (and HR) functions quickly by putting in place project implementation timelines, and redflagging potential areas of concern.

The BIPO mobile app is bundled together with its HRMS and is part of the standard offering for clients. What’s more, the app includes user-friendly and readily accessible features, allowing employees to access a host of self-service options.

Adding to this, BIPO BI (Business Intelligence) provides reporting and analytical functions that enable HR professionals to leverage on real-time data to make strategic decisions and generate dynamic reports.

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EXCLUSIVE DISTINCTION AWARDS BEST RECRUITMENT FIRM – RETAIL CHANDLER MACLEOD

A leading human resources services organisation, Chandler Macleod aims to drive profitability, productivity and consistency by unleashing the potential of its people.

Providing some of the largest companies and organisations in Asia Pacific with a full range of products and services, Chandler Macleod partners with clients to plan strategically, source the right talent, assess their organisation and people, and develop and manage their workforce.

At the core of the company’s recruitment and selection process is its BestFit methodology, which is tailored to the needs of “every position at every level of every organisation”.

BestFit recruitment includes an objective assessment of whether a person possesses the necessary skills,

abilities, and experience to perform the job to the required standard; the right level of motivation to do the job; and the personality to fit within the broader culture of the organisation.

Its mission is to find the candidate who is ideal for the position, team and the organisation’s culture. This not only increases the performance level in that position, but also the average level of performance across the entire company.

In turn, this effectively maximises engagement and productivity, while decreasing costs associated with turnover and poor performance.

Offering a complete end-to-end HR solution, Chandler Macleod prides itself on its outstanding performance and long-term commitment to its clients and candidates across the retail sector.

BEST RECRUITMENT PROCESS OUTSOURCING PARTNER CIELO

Cielo is the world’s leading strategic recruitment process outsourcing (RPO) partner and industry innovator, delivering RPO, total talent acquisition, consulting, and executive search services to more than 95 countries worldwide.

To achieve this, Cielo designs comprehensive, people-centric solutions and leverages Cielo TalentCloud – an award-winning technology suite featuring CRM, AI, automation, and analytics capabilities – to help its clients find, attract, and hire the right talent to move their businesses forward.

On top of this, its High Volume RPO solution has simplified hourly hiring for organisations by automating much of the hiring process, while keeping vital human touch-points to keep candidates engaged.

Driven by the increasing demand for its talent acquisition strategies and

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services, including candidate sourcing and screening, employer branding, and recruiting, Cielo now has teams in 11 countries across APAC – including new expansions in Vietnam, Taiwan, Thailand, Indonesia, and Malaysia.

What’s more, its client list in Hong Kong keeps expanding as the company has continued to add value to the TA function of the companies it supports through its RPO programmes.

Cielo offers each client a customised solution that comes from an in-depth assessment of the organisation’s current talent acquisition function, and addressing the greatest needs.

Its innovative, tech-enabled solutions delivers clients significant improvements to vital metrics such as time-to-fill and quality of hire. Furthermore, Cielo provides clients with the ability to hire the right talent

at the speed and scale they need while ensuring the model is scalable and costs are controlled.

SPONSORED RECRUIT CONTENT HOW TO THIS ARTICLE WAS BROUGHT TO YOU BY BLUE

NURTURING A SENSE OF WELLBEING AT BLUE why there is a nursing mother facility, recharge quiet zones, and a collaboration area to cater to people’s needs to support their wellbeing.

The office has been designed to promote greater collaboration, support sustainability and create a strong sense of community. All desks are sit/stand desks to help promote activity and movement during office hours.

Answers provided by Charles Hung, CEO and Executive Director of Blue 1. What differentiates Blue’s employee wellbeing programmes to that of other organisations?

As the line between work and life blurs, and in the face of business and people challenges, providing a robust suite of wellbeing programmes focused on physical, mental and financial health is becoming a corporate responsibility and a strategy to drive employee interest and engagement in the new digital age.

At Blue, we believe in being purposeful, empowering and pioneering – we uphold these principles not only when serving our customers, but also our staff. We reinvented the core of our wellness programme by positioning it as an ecosystem with end-to-end initiatives, which empower our staff to be healthier and happier in the workplace.

2. What successful initiatives has Blue undertaken in the area of employee wellbeing?

The first initiative is The Blue Lab – a series of workshops to equip employees with business know-how, financial, social and wellbeing. We collaborated with different partners to roll out a series of programmes aimed at promoting physical and mental wellness.

The programme started with an online health questionnaire – the first step to getting feedback from employees on our previous health activities and to help them understand their health status. The assessment provided employees with a personalised report and advice to reduce health risks. After the completion, we received an organisational health report that summarised the staff’s overall health status and key health issues. The findings were then used to develop customised wellness activities. To help employees understand their health with more professional advice, we also arranged on-site health check-ups with registered nurses.

Our second initiative is The Blue Planet – a campaign to minimise damages to the environment. There are many ways in which the environment is crucial to our wellbeing. A pleasant and natural environment helps create social relationships, which research shows as one of the most important contributors to our wellbeing and mental health. Minimising damage to the environment arising from human activities in turn helps to protect our health and wellbeing.

Some of our initiatives include giving each employee a Blue mug/water bottle, discouraging single-use plastic and encouraging e-copies instead of printouts.

Our third initiative is The Blue House – a series of initiatives to keep the office comfortable, hygienic and healthy so as to increase the workplace hygiene and social bonding. People and community are Blue’s top priorities, which is

3. A recent report revealed that 31% of Hong Kong people have suffered mental health issues. What can HR professionals and business leaders do to ensure a safe workplace for their employees?

Nowadays, mental healthiness is promoted with a variety of programmes and training in organisations. All these may be helpful in promoting mental health awareness, but they are not sufficient in addressing the situation.

The core of many mental health problems are, in fact, related to workplace wellbeing issues, for example, stress at work, imbalance between work and life, or workplace discrimination. Blue believes that to truly respond to the needs of mental healthiness, we need to focus on the fundamental core – workplace wellbeing. We view wellbeing as the core asset at Blue, and create wellbeing-centric programmes that enable our staff to enjoy their work instead of seeing work as stress.

4. What do you see as the crucial issues surrounding employee wellbeing that HR professionals should consider?

Employee health and wellbeing is one of the key focuses in organisations. This isn’t just something we pay lip service to – we invest great time, energy and resources into creating workplaces that embrace wellness, and consider it a vital part of our business strategy.

Nurturing a sense of wellbeing is much beyond rolling out initiatives around promoting physical and mental health; it is about tackling the root problems at the workplace that cause employees distress and discomfort.

The core issues may vary across different organisations. Those issues could link back to the need of, for instance, a more inclusive and respectful environment, more effective and efficient processes, more collaboration across departments and teams, and more communication between staff and management. Business leaders play a fundamental role in identifying and addressing the root causes specific to the organisation as a collaborative team.

At Blue, we encourage four leadership behaviours – “leading by example”, “super collaboration”, “focused execution” and “quality delivery”. Our management team is committed to creating a more collaborative and effective workplace, which in turn, cultivates a healthier wellbeing culture where staff can feel respected and accomplished at work.

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BEST MOBILITY AND ORIENTATION CONSULTANT W I N N E R S GOLD

Crown World Mobility

SILVER

Santa Fe Relocation

BRONZE

SIRVA Worldwide Relocation & Moving

MOVING TALENT WITH EASE

N

avigating the logistical challenges involved in shipping containers full of household items is one thing, getting relocated staff settled in their new city and back to work with minimal business disruption is another. The best mobility and orientation consultants prepare the relocated manager for changes in

the culture before the move – taking care of immigration administration, working out tax issues, providing advice on banking and other legal and statutory requirements and getting the expat executive into the office ASAP. The winners of this award best exemplify these traits.

In doing so, this provides better efficiency, transparency, accuracy, compliance, and user experience, which ultimately leads to a reduction in costs.

To this end, the company’s offerings include its e-packing digital inventory solution, which uses barcodes and photography to capture a digital inventory of customers’ belongings; virtual consultations, which allows a consultant to conduct an in-home consultation at virtually no additional cost; and a dynamic timeline, which gives customers access to a visual representation of the milestones in their relocation.

Finally, Crown World Mobility’s selfservice tool, FLEX, simplifies relocation by providing a platform that enables customers to offload administration, manage budgets, speed-up supplier liaisons, and track all active relocations for a more streamlined process.

“At the forefront of its philosophy is Crown World Mobility’s desire to continually deliver the best products and solutions through integration and automation.”

CROWN WORLD MOBILITY

Partnering with companies around the world, Crown World Mobility offers comprehensive and customised global mobility management solutions in support of management strategies.

Founded in 1965, the company has over 100 offices in 53 countries and works with more than 2000 corporate clients to handle even the most complex relocations, for companies both large and small in every sector.

Last year, Crown World Mobility established its customer experience team, which works with regional and functional leaders across its business units to simplify operational processes and improve the company’s service delivery to internal and external customers.

At the forefront of its philosophy is Crown World Mobility’s desire to continually deliver the best products and solutions through integration and automation.

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SANTA FE RELOCATION

A leading global mobility company, Santa Fe Relocation handles the entire relocation journey, from moving, destination services, and immigration to full-assignment management solutions.

Providing relocation services to some of the world’s largest organisations, the company’s success can be seen in its impressive customer satisfaction scores and surveys.

Developed exclusively by Santa Fe Relocation, its Perfect Destination Services Provider (DSP) system combines proven process flows, clients’ mobility criteria, and local information to allow the company to not only remain consistent, but also stay true to its philosophy of “people, drive, quality, and integrity”. For Santa Fe Relocation, DSP is at the heart of its business.

As such, the company goes beyond the practical aspects of relocating to do everything it can to focus on its clients’ success and the assignees’ relocation experience.

This includes arranging for serviced accommodation and providing short-term furniture upon arrival in the host country, as well as offering extensive resources for customers regarding school placement and education.

Continuing to develop innovative solutions, the company seamlessly manages end-to-end relocation through its assignee portal – a single point of coordination that helps to reduce the number of assignee touch-points and exchanges of documents.

The portal is easy to use, allows for direct messaging to the co-ordinator,

facilitates a quick response time, reduces the number of emails, and provides regular up-to-date tracking.

In line with the company’s long-term strategy, Santa Fe Relocation makes sure to keep improving its technology and service delivery model to ensure the future mix of global and local, human and digital is fit-for-purpose and aligned to its clients’ needs.

SIRVA WORLDWIDE RELOCATION & MOVING

With skilled teams around the globe, SIRVA is perfectly positioned to tailor the ideal relocation solution based on any local factors and organisational priorities.

A globally integrated relocation and household moving provider, SIRVA offers flexible, seamless, and end-to-end relocation services across Asia Pacific.

Understanding the challenges facing assignees, the company has invested extensively in resources to directly support its clients’ relocating talent.

This includes home finding, destination services, immigration, cultural training, and education consultation.

Taking a forward planning, holistic approach to relocation, SIRVA uses the latest technology to effectively deploy its resources to go above and beyond its clients’ expectations.

To ensure a smooth transition, SIRVA creates a comprehensive transition plan and works closely with the client to design a clear communication model; review and define an up-to-date mobility policy; develop a consistent payment process; and brief all internal stakeholders.

The dedication to its clients is reflected in SIRVA being recognised as the leading player in the industry through its dominant market share.

However, the company knows that this has only been possible through its unswerving dedication to improving the customer experience and by constantly striving for excellence in everything that it does.

As the strategic long-term partner of choice for global mobility services, SIRVA continues to foster strong relationships

with its clients by being sustainable, trusted, and people-focused. Ultimately, this allows employers to more effectively and reliably relocate their people.

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BEST RELOCATION COMPANY W I N N E R S GOLD

Crown World Mobility

SILVER

Santa Fe Relocation

BRONZE

SIRVA Worldwide Relocation & Moving

SIMPLIFYING THE PROCESS

R

elocating key staff across the world has become commonplace, but that doesn’t mean the physical transportation of personal effects has become any less complicated. Layered on top of the logistical challenges is the human factor – ensuring the assignee and

their families are able to adapt to their new environment. The winners of this award are the firms which are able to delight expat staff and reduce the administrative burden on the HR department of the client company.

better efficiency, transparency, accuracy, and compliance, which overall improves the user experience and reduces nonproductive costs.

For instance, its ePacking app uses barcodes and photography to capture a digital inventory of customers’ belongings.

This is emailed to the customer upon completion, giving them an oversight on exactly what was packed.

Using Crown’s virtual consultation service via a mobile device, its customers can transport a Crown consultant into their home to conduct a virtual in-home consultation at no additional cost. This allows greater flexibility to schedule a date and time that suits the client best.

Additionally, its live chat service allows Crown to respond in real-time to any relocation-related questions from private customers.

Furthermore, utilising the unique power of Crown’s extensive networks,

the Groupage service consolidates small shipments together in a single shipping container, which is consigned to the same destination. This is a flexible, yet cost-effective option, which is able to take advantage of shared shipping costs.

CROWN WORLD MOBILITY

Working in partnership with corporations across the globe, Crown World Mobility provides comprehensive and customised global mobility management solutions to support management strategies.

Its regional mobility service centres support more than 204 facilities in more than 53 countries with their customerfacing and back-office requirements.

The agency aligns itself with each organisation’s objectives to look after the people, policies, and global assignment procedures.

With clients spread across a wide range of industries, Crown guarantees consistency in service delivery across all markets. The company continues to strengthen its global proposition for private clients, understanding that people have different needs during the various stages of relocation.

Smart technology is at the forefront of Crown’s operations, as it provides

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“Smart technology is at the forefront of Crown’s operations, as it provides better efficiency, transparency, accuracy, and compliance, which overall improves the user experience and reduces non-productive costs.”

SANTA FE RELOCATION

Santa Fe Relocation provides relocation services to some of the world’s largest organisations, with international operations ranging from banking and finance, insurance, oil and gas, technology and digital, and much more.

The company also aims to add even more corporate customer and marketselected services to business travellers.

At the same time, it is proactively expanding on direct consumer individuals who are relocating without the support of an employer.

In terms of innovation, Santa Fe Relocationseamlessly manages an endto-end relocation service delivery through a “single point of co-ordination”, which as a result, reduces assignee touch-points.

The exchange of documents through its Assignee Portal also allows the customer to directly touch base with the co-ordinator. This helps to facilitate quick response times, along with the ability to complete expense claims online, and provide regular tracking services via CSAT surveys.

Based on its global scale and local presence, Santa Fe Relocation provides the flexibility and personalisation of a local boutique service provider via its own local experts’ network, which is all put together and connected via a central customer experience team, and is consistently managed by the company’s regional coordination teams.

SIRVA WORLDWIDE RELOCATION & MOVING

SIRVA Worldwide Relocation & Moving continues to provide its customers with an unrivalled standard of international household goods moving services.

Its client-focused approach consistently raises the bar in terms of moving standards, which includes a seamless, high quality approach to moving that is backed up by industry accreditations such as the FAIM certification and ISO accreditation.

Maintaining a professional approach to relocation has allowed the company to remain Asia Pacific’s premier moving company, priding itself on being committed to delivering a consistently high standard of service for every international move.

Aiming to always be at the forefront of the international moving industry, SIRVA pays close attention to the development

of technologies that allows clients to track their shipments throughout their journeys.

As such, in partnership with Globalcom, clients are able to receive real-time updates about their belongings as they travel to their destinations.

Adding to this service, a Video Survey solution, which is available in the APAC region, allows customers to conduct a home inventory survey with a user-friendly app.

Moving forward, SIRVA client-focused approach continues to rely on close personal relationships with its clients, which begins during the consultation process of in-home visits. This initiative has significantly increased the number of surveys completed and improved the company’s overall bookings.

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BEST SALES TRAINING PROVIDER W I N N E R S GOLD

Scotwork East Asia

SILVER

Justwork Hong Kong

BRONZE

Asia Corporate Training

TOP OF THE CLASS

T

here are sales people who have the gift of the gab and then there are true sales professionals who understand how to get their clients to open up, who appreciate the value of listening, and actually provide their clients with the products and services they need, within set

budgets. True sales professionals consistently exceed their targets and drive the revenue performance of their companies. The winners of this category are the companies that are in the business of transforming friendly and chatty sales people into high-performing sales professionals.

are specifically selected to replicate reallife situations.

Over the course of three days, expert coaches carefully guide participants through five sequences of lectures, preparation, negotiation case-play, and follow-up analysis; each being delivered in the context of the day-to-day working life.

In this way, negotiation is a live and interactive process, which turns theory into iterative good practice.

At the same time, Scotwork East Asia’s negotiating profile and personal development plan gives an instant, individual snapshot of how confident the client is in their negotiating abilities.

It pinpoints areas of highest and lowest confidence, highlights priorities for improvement, and creates the foundation for a personalised skills development plan.

In short, it helps negotiators to overcome their limitations and capitalise on their negotiating strengths.

In addition, the negotiation skills capability survey benchmarks the clients’ people against its assessment of world-wide best practices to give the client a report on their strengths and development requirements.

SCOTWORK EAST ASIA

For more than 10 years, Scotwork East Asia has worked with global clients to deliver negotiation training courses to more than 3100 people across sales, marketing, sourcing, procurement, purchasing, merchandising, and account management.

To date, feedback has been extremely positive, with evaluations showing that participants have been very satisfied with the courses and that they would like to take further training.

The company’s advanced negotiation skills course provides participants with the core skills they need to negotiate confidently in a professional, ethical, and competent manner.

Using a unique case-play method, participants are actively involved in unscripted negotiating exercises that

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“The company’s advanced negotiation skills course provides participants with the core skills they need to negotiate confidently in a professional, ethical and competent manner.”

JUSTWORK HONG KONG

Founded in 2017 by a group of people with a passion for making an impact on learning, development, and training, Justwork Hong Kong partners with clients to help deliver key objectives through unique and innovative experiential learning programmes.

Striving for excellence in everything that it does, the key to Justwork Hong Kong’s success is its ability to listen to its clients’ feedback, fully digest the information, and then let that drive its future strategies. This mindset has led to excellent customer satisfaction, strong customer retention, and impressive growth.

In pursuit of meeting and exceeding customer expectations, Justwork Hong Kong continues to develop innovative experiential learning programmes. To this end, in 2019, the company designed three new programmes: Dream City, Four Tribes, and Tycoon.

Dream City, for example, is a business simulation game that presents the real challenges facing modern-day architects and city planners. The aim of Dream City is for groups to plan and build a model city using creativity, city planning, resource management, and most importantly, teamwork.

Bringing disruptive new concepts of experiential learning to its clients, Justwork Hong Kong continually acquires new talent, who not only inspire, but provide sound developmental knowledge and help participants achieve their goals.

Believing in “better people, for a better future”, Justwork Hong Kong’s mission is to change the traditional landscape and perception of what corporate training means.

ASIA CORPORATE TRAINING

Providing bespoke development consultations and solutions, Asia Corporate Training (ACT) is made up of a diverse team of multi-cultural individuals, who possess experience, knowledge and skills across a range of disciplines, including the public sector, hospitality, banking and finance, and human resources.

With the core philosophy of “our people, our future”, the company is passionate about developing an organisation’s greatest asset, its people, and unleashing their full potential.

Priding itself on using practical, realtime knowledge applications, ACT’s sales training programmes are based on people’s strengths and individual learning needs and focus on going beyond the conventional idea of sales.

The company firmly believes “one size

does not fit all” when it comes to training. As such, personalising intervention drives engagement and motivation, and, in turn, this allows ACT to provide exceptional programmes that deliver results.

An award-winning sales training provider, ACT is primed to train the next level of “future-ready” leaders who will drive organisational success across the sales industry.

Practising what it preaches, ACT’s internal training and development initiatives are designed to continually ensure its staff have all the necessary tools and skills to deliver transformative programmes to clients.

Some of these include skills-based training, individual coaching, social events, and strategic meetings. However, more than simply training skills, ACT focuses on developing mindsets.

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EXCLUSIVE DISTINCTION AWARDS BEST RECRUITMENT FIRM – ENGINEERING, PROPERTY & CONSTRUCTION DON NELSON RECRUITMENT

As a rapidly growing recruitment firm, Don Nelson is constantly in pursuit of providing quality-assured recruitment services.

Thanks to the ongoing support from its clients and candidates, the agency has experienced continuous growth in its annual revenue.

Don Nelson also adopts a happy and challenging corporate culture and always makes sure to treasure not only its clients and candidates, but also its consultants and staff.

It provides permanent recruitment services to help its clients with appointments at all levels and across a wide range of sectors and disciplines.

Adding to this, the agency works closely with its people to share ideas, with the ultimate goal of driving the business forward and encouraging everyone to work together to achieve the best results.

Providing comprehensive and efficient services with integrity is one of the firm’s major priorities. While building client satisfaction by providing the right people to facilitate business growth, Don Nelson works closely with its candidates to provide job referrals with rewarding and challenging opportunities.

Moreover, the agency helps to assist its clients in mass volume recruitment and special recruitment projects. For example, in 2018, it was invited by the Home Affairs Department and the Commission on Poverty to support a career coach programme for students in Hong Kong.

BEST EMPLOYEE ENGAGEMENT SOFTWARE JOBABLE

Founded in 2014, Jobable is a Hong Kong-based jobs and career platform that leverages AI and big data to help employers find the right talent, and employees to find the ideal placement.

Helping its clients to drive HR digital transformation, Jobable strategically positions itself to facilitate innovation through technology.

Importantly, all of its products are completely designed and developed inhouse to maintain the highest possible quality standards.

Partnering with world-renowned names such as Swire, Asia Miles, and Cigna, Jobable prides itself on delivering all its projects within budget and on time.

Impressively, over half of the company’s existing clients have already engaged on

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follow-up projects or are actively looking to expand Jobable Onboarding or VR to new markets.

Jobable VR is a software application that allows staff to explore the office environment; while Jobable Onboarding is a digital product that guides a new employee throughout the entire process.

The company also looks to put technology firmly in the hands of graduates and young professionals by creating tools such as CV Fighter – a gamified way to analyse CVs. In addition, the company continues to forge strong relationships with hundreds of HR professionals and business leaders across Asia.

As part of its mission to provide valuable thought leadership, Jobable also regularly publishes insightful blog posts and articles for business publications.

SPONSORED RECRUIT CONTENT HOW TO THIS ARTICLE WAS BROUGHT TO YOU BY G2000

G2000 ADOPTS DESIGN THINKING TO DRIVE ORGANISATIONAL DEVELOPMENT G2000採用設計思維推動組織發展 In an ever-changing business landscape, it’s a truism that the ability to identify potential challenges, and take action in a timely manner, is the key to staying competitive. However, it is often easier said than done.

At G2000, upon acknowledging the talent crunch in key business areas, top management and the human resources department turned their attention to the concept of “design thinking” and modified the existing structure. In recognition of its achievement in this sphere, the multi-brand apparel specialty retailer was awarded bronze for Excellence in Organisation Development at HR Distinction Awards Hong Kong 2019.

Design thinking – a cognitive, strategic and practical five-stage process that sets out to empathise, define, ideate, prototype and test – was deployed to enhance G2000’s organisational effectiveness and health. This is especially relevant in the following areas: Talent pipeline, change management, company culture, and the development of an emerging brand.

Empathic individual interviews and small group discussions between the executive management, HR team, and designer and buyer are organised regularly. “Design thinking emphasises human-centred processes,” says Clara Ngan, group human resources director at G2000.

“We believe only through asking our talent about their career aspirations that we can create valuable solutions that address their needs. This can also strengthen their engagement and commitment to us in the long term.”

To cultivate an open and safe environment for talent to speak their mind, top management has come up with a set of rules for the moderators, based on Stephen Covey’s self-help book The 7 Habits of Highly Effective People.

These habits of success include having a “what I can do to support” mindset and taking the initiative to understand talent.

G2000’s CEO Damien Ko also sets an example of supporting the culture of open communication by adopting the 3C Model in his work. The three Cs are: collaborate teamwork, constructive challenge and consumer focus.

Between defining the problem and taking action, G2000 trials the proposed ideas for a short period of time, collects feedback, evaluates if there is any significant changes, and then executes the best solution.

“As part of design thinking, after creating our first approach, which is derived from the insights we gathered from our talent, we will test it and then we will have interviews with our talent again to fine-tune our prototype,” Ngan says.

Looking forward, G2000 will continue to keep track on the business performance of its teams and the organisational development projects, share its cases with its regional human resources team, and extend the design thinking approach to other departments.

(Left) Clara Ngan, group human resources director, G2000

要在瞬息萬變的商業環境中保持競爭力，能夠及早發現潛在挑戰並及時採取行動是 關鍵，但這往往說易行難。 G2000的高級管理層和人力資源部門意識到主要業務範疇出現人才緊缺後， 便將注意力轉向「設計思維」概念，並調整現有架構。為表揚其在這一領域的成就， 這家多品牌專業服裝零售商在《Human Resources》舉辦的人力資源卓越大獎 2019上，榮獲企業發展卓越大獎組別的銅獎。 設計思維包括五個認知、策略和實踐階段：同理心、 定義（問題）、構思、原型 和測試。G2000運用設計思維來提升組織效率和健康，對人才晉升、變革管理、公 司文化和新興品牌發展這些業務範疇尤為重要。 高層管理層、人力資源團隊、設計師和買手之間會定期進行單獨訪談和小組 討論。 G2000集團人力資源總監顏景霞（Clara）說：「設計思維強調以人為本的過 程。我們相信只有通過了解員工的職業理想，才能制訂滿足他們需求的有價值方案。 從長遠來看，這亦有助加強他們對公司的參與和投入。」 為營造一個開放而安全的環境讓員工能夠暢所欲言，高層管理層根據Stephen Covey的勵志書《The 7 Habits of Highly effective People》為管理者制訂一套規 則。這些有助成功的習慣包括擁有「我如何能提供支持」的心態，並主動了解員工的 需求。G2000行政總裁Damien Ko亦以身作則，在工作中採用「 3C模型」，3C分別 指團隊合作、有益挑戰和以消費者為本，以支持開放溝通的文化。 在確定問題與採取行動期間，G2000會用一段短時間來測試所提出的想法、收 集反饋、評估能否帶來重大轉變，然後執行最佳解決方案。 顏景霞說：「作為設計思維的一部分，我們將根據從員工方面收集到的見解構 思第一個方法，進行測試後，我們會再次與員工進行訪談，以調整我們的原型。」 展望未來，G2000將持續跟進團隊的業績表現和組織發展項目成效，與我們 的區域人力資源團隊分享我們的案例，並將設計思維方式的應用範圍擴展至其他 部門。

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BEST CONTRACT STAFFING SOLUTION AGENCY W I N N E R S GOLD

Links International

SILVER

Chandler Macleod

BRONZE

Ambition

BRONZE

ManpowerGroup

COST-EFFECTIVE FLEXIBILITY

C

ontract roles are gaining popularity among employers as more employees are looking for more flexible arrangements. The winners of this category needed to demonstrate the ability to provide cost-effective and efficient contract hiring or solutions to help employers fulfil their talent needs.

LINKS INTERNATIONAL

Established in Hong Kong 20 years ago, Links International offers an outstanding recruitment service, and has one of the largest footprints throughout Asia’s recruitment industry.

Its award-winning reputation in innovative HR and recruitment provides everything from specialised services such as recruitment, employer branding, recruiter on demand, to payroll processing, including EOR and PEO secondment, visa processing, and much more.

The agency aims to provide practical and innovative HR solutions, simplify HR challenges, and build valuable connections to better assist its clients.

A common challenge associated with contracting and temporary recruitment is reporting and recording. As a solution, Links provides a cloud-hosted HR

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portal that features e-payslips, e-leave, e-expenses, e-HR records, and e-HR reporting functionality.

This ensures that Links’ contract employees have a streamlined, environmentally friendly, and convenient HR experience.

As many contractors have multiple employers within any given year, Links’ e-payslip and tax processes enable contractors to quickly, efficiently, and accurately report their tax obligations, expenses and other statutory requirements to the relevant authorities.

When it comes to contract staffing, time and precision is key. This is why Links also makes sure that all parties receive the best value of service, in addition to providing specialised client and candidate care throughout the recruitment process.

“Links provides a cloud-hosted HR portal that features e-payslips, e-leave, e-expenses, e-HR records and e-HR reporting functionality.”

CHANDLER MACLEOD

Chandler Macleod delivers outstanding planning, sourcing, assessment, development, and management services for customers and job seekers in Hong Kong and other markets, including Australia, New Zealand, and Singapore.

As a profitable and sustainable leading human resources services business, the agency has been able to achieve rapid growth across all of its specialist teams in a highly competitive and challenging market.

With a client-centric philosophy and operating as one brand, its approach encompasses a whole host of staffing solutions to provide its clients with the flexibility to choose how they engage with talent, and the agency, for any of their resourcing needs.

While Chandler Macleod features specialist contract consultants in areas of higher volume and specific project requirements, contract offerings are deeply ingrained across the agency. As such, all of its consultants take on a “hybrid” form, where they are permitted and encouraged to source and place candidates, regardless of them being on a contract or permanent hire basis.

This intentional approach has proven successful for many of its clients as they deal with current challenges in the market around talent shortages, headcount approval, cost restraints, and elongated hiring processes.

AMBITION

As a boutique agency, Ambition believes that service must come first, and should also be based on relationships, consultation, and long-term partnerships.

Although its services have remained consistent over the years, Ambition is constantly looking to improve the way in which it finds the most suitable candidates in the most efficient way by possible.

It achieves this by adopting a handson approach and getting involved with the communities it serves to understand their goals and challenges, and to provide the right solutions for their current or future needs.

Recognising the market is increasingly candidate-led, and that specialist knowledge, experience and skills are in short supply, Ambition successfully uses the more traditional means of sourcing for candidates.

That said, it also realises the necessity to employ as many streams as possible to ensure that it can attract the highest calibre “passive” candidates, who are often the most difficult to reach.

What makes Ambition different from its competition is that it goes above and beyond the industry norm to deliver a personalised and high-quality service. For instance, the agency has implemented bots to promote more efficient business development and to re-engage past clients. Additionally, it has invested in a platform that will include a web-based marketplace for companies looking to hire candidates. Moving forward, Ambition is also in the process of implementing a marketing automation strategy that will allow it to create a personalised customer journey for both clients and candidates.

MANPOWERGROUP

ManpowerGroup assists its clients in managing the ever-changing talent requirements of today’s workplace, where having direct and rapid access to the right talent is a powerful competitive advantage.

Having a thorough understanding of staffing trends as well as an impressive pool of highly qualified candidates, ManpowerGroup is able to deliver talent that matches the right individual to the right job.

Globally, the agency places millions of people worldwide in temporary and contract positions every year, while in Hong Kong, it continues to successfully deploy thousands of contract staff for a range of clients.

What sets ManpowerGroup apart is its staffing solutions provide organisations with the best-suited talent across many industries.

Impressively, with more than 2,600 offices in over 80 countries and 70 years of experience, it has a team of expert associates who have acquired the most crucial skills needed in the marketplace today.

Such skills are developed via powerYOU, which features over 4,000 courses to ensure its staff have the necessary skills and expertise to help businesses.

Adding to this, ManpowerGroup works closely with companies to deliver business agility and staffing flexibility, which is essential when it comes to delivering talent and uncovering opportunities for increased efficiency.

The agency also applies its proven assessment methods to pinpoint an individual’s abilities and personal attributes to identify the right match for employers.

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BEST CROSSBORDER RECRUITMENT AGENCY W I N N E R S GOLD

Morgan Philips Group

SILVER

ACI HR Solutions

BRONZE

ProMatrix & Co.

BRIDGING THE GAP

I

n today’s globalised economy, more companies are planning to expand their businesses to markets outside of their home country – but cultural differences remain a major challenge. This is no truer than when creating a smooth

transition with Greater China. The winners of this category need to be equipped with an extensive global talent network and demonstrate the ability to execute cross-border hiring projects, and close cultural gaps.

For example, the company’s unique digital tools are able to spread roles and reach multiple social media platforms more easily; the proprietary video app allows for remote and international pre-screening; and all communication materials in the Greater China region are either bilingual or trilingual.

Furthermore, a Zhuhai-based sourcing centre allows for Cantonese and Mandarinspeaking sourcing, thereby, broadening and enhancing the sourcing of potential clients.

Its talented team of experts helps its clients to better understand their talent, potential, and leadership on an individual, team, and whole organisation basis.

In turn, this then enables them to make smarter hiring decisions, identify talent easier, develop people, pinpoint potential, and map out talent strategies.

“By combining high-touch consultancy with worldwide search capability and digital sourcing technologies, MPG provides a boundary-less, qualitative, fast, flexible, and cost-effective executive search offering.”

MORGAN PHILIPS GROUP

Established in 1998, Morgan Philips Group (MPG) provides specialist and executive recruitment services for the industrial, technology, consumer, retail, and life sciences sectors in the areas of supply chain, operations, sales and marketing, HR, IT, and finance.

Instead of relying on traditional recruitment methodologies, its “onestop shop” approach benefits clients in a number of ways, such as connecting them with executive-level candidates through the agency’s global networks, or by measuring suitability through its psychometric capabilities.

By combining high-touch consultancy with worldwide search capability and digital sourcing technologies, MPG provides a boundary-less, qualitative, fast, flexible, and cost-effective executive search offering. All of this gives its clients a significant advantage over the competition in the world of work.

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ACI HR SOLUTIONS

Founded in 2012, ACI HR Solutions (ACI) is a specialist firm dedicated to the travel, tourism, and hospitality sector, with renowned clients such as Accor Hotels, Marriott International, Langham Hospitality, Shangri-La Hotels & Resorts, American Express Business Travel, and Expedia.

Passionate about the success of its clients and candidates, as well as the industry as a whole, the foundation of ACI’s success is in its understanding of the nuances and macro talent issues of the industry.

An award-winning agency, ACI provides its clients and candidates with knowledge that is both engaging and interactive.

The company’s marketing initiatives are always content-driven and aim to draw customers to the ACI website passively

and repeatedly. In short, ACI looks to be the best and most trusted source of career development information for travel and hospitality talent at all levels.

With this in mind, the company’s annual ACI report benchmarks salary and trends in the travel, tourism and hospitality industry across Asia Pacific.

It gives readers an extensive view of industry salaries and employment trends, providing not only a unique statistical view of the travel and hospitality labour market, but also offering invaluable insights into the mindset of industry personnel.

As the unrivalled market leader, ACI strives to continue to offer the most comprehensive source of information available to candidates seeking a career in the travel and hospitality sector.

PROMATRIX & CO.

As a leading human capital services agency based in China, ProMatrix & Co. is always striving to improve its international talent acquisition capacity to not only satisfy its overseas Chinese clients’ hiring needs, but also to help international candidates find the right positions.

With a placement footprint covering more than 10 cities and regions, ProMatrix & Co. has been able to maintain a good balance between key client retention and new client acquisition within its growing business portfolio.

Well-aware that cultural differences and unfamiliarity with local regulations present formidable challenges during international talent acquisitions, the company attaches a great deal of importance to avoiding and overcoming these issues.

With this in mind, to deliver professional and effective solutions to its

clients, ProMatrix & Co. leverages each consultant’s international market expertise to ensure internal synergy to greatly enhance recruitment efficiency.

Unlike most of the company’s competitors, who attach great importance to individual and key performance indicators, ProMatrix & Co. utilises a unique sharing model that has proven especially effective, and won noticeable international recognition.

Furthermore, as part of the company’s strategy to stay ahead of the competition – as well as meet and exceed its clients’ high expectations – it is constantly analysing and enhancing its processes.

As such, the company has made it a top priority to standardise its cross-border practices to ensure the same quality and effectiveness in its overseas recruitment services as with the domestic market.

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BEST PERMANENT ROLES RECRUITMENT AGENCY W I N N E R S GOLD

MatchTalent

SILVER

Links International

BRONZE

ACI HR Solutions

LONG-TERM PROSPECTS

H

iring loyal staff is the key to enhancing productivity and reducing hiring costs.

The winners of this category demonstrate excellence in placing candidates who are prepared to stay long term in an organisation.

MATCHTALENT

Established in 2012, MatchTalent has continued to successfully forecast the digital trends of today’s growing marketplace. Its strength specifically focuses on the digital sphere, covering fintech, information technology, data science, marketing, and creative.

Its team of experienced consultants combine strength and expertise to implement an innovative methodology, allowing the agency to better understand its clients’ business structures more effectively. As a result, it allows MatchTalent to advise its clients on how to align their organisational strategies with the right talent.

The agency understands that finding the right candidate is crucial for any business. Therefore, MatchTalent pays close attention to analysing and screening candidates to ensure they fit the job requirements for the client.

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MatchTalent also connects both globally and locally with candidates to help its clients make positive and actionable decisions that are based on optimising their needs and preferences.

To achieve this, MatchTalent offers its clients and candidates new possibilities through objective and evaluative assessments, which as a result, gives them confidence when making important decisions.

The agency continues to maintain positive and professional relationships to drive greater value. As such, its networks are rapidly expanding, allowing it to create growth opportunities and career advancements for its clients.

“MatchTalent connects both globally and locally with candidates to help its clients make positive and actionable decisions that are based on optimising their needs and preferences.”

LINKS INTERNATIONAL

Operating within Hong Kong’s rich and diverse culture for the past 20 years, Links International has been offering a unique recruitment service that specialises in finding the best people to build businesses in Asia.

As an Asia-focused business, it is one of the most prominent players in Asia’s recruitment industry, and operates in multiple offices throughout the region.

Its ultimate vision is to be Asia’s leading boutique recruitment agency, providing practical and innovative HR solutions to simplify HR challenges and to help build valuable connections.

It achieves this by offering a range of specialised services from recruitment, employer branding, recruiter on demand, to payroll processing, EOR and PEO secondment, visa processing, and much more.

Responding to the needs of both clients and candidates, Links maintains a close relationship with both parties through every step. Closely attending to every aspect of the recruitment process, as well as providing aftercare, its team is enthusiastic about better understanding and caring for both clients and candidates.

Going above and beyond to help clients evaluate the climate within their industry, Links successfully helps its clients build long-term connections with key talent.

In essence, the agency’s goal is to find a compatible match between a client and candidate that is instrumental to both parties in the long run.

ACI HR SOLUTIONS

ACI HR Solutions is an agency that is exclusively dedicated to the travel, tourism, and hospitality sector, with renowned clients such as Accor Hotels, Marriott International, Langham Hospitality, Shangri-La Hotels & Resorts, American Express Business Travel, and Expedia, among many others.

From its offices in Hong Kong, Singapore, Sydney, Shanghai, and partner offices in London and Manila, ACI is an industry leader of cross-border recruitment in the travel and hospitality arena.

Understanding the nuances and macro talent issues of the hospitality sector has allowed ACI consultants to successfully work with both clients and candidates, who share the same genuine passion for the industry.

Ultimately, this has led to extremely impressive retention rates and overall customer satisfaction.

ACI’s approach to content, marketing, and innovation is quite simple; it believes in providing clients and candidates with essential knowledge, while at the same time being engaging and interactive.

Its marketing initiatives are contentdriven, and aim to draw customers to the ACI website passively, and repeatedly, to ultimately be positioned as the best and most trusted source of career development information for travel and hospitality talent at all levels.

The agency also recognises the importance of keeping the candidates it recruits for clients engaged, which is equally as important as finding them to begin with.

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EXCLUSIVE DISTINCTION AWARDS BEST EMPLOYEE ENGAGEMENT SERVICE PROVIDER JUSTWORK HONG KONG

Established in 2017, Justwork Hong Kong is built on a passion for making an impact on learning, development, and training.

The company is dedicated to partnering with its clients to deliver key objectives through unique and innovative experiential learning programmes.

Seeing itself more as a “long-term people development partner”, the agency goes above and beyond traditional training methods.

This year, for example, Justwork Hong Kong implemented a number of state-of-the-art programmes, designed to integrate with the latest technologies, thereby keeping to its mission to transform the future of team building.

Striving for excellence in all things, Justwork’s success hinges on its ability to listen to feedback, apply the valuable information, then let the insights drive

future development and strategies. It is this attitude which has led to such impressive growth, the forging of new relationships, and the strengthening of existing ones.

From its inception, Justwork Hong Kong has always worked closely with its clients to offer an inspired and alternative approach to leadership development.

Leveraging hands-on experiential learning, physical collaboration, and better communication, the agency has been extremely successful in engaging with executives, as well as encouraging selfreflection and inspiration so as to be fully integrated into the work environment.

To introduce these disruptive fresh ideas to its clients, Justwork Hong Kong is constantly acquiring new talent who not only inspire others, but also offer strong developmental knowledge to help participants achieve their targets.

With a philosophy of “better people, for a better future”, Justwork Hong Kong is looking to change the traditional landscape and perception on what corporate training really means

BEST RECRUITMENT FIRM – SUPPLY CHAIN, MANUFACTURING AND LOGISTICS MORGAN PHILIPS GROUP

With more than 20 years of experience in the industry, Morgan Philips Group (MPG) provides the full spectrum of specialist and executive recruitment services across a wide range of sectors.

However, rather than depending on traditional recruitment practices, its “onestop-shop” approach connects clients with executive-level candidates through the agency’s global networks, and measures suitability through its innovative psychometric capabilities.

Blending high-touch consultancy with worldwide search capability and digital sourcing technologies, MPG offers a boundary-less, qualitative, fast, flexible and cost-effective executive search offering.

In addition, with specialised supply chain management teams based in Hong Kong, Shanghai, Beijing, Taiwan, and

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Singapore to focus on delivering Asia Pacific supply chain executive roles across all industries, its clients gain a significant advantage over the competition.

Key to the company’s success is its unique digital tools, which are able to disseminate roles and reach multiple social media platforms more easily; its self-developed video app which allows for remote and international pre-screening; and crucially, all communication materials in the Greater China region are either bilingual or trilingual.

Furthermore, the recently established Zhuhai-based sourcing centre allows for Cantonese and Mandarin-speaking sourcing, thereby broadening and enhancing the sourcing of potential clients.

Its talented team of experts helps its clients to better understand their talent,

potential, and leadership on an individual, team, and whole-organisation basis. In turn, this then enables them to make smarter hiring decisions, identify talent easier, develop people, pinpoint potential, and map out talent strategies.

BEST NEW RECRUITMENT SOLUTION PROVIDER W I N N E R S GOLD

BDO

SILVER

Morgan Half International (Hong Kong)

BRONZE

Talent Pro

FRESH APPROACH TO PLACEMENT

I

t isn’t just the big organisations that are able to make an impact in the recruitment business – industry newcomers who have proven that they are reputable and profitable can also be recognised. This award goes to the best all-rounder, which has been in business for not more than five years,

but has managed to deliver exemplary value and quantifiable results similar to those of the big providers.

Recognised in the industry for its visionary thought leadership, innovative mindset and commitment to exceptional services, BDO is always looking to launch new initiatives and products that will enhance its clients’ and employees’ experiences.

Take Valise for example, a self-developed all-in-one employee self-service platform designed to enhance operational efficiency and administration for its business services and outsourcing offerings.

On top of this, BDO was the first to introduce the concept of the “gig economy” to the HR industry in Hong Kong, acting as a catalyst in the promotion of the hybrid resourcing model. A model that blends the traditional “direct hire” approach with professional secondment and staff augmentation strategies.

“BDO was the first consultancy to introduce the concept of the gig economy to the HR industry in Hong Kong, acting as a catalyst in the promotion of the hybrid resourcing model.”

BDO

An award-winning recruitment solutions provider that has over 1,500 offices in 162 locations, BDO has seen impressive yearon-year growth and continues to meet and exceed its clients’ expectations.

Taking a “consultative approach” to identify the real issues behind clients’ concerns, the company tailors blended business solutions comprising “people, processes, and systems” to address them.

While the professional resources solutions (PRS) team focuses on people, other BDO service teams handle the processes and systems. In this way, PRS maintains its status as a quality, reliable, and popular talent mall for qualified candidates to entrust their employment to BDO HK. It is also a place where hiring companies can find a roster of highquality professional resources and talent for the short to medium term, as well as permanent roles.

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MORGAN HALF INTERNATIONAL (HONG KONG)

Established in 2017, Morgan Half International (Hong Kong) is an award-winning premium recruitment firm specialising in permanent and contract staffing recruitment services.

Providing contingency searching, retained searching, and contract staffing solutions to clients, the company sets itself apart in the industry through the deployment of a number of innovative strategies and products.

Using a sophisticated cloud-based CRM (customer relationship management) and AT (applicant tracking) system, Morgan Half International (Hong Kong) is able to more easily interact with current and potential customers, as well as automate the recruitment process via a clearly defined workflow – ultimately allowing for a stronger candidate pool to be built.

Leveraging the power of big data, Morgan Half International (Hong Kong) is

able to analyse its customers’ history to enhance business relationships, improve customer retention, drive sales growth, and predict future market demand for particular types of candidates.

In addition to the wide range of valueadded services the company offers such as a candidate referral and reward system, Morgan Half International (Hong Kong) uses various recruitment channels and methods, including traditional portals, to facilitate the recruitment process.

However, it understands the key to its success is its own people. As such, on top of investing significantly in staff acquisition, the company also focuses heavily on talent retention in the form of development and training initiatives, specifically, its very own training handbook.

TALENT PRO

Founded in 2014, Talent Pro has gone from strength to strength. Originally just focusing on the retail banking sector, the company has now expanded its services into commercial and corporate banking, HR, risk and compliance, IT, accounting and finance, and customer service; covering new industries such as property, telecommunications, luxury, retail, and fast-moving consumer goods.

Of the belief that “one careless move and the whole game is lost”, Talent Pro places integrity at the forefront of everything it does. It is this attitude that has seen the company gain the complete trust of its clients and forge long-lasting relationships.

Also integral to the success of the company is the desire and commitment to creativity and innovation, as well as truly understanding what the client needs.

The results of which speak for themselves, with Talent Pro winning numerous awards and being recognised throughout the industry, such as winning silver in Best New Recruitment Agency and Best Growth Recruitment Agency at the Asia Recruitment Awards 2019.

However, Talent Pro understands the foundation of its impressive performance is its people. With this in mind, the company invests as much in keeping hold of its staff as it does in acquiring new talent.

In addition to regular team building activities and meetings, Talent Pro makes sure its people thrive by allowing them to specialise in areas they are passionate about

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BEST RECRUITMENT FIRM – BANKING AND FINANCIAL SERVICES W I N N E R S GOLD

Gravitas Recruitment Group

SILVER

Don Nelson Recruitment

SILVER

MatchTalent

BRONZE

Oliver James Associates

BANKING ON TALENT

B

anking and finance is one of the pillar industries of Hong Kong, with a strong demand for talent. The winners of this category needed to demonstrate a strong talent network and deep understanding of the talent challenges in the financial sector.

GRAVITAS RECRUITMENT GROUP

Gravitas Recruitment Group has been supplying specialist permanent services to the Hong Kong life insurance market since 2010. And due to client demand, in 2017, the agency extended its financial services offering into banking and contract recruitment through the acquisition of Atlas Global Search.

Its specific focus on areas within financial services has allowed Gravitas to develop a strong understanding of its customers’ challenges and needs.

The firm’s exceptional performance and success directly correlates to the many close relationships it has acquired with top insurance organisations and large banks.

Being the preferred supplier of so many, in addition to consistently high levels of repeat business, is testament to its impressive level of customer satisfaction, testimonials, and feedback.

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The service model of Gravitas Recruitment Group is built around three core USPs: knowledge, networking, and delivery; all of which are key components to successfully helping clients to overcome shortages.

By providing credible business intelligence, competitor analysis, and salary benchmarking, the firm is able to help clients make informed recruiting and branding decisions. Gravitas then suggests relevant solutions: whether searching offshore, looking at crosstraining possibilities, or adjusting salary or packages to attract the right person.

The firm believes the key to building knowledge is through specialisms and a focus on niche positions within the sector, which also allows flexibility and insight to mobilise new teams in response to demand.

“The firm’s exceptional performance and success directly correlates to the many close relationships it has acquired with top insurance organisations and large banks.”

DON NELSON RECRUITMENT

As a fast-growing recruitment firm, Don Nelson aims to provide continuous topnotch, quality-assured recruitment services to its clients and candidates.

The firm adopts a happy and challenging corporate culture and always goes the extra mile to treasure not only its clients and candidates, but also its consultants and staff.

Its continuous and rapid expansion is based on the firm’s reliability and trust when it comes to looking after its clients and candidates.

Don Nelson provides permanent recruitment services to help its clients with appointments at all levels and across a wide range of sectors and disciplines. It also provides professional recruitment services to cope with the recruitment needs for specified projects and positions, such as customer services, telesales, operators, and more.

Providing comprehensive and efficient services with integrity is one of the firm’s key priorities. While building client satisfaction by providing the right people to facilitate business growth, Don Nelson works closely with its candidates to provide job referrals with rewarding and challenging opportunities.

MATCHTALENT

MatchTalent is a specialist recruitment agency that focuses on digital recruitment, and provides a more personalised, bespoke, and proactive service for its clients and candidates.

Established in 2012, its primary areas of focus in the digital sphere include fintech, information technology, data science, marketing, and creative.

Its efforts and accomplishments in matching candidates to businesses is well-known within the digital recruitment field, and is growing significantly due to the company’s ongoing professional efforts.

MatchTalent is continuously expanding its talent pool and network, allowing it to be one of the best and fastest service providers in the industry. The firm connects both globally and locally with candidates to help clients make positive, actionable decisions and choices which are based on optimising their needs and preferences.

It achieves this by spending extra time and effort on catering to different time zones.

Equipping new candidates with a better understanding of the client’s business, culture, key skills, and experience is something the firm values when it comes to creating new opportunities for candidates.

This also allows candidates to have a greater clarity of expectations, which is a crucial aspect that contributes to high levels of engagement and job satisfaction.

OLIVER JAMES ASSOCIATES

Asia is a key region within the Oliver James Group, with a salesforce of 36 specialist consultants. Supported by a client relations team of 10, as well as IT, administrative, and support staff, Oliver James Associates is committed to delivering the best quality of service and value to its clients, with the firm’s key market sitting within finance and insurance.

Its core methodologies include candidate market-mapping for a strong client base, facilitating relationships with procurement and HR teams, and providing continued training for consultants on their core markets alongside its in-house L&D team.

One of its key focuses in 2018/19 has been to address the regulatory changes that are impacting the industry. In response to this, Oliver James Associates set out to create an innovative solution to one of the biggest of these changes – IFRS 17.

Aimed at standardising the insurance model and reducing risk, IFRS 17 has been introduced in all IFRS jurisdictions.

Although IFRS 17 is a new regulation, as a global company Oliver James Associates had already gained similar experience in Europe with the introduction of Solvency II. With the creation of its new department – Oliver James Consulting (OJC) – the firm employs skilled professionals directly and places them on site with clients as contract consultants for the period that they will require to become compliant.

A leading reinsurance client in Asia has now committed to using OJC as its solution to become IFRS 17 compliant in all regions in Hong Kong, China, Singapore and Malaysia, as well as other large clients signing up, such as HSBC, AIA, AEGON, SCOR, and Generali.

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BEST RECRUITMENT FIRM - CANDIDATE MAKING TRUSTWORTHY CONNECTIONS ENGAGEMENT W I N N E R S GOLD

Morgan Philips Group

SILVER

Don Nelson Recruitment

BRONZE

MatchTalent

K

eeping candidates happy and satisfied is the key to becoming a trusted consultancy for job seekers. The winners of this category are equipped with a reliable methodology in sourcing and maintaining both active and passive

candidates. They are also outstanding in connecting with candidates through digital, social media and referrals.

apply, they are found; the future is digital and social; and talent acquisition is a human process”, the company has not only fully embraced 24-hour global sourcing and crowdsourcing, but also deploys the latest technology, placing unprecedented focus on social recruiting.

For example, Morgan Philips Group developed Smarpshare, a platform that empowers employees to share relevant content to their external social media networks; Club 5000, a referral network which reaches potential candidates recommended by trusted specialists; and Fyte4U, an app that enables candidates to quickly and easily create video applications on their mobile devices.

Furthermore, Morgan Philips Group’s yearly talent report is designed to explore what motivates career moves and ambitions, and gain insights into topics that have a significant impact on both employers and candidates

“Aimed at bringing talented people together in the workplace, the company creates the perfect environment for individuals, teams and whole organisations to flourish.”

MORGAN PHILIPS GROUP

Understanding the demands of the modern job seeker, Morgan Philips Group is a global talent solutions business that has built a global platform which disrupts conventional thinking in headhunting, recruitment and talent consulting.

By combining high-touch consultancy with worldwide search capability and digital sourcing technologies, the company helps candidates gain a competitive advantage in the new world of work.

Using the latest technology, research, and data insights, Morgan Philips Group identifies potential, matches talent with employer needs, builds professional communities, and helps businesses develop and implement successful talent strategies.

Aimed at bringing talented people together in the workplace, the company creates the perfect environment for individuals, teams, and whole organisations to flourish.

Basing its philosophy on three key principles: “the best candidates do not

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DON NELSON RECRUITMENT

Established in 2016, Don Nelson Recruitment is a fast-growing agency that provides outstanding quality-assured services to its clients and candidates.

Believing that “engagement is power”, the company has dedicated itself to building long-lasting, strong relationships that are based on trust.

The success of this mindset can be seen in the impressive growth and satisfaction levels of its clients, encouraging the company to keep delivering exceptional services year on year.

Committed to matching the best candidates to the right roles with a high standard of integrity and personalised service, Don Nelson Recruitment continually strives to improve efficiency and deliver innovative solutions using the most up-to-date technology.

For instance, the company’s proprietary recruitment platform enables it to profile, search for, and match the ideal candidates more intuitively and effectively.

In addition to its dedication to its clients and candidates, the development and wellbeing of its people is the driving force behind the company’s growth.

Emphasising team spirit and a positive attitude, the company prides itself on its happy and inclusive work environment.

Apart from fostering a healthy work-life balance by offering numerous development opportunities and sharing sessions, the company also makes sure to provide its staff with all the tools and skills they need to thrive.

MATCHTALENT

Founded in 2012, MatchTalent specifically focuses on the digital market for fintech, IT, data science, marketing, and creative.

As a team of skilled consultants known for forging strong relationships built on trust, the company leverages its expertise and industry knowledge to better understand its clients’ business structures and recommends how they can align their organisational strategies with the right talent.

MatchTalent is constantly expanding its talent pool and network, making the company one of the best and fastest service providers of ideal candidates.

Diving deep into its candidates’ duties and responsibilities, as well as their suitability to the role, MatchTalent goes above and beyond to equip new candidates with a better understanding of the client’s business, their culture, and the necessary key skills.

This gives them greater clarity regarding expectations, and contributes to higher levels of engagement and job satisfaction.

With people being the core of any business, MatchTalent is second-to-none in its analysis and screening process, ensuring its candidates exactly fit every job requirement.

Moreover, the company connects with candidates both locally and globally to help its clients make positive actionable decisions based on their individual needs and preferences.

As a leading player in a fast-growing industry its team prides itself on offering an excellent customer experience by delivering a unique, yet valuable in-depth service.

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BEST RECRUITMENT FIRM – HOSPITALITY W I N N E R S GOLD

ACI HR Solutions

SILVER

HotelsHR

BRONZE

JobsRnR

HERE TO SERVE

T

he success of the hospitality industry lies in having dedicated individuals who are proud to serve. The winners of this category are able to provide employers with a deep talent pool to choose from, and show they have a good understanding of the talent needs of the sector.

ACI HR SOLUTIONS

ACI HR Solutions is dedicated to the travel, tourism, and hospitality sector, and has renowned clients such as Accor Hotels, Marriott International, and Shangri-La Hotels & Resorts, to name just a few.

Established in 2012, ACI is a specialist firm that is owned and operated by people from within the industry.

It goes beyond competing against major generalist recruitment firms by being passionately dedicated to the advancement of the tourism sector.

Client partnerships are unequivocally the bedrock to ACI’s success, and it has achieved great success by understanding the nuances and macro talent issues of the travel and hospitality sector.

The firm’s approach to content, marketing, and innovation is simple – it must provide clients and candidates with knowledge, and it must be engaging and interactive.

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Always focusing on marketing initiatives that are content-driven, ACI aims to draw its customers to the ACI website passively and repeatedly, and to ultimately be the best and most trusted source of career development information for travel and hospitality talent at all levels.

Additionally, the firm understands that keeping candidates it recruits for clients engaged is equally as important as finding them to begin with.

Staying ahead of the competition, its knowledge of the sector is unrivalled, and ACI is constantly recognised as being a market leader and a respected voice in the recruitment HR industry.

“The firm’s approach to content, marketing, and innovation is simple – it must provide clients and candidates with knowledge and it must be engaging and interactive.”

HOTELSHR

Established in 2001, HotelsHR specialises in the recruitment of senior-level executives in the hospitality sector and other related industries.

Primarily focusing on the Asia Pacific region, it operates from three locations: Hong Kong (its headquarters), Beijing, and Kuala Lumpur.

Its impressive client base spans across most top international and independent hotel chains, restaurants, clubs, and more.

Since its inception, HotelsHR has been able to achieve steady annual growth, alongside consistent high levels of client retention.

HotelsHR embarked on an expansion plan in 2019 that included entering new markets and hiring new staff to further expand its regional network.

It has also developed a new recruitment process outsourcing (RPO) business line

with the long-term vision of becoming a leader in hospitality RPO solutions.

The firm continues to receive new referrals from existing clients to add to its well-established client base, which saw a record performing year in 2019.

It is also directing its attention towards meeting more start-up clients to build and strengthen long-term relationships with them.

Moreover, HotelsHR developed and uses a proprietary Recruitment Management System IT platform to operate its business. The system captures and stores more than 70,000 international candidates, most of them with previous work experience in Asia.

Categorised by city, department, job function, and career level, its daily updated customised database allows all of its consultants to identify and screen the

most qualified and suitable candidates for client reviews and selections.

JOBSRNR

Since its establishment as a traditional headhunting company in 2012, JobsRnR has been able to form solid co-operative relationships with a number of key customers and partners in Hong Kong, especially in industries such as finance, banking, and insurance, among others.

Since 2018, the firm has operated a JobsRnR platform to combine the offline and online business to better serve its clients in O2O. The ultimate goal of the platform is to help companies find the right talent at the lowest cost, and in the most effective way possible.

Responding to the high fees of headhunting services and the limited efficiency of the job boards in the current recruitment market, JobsRnR hopes to help companies achieve their goals of talent recruitment, brand promotion, and talent training through its unique HR innovation technology and “O2O2O – B2B2C” strategy.

JobsRnR solves companies’ human resources and recruitment difficulties through HR innovation technology.

With many years of experience in traditional headhunting operations, the JobsRnR platform combines talent pools in Hong Kong, Macau, Taiwan, and mainland China to improve the recruitment supply chain and to create a recruitment ecosystem for employers, recruitment companies, professional bodies, student organisations, referees, and candidates.

In terms of technology research and development, the firm is pursuing the precision of talent and position matching, and will continue on its path towards intelligent recruitment in the future.

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BEST RECRUITMENT FIRM – HUMAN RESOURCES W I N N E R S GOLD

Links International

SILVER

Chandler Macleod

BRONZE

MatchTalent

SOURCING THE RIGHT PEOPLE MANAGERS

H

R is often in charge of sourcing new candidates for an organisation. But who do you turn to when you need to find new people managers? The winners of this category are the best at providing efficient and high-quality recruitment services, demonstrating professional knowledge in the HR

function to help clients recruit the HR talent they need, while having a strong candidate network.

With a philosophy of building lasting relationships and connecting clients with committed HR talent, Links International’s expertise and reach in the Asian market, means it is strategically placed to provide clients with quality, forward-thinking professionals that are perfectly matched to a position.

In the company’s own words “quality must come first”.

At the same time, Links International makes sure to maintain a close relationship with both parties at every stage of the process, including aftercare. Meeting and exceeding expectations, the company prides itself on helping clients evaluate the climate within the industry, and forging long-term connections with key talent.

“Links International provides a suite of professional and specialised HR services such as recruitment, employer branding, recruiter on demand, payroll processing, professional employer organisation secondment and visa processing,”

LINKS INTERNATIONAL

Started 20 years ago and trusted by more than 10,000 clients, Links International has built a reputation in the market as an award-winning industry leader in innovative HR and recruitment across Asia Pacific.

Aiming to be the region’s leading boutique recruitment agency, providing practical and innovative HR solutions to simplify challenges and help build valuable connections, the company has seen consistent growth year-on-year and enjoys impressive client retention.

Links International provides a suite of professional and specialised HR services such as recruitment, employer branding, recruiter on demand, payroll processing, employer-of-record, professional employer organisation secondment, and visa processing, allowing the company to build an unparalleled network of expertise, as well as better assist its clients.

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CHANDLER MACLEOD

A highly successful, profitable and sustainable leading HR recruitment firm, Chandler Macleod continues to attract and retain Hong Kong’s leading brands and businesses due to its knowledge of the market, high-quality candidate pool, and ability to close difficult and often confidential search assignments.

At the core of the company’s recruitment and selection process is its unique BestFit methodology, which is tailored to the needs of “every position at every level of every organisation”.

When finding the ideal candidate, Chandler Macleod makes sure they have the necessary skills, abilities and experience to perform the job to the required standard; that they have the right level of motivation; and the candidate’s personality fits within the broader culture of the organisation.

Ultimately, the objective is to find the candidate who is perfect for the position, team, and organisation, thereby, increasing not only the performance level of that position, but also the level of performance across the whole organisation.

This effectively maximises engagement and productivity, while at the same time decreasing costs related to turnover and poor performance.

Although this proactive approach is seen as traditional, it is increasingly different from the transactional and advertisingled approach common among the competition. Instead, Chandler Macleod relies on referrals and relationships to drive business success.

MATCHTALENT

A specialist agency that focuses on digital recruitment, MatchTalent delivers a bespoke and proactive service that leverages its extensive market knowledge to place the best talent in the right places.

An award-winning agency, MatchTalent prides itself on the numerous long-term relationships it has built.

Aiming to be Asia’s best-performing and most recognised digital recruitment agency, its services cover digital and mobile development; online, offline, social, and integrated marketing; creative and design; client services; and IT. Setting itself apart from the competition, the company is constantly expanding its talent pool and network, thereby, offering its clients the best-fit candidates available.

At the same time, MatchTalent equips candidates with a holistic perspective of a client’s business, office culture, key skills, and necessary experience, to give them a better understanding of the role’s requirements.

This, in turn, leads to higher levels of engagement and job satisfaction, and ultimately, increased productivity.

MatchTalent connects globally and locally with candidates to help its clients make positive and actionable decisions based on their needs and preferences.

To achieve this, the company offers its clients and candidates new possibilities through objective and evaluative assessments, which gives them confidence when making decisions.

Key to the agency’s success, however, is its people. With this in mind, MatchTalent continues to strengthen its position by providing its talent with regular training and development workshops, and by fostering a healthy work-life balance.

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EXCLUSIVE DISTINCTION AWARDS BEST PERFORMANCE MANAGEMENT SYSTEM ORACLE SYSTEMS HONG KONG

The Oracle Cloud offers a complete suite of integrated applications for sales, service, marketing, human resources, finance, supply chain, and manufacturing, in addition to the highly automated and secure Generation 2 Infrastructure, featuring the Oracle Autonomous Database.

Oracle technologies currently serve more than 430,000 customers in 175 countries to seize business opportunities and solve real and tangible challenges.

Oracle has embedded innovative technologies in every aspect of its cloud, enabling companies to reimagine their businesses, processes, and experiences.

Adding to this, the world’s number one data base is now autonomous, which

helps enterprises to innovate at the speed of start-ups.

Oracle Cloud Applications has embed AI capabilities and machine learning to help organisations derive better insights about customers, employees, and processes.

The AI-enabled applications not only detect business trends, but also learns from the results and makes recommendations that add business value. Decision science drives the outcomes for business leaders without always requiring help from data scientists or IT. Notably, there are no other cloud infrastructures that provide anything close to these autonomous features.

In fact, Oracle Cloud Applications are built to support modern digital business processes, which are fuelled by the power

of data. This means that applications can be connected seamlessly and intelligently – turning insights into actions.

With integrated AI and machine learning, Oracle’s cloud applications can deliver more immediate business impact. For example, Oracle HCM Cloud Modern HR differentiates the business with a talent-centric and consumer-based strategy that leverages technology to provide a collaborative, insightful, and engaging experience.

BEST TALENT MANAGEMENT SOFTWARE SAP HONG KONG

SAP SuccessFactors is the only HCM suite that enables organisations to deliver solutions across the candidate experience, employee experience, and HR, to fundamentally improve the moments that really matter.

Bridging the gap between strategy and execution by driving business alignment, SAP SuccessFactors continuously optimises workforce performance, and helps to maximise engagement and productivity.

As part of the HCM Suite, the company provides unified talent management across onboarding, recruiting, performance and goals, learning, compensation, as well as succession and development.

While each solution can be used alone, they can also be seamlessly used together to support a comprehensive talent

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management strategy to further align, optimise, and accelerate the workforce.

Its talent solutions are provided with a foundational set of capabilities such as talent search, collaboration, a job profile builder, and presentations, which all help its clients to orchestrate their talent efforts and achieve better results.

Its contents are pre-delivered for all customers, and include skill and competency libraries, job descriptions, goal catalogues, along with writing suggestions for coaching and legal guidance.

With intelligent services, individual transactions that make up common workforce events are handled separately, but cross organisational boundaries, software modules, and disparate processes are consolidated into a single experience.

Instead of managers or business partners having to guess all relevant tasks when a change takes place, or rely on shared services to fill the gaps, SAP SuccessFactors does it for them, freeing up valuable manager and employee time.

The overall objective of SAP SuccessFactors is to help organisations transform their approach to talent management so it can become more engaging and effective.

BEST CORPORATE WELLNESS SERVICE PROVIDER VSP VISION CARE

Founded in 1955, VSP Vision Care reimagines how eye care and eyewear are delivered, and offers world-class products and services to eye care professionals, employers, and its members around the globe.

Striving to be a leader in every market, VSP Vision Care has recognised the urgent need for more eye health education and access to high-quality eye care in Asia.

For example, VSP Vision Care recently launched a new solution in Hong Kong that offers voluntary comprehensive vision care benefits to consumers who wish to purchase vision care packages directly.

Furthermore, always exploring new ways to fulfil its mission of helping people

see, and looking for ways to diversify, the company has initiated an innovative digital strategy, producing eye health education videos aimed at its customers.

Naturally, education remains one of the company’s primary business strategies, which, in turn, leads to sales.

As shown in VSP Vision Care’s impressive growth, the strategy is working.

The company is adding clients and growing its member base year-on-year, thereby providing more members with quality eye care and eyewear.

However, understanding that the key to its success is its people, VSP Vision Care places great emphasis on wellness.

In its own words, “when our staff are well, our company is well”.

Coming from a wide range of social, cultural, geographic, and economic backgrounds, VSP Vision Care weaves together its employees’ diverse perspectives to create a vibrant atmosphere that embraces new ideas and encourages the creation of comprehensive solutions.

gratitude to our panel of award judges “Our for taking your time to participate in the judging process and making tough choices from a list of outstanding finalists. ” Robert Blain

Human Resources Magazine Editor

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BEST RECRUITMENT FIRM – TECHNOLOGY & TELECOMMUNICATIONS, FINTECH SECTOR W I N N E R S GOLD

Ambition

SILVER

Don Nelson Recruitment

BRONZE

MatchTalent

DRIVING DIGITAL

T

he technology sector has been the most aggressive sector in recruiting for the past few years. The keen competition for talent is well-known. The winners of this category are firms with a strong professional network in sourcing the right talent from around the world,

and have the professional knowledge in identifying the right IT professional to match a client’s business needs.

and beyond the industry norm to deliver personalised and high-quality services to clients and candidates.

Bringing innovation to technology recruitment, HaTCH is Ambition’s recruitment product that was developed for start-ups to access talent early in their life cycle through manageable fees and critical talent advisory services. Since its launch, HaTCH has been established as the recruitment partner for start-ups in the region.

The firm has partnered and collaborated with various VCs, co-working spaces, accelerators, and other organisations, to add value from an HR perspective to the start-up ecosystem.

“What makes Ambition different from the competition is its ability to go above and beyond the industry norm to deliver personalised and high-quality services to clients and candidates.”

AMBITION

Ambition’s ultimate goal is to build better futures. For its clients, this means finding the right talent to enable business growth; and for candidates, the firm aims to match their skills and interests with job opportunities that fulfil their personal ambitions.

And when it comes to its employees, it is always looking to provide its team with a challenging, rewarding, and fulfilling career.

In order to fulfil this purpose, Ambition knows that service has to come first, and is based on relationships, consultation, and long-term partnerships. As such, Ambition is constantly on the look out to improve what it does to meet clients’ needs by finding the most suitable candidates in the most efficient way by possible.

What makes Ambition different from the competition is its ability to go above

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DON NELSON RECRUITMENT

As a rapidly growing recruitment firm, Don Nelson continues to provide top-notch and quality-assured recruitment services to its clients and candidates.

Since its establishment in 2016 – thanks to the ongoing support from its clients and candidates – Don Nelson has experienced continuous growth of its annual revenue.

The firm believes the needs of its clients and candidates, and the development of its people, are key factors when it comes to promoting business growth. For instance, consultants are given the opportunity to become project leaders, regardless of their seniority. With this, each consultant can become a project leader for various recruitment projects, and are encouraged to work as a team to maximise results.

What’s more, Don Nelson works closely with its people to share ideas, with

the ultimate goal of driving the business forward and encouraging everyone to work together to achieve positive results.

Moving forward, the firm is committed to matching the best candidates to the right roles, which also includes a high standard of integrity and personalised services.

In addition to professional job categories, Don Nelson helps to assist its clients in mass volume recruitment and special recruitment projects. For example, in 2018, Don Nelson was invited by the Home Affairs Department and the Commission on Poverty to support a career coach programme for students in Hong Kong, which achieved fantastic results.

MATCHTALENT

Established in 2012, MatchTalent is at the forefront of the digital recruitment sphere, specialising in fintech, information technology, data science, marketing, and creative.

Being well-recognised for its efforts and accomplishments in the digital recruitment field, MatchTalent are experts at connecting the right candidate with the right business.

Run by a team of experienced consultants, the firm combines the strength of its expertise to implement an innovative methodology, which allows MatchTalent to understand its clients’ business structures more effectively.

Being constantly aware of the volatility and market forces that impact businesses, the firm works closely with its clients to

ensure that the most suitable candidates are available to fulfil a wide range of positions across various locations.

As a leading recruitment firm, MatchTalent continues to expand its business through different channels, many of which are through referrals. This candidate-focus strategy has allowed the firm to build trust with its clients.

In simple terms, MatchTalent connects both globally and locally with candidates to help clients make positive actionable decisions and choices based on optimising their needs and preferences.

To achieve this, the firm offers clients and candidates new possibilities through objective and evaluative assessments, which gives them great confidence when making decisions.

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BEST HR MANAGEMENT SYSTEM W I N N E R S GOLD

SAP Hong Kong

SILVER

BIPO

BRONZE

Take5 People

PAYROLL PAY DIRT

B

est-of-breed payroll, applicant tracking systems, learning management systems and talent management software are often perfectly adequate, but many companies prefer the consistency and centralised control offered by all-encompassing end-to-end HR management systems, including

all HR technology modules. The winners of this category are the software companies that have developed the HRMS which ticks all the boxes and adds the most value for their customers.

Providing a fully digital consumergrade HR experience, SAP has embraced machine learning, AI, and robotic process automation to deliver exceptional outcomes quickly.

For example, its digital assistant chatbot simplifies everyday transactions and delivers a humanised user experience.

Furthermore, its ecosystem of partners, applications, and developers offers nearly limitless capabilities to extend human data throughout all facets of business.

SAP has also made significant improvements to its company structure overview functionality, allowing users to more easily search and display the information they need. With intelligence and analytics embedded into every one of the company’s solutions, there is no question that SAP delivers unrivalled market-leading integrated services.

“Providing a fully digital consumer-grade HR experience, SAP has embraced machine learning, AI, and robotic process automation to deliver exceptional outcomes quickly.”

SAP HONG KONG

SAP SuccessFactors is a complete, cloud-based human resource management company that covers everything from payroll to employee engagement, and enables organisations to deliver solutions across the candidate, employee, and HR experience.

With the company’s Employee Central platform at the heart of its clients’ HR infrastructure, coupled with its powerful people analytics and experience management tools, SAP provides a complete 360-view of the status and health of its clients’ organisation, as well as their most valuable asset, its people.

Offering unmatched support, SAP simplifies how people interact around HRrelated information, including processes for global benefits, time and attendance management, payroll, organisational management for workforce planning, and comprehensive talent management.

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BIPO

BIPO is a market-leading HR company that provides innovative solutions to organisations through its cloud and mobile-based human resources management system (HRMS) platform.

Offering seamless 24/7 access to data, the company delivers cost-effective, integrated solutions to help businesses digitise and regionalise. Furthermore, its product-bundling options ensure businesses remain flexible and agile.

Understanding the importance of data, BIPO’s products and business intelligence tools allow its clients to make better decisions. Reports are retrieved in real-time through HR dashboards, resulting in more accurate forecasting and trend analysis.

Driven by the desire to simplify HR processes and help its clients better

understand and interpret their data, BIPO’s “one-stop” HRMS platform consists of an integrated suite of applications designed to support an employee’s life cycle.

Each application is interrelated and can be fully customised to cater to individual needs and practices, giving businesses the flexibility to decide on the best solution that fits them.

In addition, dynamic pricing without any hidden costs ensures clarity and trust among its clients. As part of the HRMS, and included in the standard offering to its clients, BIPO’s mobile app gives employees access to a host of self-service features that are both user-friendly and readily accessible.

TAKE5 PEOPLE

Take5 People is a leading human resources management system (HRMS) and payroll solutions provider in Asia Pacific. Considering itself a regional player rather than just a local HR solutions provider, Take5 People is looking to fill the gap between global HRMS and countryspecific HR solutions.

With this in mind, the company has forged strategic regional partnerships to perfect its product and service line; established regional offices across Asia Pacific; and enhanced its HR and payroll services to remain responsive to changes in local laws and regulations.

Foreseeing the importance of big data and the transformation of HR technologies, Take5 People adopted Alteryx, a new tool that bridges the gap between clients’ global systems and its own HRMS. Not only does this significantly reduce time and human error, but it also saves on costs.

The company has also developed a new recruitment function called CV-

Digitizer, which automatically transfers the information from applicant CVs in PDF and other formats to the applicant database for further analysis and processing.

Timely support, a stable product, and no hidden costs are just a few of the reasons behind Take5 People’s long-lasting customer relationships and impressive client retention rate. Add that to the company’s range of mobile applications and analytical software, and it is apparent as to what is driving Take5 People’s historic growth.

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BEST PAYROLL SOFTWARE W I N N E R S GOLD

Take5 People

SILVER

BIPO

BRONZE

Cityray Technology (China)

ON THE MONEY

B

ack in the good old days, employees received a cheque at the end of the month, and if they were lucky, a payslip. How times have changed – salary, commission, bonus, flexible benefits, tax, leave, expenses, time and attendance, plus the need for self-service capabilities, cloud-based

accessibility and multiple layers of security have all conspired to make a smart payroll package an essential item for all companies. The winners of this award are the companies which have developed the most intuitive and most valuable payroll system.

company’s HRMS and payroll system.

Take5 People has further developed its multi-country payroll engine since 2018, which is now fully compatible with laws and regulations in many countries in the Asia Pacific region.

Last year, the company also foresaw the usage of big data and transformation of HR technologies when it adopted a new extract-transform-load tool called Alteryx.

Take5 People successfully managed Alteryx to bridge the gap between its clients’ global systems and its HRMS; diverse data is extracted from finance, procurement, and production and then loaded onto Take5 People’s system.

This process significantly reduces time and the risk of human error while doing the implementation.

“Take5 People has further developed its multi-country payroll engine since 2018, which is now fully compatible with laws and regulations in many countries in the Asia Pacific region.”

TAKE5 PEOPLE

Take5 People is a leading HRMS and payroll solutions provider in Asia Pacific, and considers itself as a regional HR solutions provider rather than just a local HR solutions provider.

To this end, Take5 People has positioned itself between global HRMS and country-specific HR solutions, and has been able to enhance its services and geographic coverage through strategic partnerships, regional offices, as well as HR and payroll product-and-service enhancements.

Take5 People has seen a significant increase in the number of payslips that it generates, which is up by an impressive 20% from last year. This is a solid indicator its customers are confident in the

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BIPO

BIPO is a leading one-stop HR provider in Asia Pacific that provides organisations with innovative ways to manage complex, end-to-end HR processes through its cloud and mobile-based human resources management system (HRMS) platform.

New business and client retention continue to be the firm’s core focus, but a two-pronged approach has also been adopted, focusing on research and development to improve its core products, while also responding to the increasingly sophisticated requirements of its clients.

In light of this, in 2019, BIPO expanded its R&D centres from one existing centre in Indonesia to three more, in Shanghai, Singapore, and Malaysia.

Pushing the HR industry forward, but at the same time being a relatively small

business with a lean set-up, the firm understands the importance of being cost-effective and labour-efficient in every aspect.

As a HR shared services provider, BIPO relieves its clients’ HR of tedious, manual administrative and transactional tasks, allowing them to focus on strategic activities.

Adding to this, BIPO’s payroll outsourcing expertise is supported by a dedicated team of HR consultants who are familiar with local in-country regulations.

Furthermore, detailed training manuals, guides and tutorials are put in place for the client, which is also facilitated by regular on-site meetings with clients and their project teams.

CITYRAY TECHNOLOGY (CHINA)

Established in 1987, Cityray Technology (China) is a leading Hong Kong-based technology service provider that focuses on HR-related technologies, especially in payroll solutions.

In 1996, the company expanded its business into Mainland China, and now has eight branches in major cities such as Beijing, Shanghai, and Guangzhou, to name just a few.

Impressively, Cityray Technology (China) has been able to successfully deliver on all of its projects since its establishment.

The most essential and core module of its system is the payroll module.

With this, Cityray Technology (China) is able to fulfil various requirements and government labour policies in Hong Kong, China, and Macau.

Catering to the needs of many different industries, its payroll system can handle the sophistication of payroll for different

levels of corporates, from SMEs to Fortune Global 500 enterprises.

The core products of Cityray Technology (China) are the HRPLUS (client/server architecture), and IHRPLUS (web-based), which is compatible payroll software for SMEs and MNCs. The success of the company’s payroll module is down to the diversified back-up of the other modules in its system, which include staff profile management, leave management, and security management.

This accurately automates the process of the calculation payroll, MPF contribution, and tax returns.

In addition, to enhance the operation and eliminate lead times for HR users, the employee self-service modules, such as e-leave, e-roster, e-attendance, e-document and also the HR+ mobile apps offer a comprehensive platform to achieve such operations.

As the competition in the HR tech market is so keen, Cityray Technology (China) has been focusing on the development of HRrelated technologies so as to sustain its leading position in the market.

As such, it has been developing API (application programming interface) technology in order to enable compatible solutions with its clients’ systems.

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BEST PSYCHOMETRIC TESTING PROVIDER W I N N E R S GOLD

SHL

SILVER

StrengthsAsia

BRONZE

Suntrend Technology

HR MIND READERS

I

n the current environment of data-driven HR decision-making, psychometric testing has migrated from the fringe to become an increasingly common part of the talent acquisition process.

Psychometric testing is used by companies to ensure the shortlist is

free of people whose personalities do not gel with an employer’s culture and environment. The winners of this award are the companies that provide insights into a candidate’s personality and future behaviour on a consistent basis.

The mobile-first interface offers timely feedback, keeps candidates engaged, and delivers value regardless of the outcome.

Meanwhile, Leader Edge, SHL’s new approach to precisely identifying, developing, and placing leaders, objectively measures a leader’s attributes and experiences alongside the challenges they need to overcome.

In addition, SHL’s range of psychometric tools ensures the company’s position as a market leader. TalentCentral brings SHL’s assessments portfolio, real-time analysis, and reporting together in an unmatched talent measurement platform that is robust, scalable, and secure.

Furthermore, available on all mobile devices, Verify Interactive is SHL’s latest innovative cognitive ability assessment suite, offering an interactive, business-relevant approach to predict performance for graduate, professional, and managerial hires.

The tool allows companies to reach more candidates, reduce time-to-hire, enhance the brand by optimising the candidate experience, and measure the most relevant skills required for business success

SHL

SHL is the global leader in talent innovation, helping companies predict and drive performance, as well as transform productivity through deep people-based insights.

SHL’s world-class talent solutions empower organisations to make unbiased decisions throughout the employee journey.

Partnering with organisations of all sizes worldwide, SHL delivers proven business results through its comprehensive suite of decision-making tools, people analytics, and technologies for business and HR professionals.

Key to the company’s success is its outstanding talent assessment solutions.

For example, Precise Fit embeds industry best practices and world-class assessments in innovative technology to optimise the candidate experience, increase recruiter effectiveness, and improve post-hire outcomes.

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“The mobile-first interface offers timely feedback, keeps candidates engaged, and delivers value regardless of the outcome.”

STRENGTHSASIA

Founded in 2014, StrengthsAsia works with corporate clients to empower their leaders to be significantly more engaged by helping them pinpoint their unique strengths.

Working closely with HR departments and the C-suite level to gain a thorough understanding of the background and complex needs of an organisation, StrengthsAsia is able to deliver unique solutions that go above and beyond the industry standard.

Believing that “teams work better together, no matter how different individuals may seem”, StrengthsAsia helps organisations embrace the strengths and differences of their team members.

Using its proprietary StrengthsFinder tool, the company is able to unleash the potential strengths in people and

show them how they can apply these strengths to improve relationships and work performances.

According to StrengthsAsia, “great companies exist because of great people coming together to make great teams”.

However, it is quick to point out that great people do not need to think, feel, and behave like each other to be considered a great team.

StrengthsAsia is building a culture of engagement one brick at a time, through strengths-based leadership, team engagement, individual performance, education, stakeholders-focused coaching, and its great managers programme.

The results speak for themselves, with the company recording impressive growth and unwavering client retention.

SUNTREND TECHNOLOGY

Founded in 1995, Suntrend Technology has more than 20 years of experience in developing application and technology systems such as ERP, document and content management, business process management, and more recently, mobile and social media apps.

Providing a one-stop service, including system development, implementation consultancy, and technical support services, Suntrend Technology ensures successful system implementations for its customers.

In addition to GoHRM, the company’s market-leading flagship product, its innovative psychometric testing solution, Enneagram, gives Suntrend Technology a significant advantage in the industry.

Commercially, it adds a whole new level of diversity to the company’s HR solutions packages. Operationally, the solution comes bundled with a powerful scheduler

to help clients optimise their recruiting efforts and improve overall productiveness during the recruiting process.

Enneagram is a dynamic tool consisting of nine core motivations, world views, and personality styles that guides clients on their journey of self-development, relationship-building, conflict resolution, and improving team dynamics.

On top of that, Enneagram is also capable of providing an intuitive questionnaire-based mechanism for clients to craft their own personality test or vertical IQ test.

Long term, Suntrend Technology is in the process of merging AI into its psychometric testing engine by accumulating best practices across each particular domain.

The benefits of this will be eliminating the traditional recruitment process by using this one test as the filtering

criteria, improving the overall quality of the recruitment results, cutting costs by streamlining the entire process, and simplifying the life cycle of hiring, interviewing, and performance reviewing.

Ultimately, this will allow HR staff to focus more on recruiting and less on administration.

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BEST RECRUITMENT SITE – CANDIDATE EXPERIENCE W I N N E R S GOLD

Ambition

SILVER

Vanna.com

BRONZE

nextRoles

MATCHMAKER MAKEOVER

A

cting as a platform for posting recruitment advertisements will no longer get the job done for recruitment websites. Besides providing a user-friendly interface, a recruitment website also plays the role of matchmaker. The winners of this category demonstrated

their ability to find quality matches for job seekers and employers, and a prowess in facilitating the recruitment process.

active conversations at client meetings, candidate interviews, Ambition events, and much more.

With an in-depth understanding of market needs, the agency also provides access to both offline and online platforms for career and organisational success.

In terms of its website, Ambition ensures that all open and current jobs are updated so that candidates can easily browse through roles that interest them.

The agency has also revamped the structure of its L&D programmes to enable and empower its people to be the best versions of themselves at work.

Additionally, Ambition has introduced a comprehensive induction and onboarding programme to get new hires up to speed and equip them with the required skills and knowledge to perform in their roles.

“With an in-depth understanding of market needs, the agency also provides access to both offline and online platforms for career and organisational success.”

AMBITION

Ambition’s primary objective is to build a better future for business, candidates, and its employees. In order to achieve this, the agency uses its expertise to help clients find the right talent to enable business growth.

On top of this, Ambition takes great care of its employees and always aims to provide them with challenging, rewarding and fulfilling careers.

Understanding that service must come first, the agency values the pursuit of forming long-term partnerships and business relationships. Although its method of service largely remains the same, Ambition is constantly on the look out to help clients find the most suitable candidates in the most efficient way possible.

In regards to the candidate experience, Ambition gets involved with the communities it serves to understand their goals and challenges. This includes

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VANNA.COM

Vanna.com is a multilingual careers platform that uses a mix of video content, data, and multi-channel marketing to help its clients get hires, while also effectively promoting their brand and values.

In fact, Vanna.com was the first recruitment platform in Hong Kong to leverage the power of video content. Its well-crafted platform allows users to apply for jobs, research employers, and receive great career advice.

By analysing this behavioural data, Vanna.com identifies key trends in what users are engaging with, and then uses its expertise to create and promote beautiful content that users want to see.

The team at Vanna.com comes from diverse backgrounds, and together brings a vast amount of experience and expertise to the table. As a result of hiring extremely talented people, along with having an

open mindset and iterative approach to development and improvement, the agency continues to experience great success in the industry.

The agency keeps a strong relationship with its clients, and based on their feedback, it developed two products in response to various recruitment challenges.

Vannalytics provides powerful insights for employers, where they are able to understand key trends, candidate behaviour, and the demographics of who is engaging with their brand.

The Vanna.com Cloud Careers pages allow clients to deploy photos, videos, and other layouts from their Vanna.com page onto their own website, without the need for coding or installation.

This saves employers time and money, as there is no need to create their own

careers page from scratch. Vanna. com’s talent management strategy is centred around trust, and hiring talented employees who are given both autonomy and management support to be successful in their roles.

NEXTROLES

nextRoles is a leading integrated social media site that facilitates two-way communication among professionals and companies. This not only includes job portals and social media features, but also opportunities for people to directly contact companies, ask questions, and submit reviews on companies.

Integrated with free recruitment and applicant-tracking features to help companies and professionals in the hiring process, nextRoles also allows companies to keep track of talent communities to enhance their employer branding.

Adding to this, business professionals are well-informed about application statuses, company information, and recent updates.

The agency is constantly enhancing its digital technology solutions and is committed to making the business world easier to navigate. It continues to upgrade

its next-generation talent management platform and seeks to transform today’s recruitment landscape through a combination of ingenuity and pragmatism.

The agency also focuses on user interface and user experience to enhance the overall candidate experience.

Its mission is simple – to build talent communities globally and bring business opportunities to every professional.

In fact, nextRoles follows a “Freemium” business model, where its core products are available to all members at no cost, and yet with the ability to provide compelling professional benefits.

Such premium solutions offer enhanced functionalities that are designed to simplify the corporate functions of hiring, marketing, networking and advertising.

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BEST RECRUITMENT SITE – INNOVATION W I N N E R S GOLD

Vanna.com

SILVER

CGP

BRONZE

JobsRnR

A PERFECT MATCH

T

echnology advances quickly.

The winners of this category needed to show judges they had a new approach to matching candidates with potential employers, or groundbreaking technologies/ methodologies in matching profiles of candidates with potential employers.

VANNA.COM

The first in Hong Kong to leverage the power of video content, Vanna.com is a multilingual careers platform that uses a clever mix of video content, data, and multichannel marketing to source hires for its clients and effectively promote their brand and values.

Users go to its platform to apply for jobs, research employers, and get unrivalled career advice. By analysing this behavioural data, the company is able to identify key user engagement trends and then use that knowledge to create and promote exceptional content that users want to see.

To enable companies to stay competitive in recruitment, Vanna.com offers Vanna Profile. With this, the company creates professional photos, videos and articles for employers to showcase their culture, office, team and benefits.

Neatly positioned next to the job postings on the platform, Vanna Profile

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makes it easy for employers to highlight what it is really like to work for them.

Meanwhile, Vanna Boost distributes a targeted promotion of its clients’ brand and jobs across multiple channels, both online and offline, such as social media and search engines. This can be targeted towards a specific demographic or interest group to meet the employer’s hiring needs.

To maintain a strong relationship with its clients, Vanna.com developed two unique products: Vannalytics and Vanna Cloud Careers. Providing powerful insights for employers, Vannalytics enables clients to understand the key trends, candidate behaviours, and demographics of who is engaging with their brand.

Vanna Cloud Careers allows clients to deploy the full photo, video, and layout from their Vanna page onto their own website, without the need for coding or installation, thereby saving employers time and money.

“Vanna Boost distributes a targeted promotion of its clients’ brand and jobs across multiple channels, both online and offline, such as social media and search engines.”

CGP

Founded in 2012, Cornerstone Global Partners (CGP) delivers executive search, RPO contracting, staffing, and other HR services to a wide range of industries and clients. A market leader, CGP partners and grows alongside its clients to provide them with the best possible talent solutions.

While existing online solutions provide 24/7 access to candidate profiles and are available at minimal cost, these platforms only offer candidates who are actively seeking jobs and filling low to mid-level roles – representing 20% of candidates.

Little or no screening is done to ensure the candidates creating profiles are of high quality. Ultimately, these platforms focus on quantity, not quality, and thus, only offer a choice of lower-end candidates.

In response, CGP successfully developed and launched multiple online to offline recruitment platforms this year, such

as www.cgpo2o.com, www.top20talent. com, and www.top20tech.com, focusing on connecting the top 20% of talent in the market with its clients.

Integrated with a professional offline team of industry recruiting experts, these powerful cross-functional, cross-industry, and multi-geographic online to offline talent sourcing platforms deliver exceptional results consistently.

Consisting of three service levels depending on the specific requirements of the client, www.cgpo2o.com is an AI-integrated B2B client platform that matches clients with the best talent within hours. Meanwhile, www.top20talent.com is an award-winning B2C referral platform that allows candidates to find their dream job.

Not resting on its laurels, CGP continues to enhance its platforms for

digitised recruitment by generating an increasing number of matches, enhancing communication with both clients and candidates, and creating community pools via social marketing to create even more interaction between clients, candidates, and consultants.

JOBSRNR

Established in 2012, JobsRnR has built a solid reputation among a wide range of industries such as finance, banking, insurance, and IT. Solving companies’ HR and recruitment needs through a clever combination of smart strategies and innovative technology, JobsRnR enables companies to achieve their goals of talent recruitment, brand promotion and talent training.

In 2018, the company launched its proprietary JobsRnR platform, combining online and offline business to help companies find the right talent at the lowest cost, more effectively. Improving matching accuracy and recruitment efficiency across the board, the added value of the platform includes employer brand promotion, content marketing, social recruitment, and recommendation rewards.

Based on the many years of experience gained from the company’s traditional

headhunting operations, the JobsRnR platform combines talent pools in Hong Kong, Macau, Taiwan, and Mainland China to improve the recruitment supply chain and create a recruitment ecosystem of employers, recruitment companies, professional bodies, student organisations, referees, and candidates.

In addition, the company is also committed to forging new business relationships and strengthening existing ones across the region.

Understanding the key to future success is future-proofing, JobsRnR is continually striving to enhance the precision of its talent position-matching, and improving platform efficiency through the development and integration of AI technologies.

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INDEX

COMPANY

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PAGE

COMPANY

PAGE

ACI HR Solutions.................................43, 45, 54

Link International...........................28, 40, 45, 56

ADP – Automatic Data Processing.................29

ManpowerGroup........................................27, 41

Ambition.............................................. 41, 60, 68

MatchTalent..............................44, 51, 53, 57, 61

Asia Corporate Training...................... 14, 22, 37

MGM China...................................................6, 7

BDO...........................................................26, 48

Morgan Half International (Hong Kong)..........49

BIPO.............................................. 27, 29, 63, 65

Morgan Philips Group................... 16, 42, 46, 52

Blue................................................................. 31

nextRoles........................................................69

CGP................................................................. 71

Oliver James Associates................................. 51

Chandler Macleod............................... 30, 41, 57

Oracle Systems Hong Kong............................58

China Mobile Hong Kong.......................... 12, 13

Pretium Partners............................................. 21

CIELO..............................................................30

ProMatrix & Co................................................43

Cigna Hong Kong..........................................8, 9

Santa Fe Relocation..................................33, 35

Cityray Technology (China).............................65

SAP Hong Kong.................................. 18, 58, 62

Crown World Mobility................................32, 34

Scotwork East Asia................................... 23, 37

Don Nelson Recruitment............... 38, 51, 53, 61

SHL .................................................................66

ECA International............................................ 21

SIRVA Worldwide Relocation & Moving....33, 35

G2000 (Apparel)..............................................39

StrengthsAsia..................................................67

Gravitas Recruitment Group...........................50

Sun Life Hong Kong........................................25

HotelsHR.........................................................55

Suntrend Technology......................................67

ICBC International Holdings............................ 19

Take5 People.............................................63, 64

Jobable............................................................38

Talent Pro........................................................49

JobsRnR.................................................... 55, 71

Vanna.com................................................69, 70

Justwork Hong Kong..........................23, 36, 46

VSP Vision Care..............................................59

LF Logistics..................................................... 17

Willis Towers Watson......................................20

Li & Fung......................................................... 15

Zung Fu Company..................................... 10, 11

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