Interns Can Create a Difference

An American multinational automotive manufacturing company, the world’s largest global aerospace manufacturer and a defense contractor, a major corporation that was a pioneer in office technologies in late 80’s and 90’s. The companies mentioned above are obviously all separate industries and have become enormously successful in their very own diverse ways. But they have something in common. Dennis A. Muilenberg, former President & Chief Executive Officer (CEO) of The Boeing Company, Mary Barra, Chair and CEO of General Motors and Ursula Burns, former CEO of Xerox. These distinct names are what connects the businesses together. How?

 

  • Muilenberg who was an American engineer began his journey at Boeing as an intern in 1985.
  • Mary joined General Motors as a co-op student in 1980 when she was just 18 years old and worked as a factory floor intern.
  • Ursula Burns who were the first among black women to be a CEO of Fortune 500 company, climbed up through the corporate ladder by starting out as a summer intern in 1980, and got a permanent job a year later.

 

When a business is looking for hiring, they always outline certain requirements that must be met by the applicant to obtain the job. These requirements usually include certain qualifications that need to be met, years of experience and other varying requirements. Suppose an applicant meets all the specifics mentioned for the job, this certain employee does not know how the company runs, how the hierarchy works or knows the company inside out. This is where interns come in. Internships can provide valuable experience and help individuals understand how a company operates and what it’s like to work in their field of interest. By participating in an internship, individuals can gain practical skills and knowledge, build connections and relationships within the company, and potentially improve their chances of securing full-time employment with the company. It can also be a good way for businesses to identify and recruit talented individuals who may have the potential to become long-term employees. By offering internships and providing a sense of belonging, companies may be able to reduce job hopping and retain employees for longer periods of time. However, it’s important to note that internships are not a guarantee of future employment and that each individual’s career path will depend on their own abilities and efforts, as well as the opportunities that are available to them.

 

At Lim and Partner, we believe in collaborating with and supporting the development of young talent. That’s why we offer internships to provide hands-on learning experiences and give students the opportunity to gain valuable skills and knowledge. Our commitment to supporting internships aligns with our values of fostering growth and helping our team members reach their full potential.

Enquête sur l’emploi des Français en Asie du Sud Est

Bonjour!

Vous trouverez ci-joint le lien pour l’enregistrement du Webinaire consacré à l’emploi des Français en Asie du Sud-Est ainsi qu’un éclairage sur la situation en Chine et à Hongkong.

Si nous essayons de faire une synthèse des différentes interventions il faut tout d’abord noter que l’ASEAN recoupe des réalités économiques et politiques très variées. Il est cependant intéressant de voir que sous l’angle des ressources humaines, et plus précisément en matière d’emploi, ces différences sont moins marquées, et ce même lorsque l’on compare l’ASEAN au reste du monde.

La crise du Covid à accélérer la digitalisation de l’économie entrainant un manque de compétences pour les professions liées à l’informatique au sens large, on retrouve cette réalité dans tous les pays de la zone ainsi que cette volonté politique de la part des états de promouvoir les industries à forte valeur ajoutée : Biotechnologies, nouvelles énergies, Ce faisant il faut noter des dispositifs différents en matière d’accès au marché et aux permis de travail, nous avons d’un côté des pays qui vont tout faire pour promouvoir leur nationaux- pouvant s’adosser à un bon système éducatif- je cite Singapour et la Malaisie qui ont des politiques de visas très restrictives alors que les autres pays- malgré quelques lourdeurs administratives, accueillent plutôt bien les employés étrangers.
Les secteurs qui vont recruter ; tourisme et hôtellerie, généralement grands consommateurs de managers étrangers et Français en particulier, sont encore en période de redémarrage, il faut attendre un peu si l’on souhaite un emploi dans ces domaines.

Dans tous les pays les outils les plus efficaces pour trouver un emploi sont les cabinets de recrutement et les cellules de recrutement des chambres de commerce quand elles existent (Singapour, Vietnam, Malaisie), ne pas hésiter à contacter les Comités locaux des Conseillers du Commerce Extérieur.

Vous trouverez en pièce jointe les différentes planches ainsi que l’enregistrement du webinaire, n’hésitez pas à diffuser ces documents de même que le lien pour télécharger l’enquête qui a servi de support à cette présentation :

https://drive.google.com/file/d/1svag9DQS9IEqurVy2nnrVgz89acFDaqP/view

ainsi que l’enregistrement :
https://drive.google.com/file/d/1bp-MXZ0ihF2JNDmbh_bFjOJWAcEXYBWT/view?usp=sharing

Bon visionnage !
Laurent Landié
Laurent.landie@limandpartner.com

#économie #covid #emploi #recrutement

L’emploi des Français en Asie du Sud-Est

More than 200 hundred people registered for this highly successful webinar on October 12th, which was hosted by our managing partner Mr. Laurent Landie and featured presenters from China, Myanmar, Singapore, Malaysia, Thailand, Indonesia, Cambodia, Vietnam, Hong Kong, and the Philippines.

We would like to extend our sincere gratitude to all the speakers and attendees.

Here is a look at our webinar’s behind-the-scenes. Stay tuned to our website for more information and insightful tips from the webinar.

Latecomers: How to comply with the PDPA?

1. Recruit or appoint a Data protection Officer (DPO):

This new profile has the mission of managing the compliance of the organization but it is also the privileged interface between the PDPC, the company and the subcontractors.

2. Make an inventory of the processing of personal data:

* Identify personal data, sensitive data and their flows.
* Identify existing treatments and verify their compliance.
* List who has access to this data and identify the reason why they have access to it.
* List all the treatments analyzed in the register of treatments.
* Identify and control subcontractors and external service providers working from the company’s personal data and review subcontracts.
* Verify that the processing applied by the subcontractors/service providers, in paper and/or digital format, complies with the PDPC (access, informed and unambiguous consent of the data subject and retention period).
* Take stock of archiving practices and retention periods for HR personal data.
* Ensure hr and HRIS solutions comply with the PDPA

3. Implement a corrective action plan

4. Inform employees and obtain their consent

Beyond the constraint it seems to represent, the PDPA can contribute to improving the company’s performance, but also the trust and well-being of employees, provided that tools, methods and processes are streamlined.

The digital transition has already considerably disrupted the field of HR activities in recent years. Compliance accentuates this transformation, pushing decision-makers to optimize processes and pay particular attention to HR information systems. Thanks to these new priority challenges, HRDs will be able to decompartmentalize their organization, strengthen the quality of their cooperation with their suppliers and subcontractors. And with the clear personal data management policy, take care of their reputation and the attractiveness of their employer brand.

#data #hr #pdpa #compliance #dataprotectionofficer

Reminder of the PDPA issues that will be faced by the HRDs

Thailand’s Personal Data Protection Act or PDPA is all set to come into full effect from 1 June 2022. Companies based in Thailand will have to comply with the Personal Data Protection Act (PDPA).

The legislator has provided for certain flexibilities. However, the compliance requires latecomers to produce a precise compliance plan. Among the various functions of the company, Human Resources Departments (HRDs) are most impacted by this new regulation and the obligations that result from it. This is because the HRDs, collect, process, and archive a significant volume of personal data. An apparent difficulty that can be transformed into a performance lever, thanks to adapted methods and tools.

Reminder of the PDPA issues that will be faced by the HRDs:

The PDPA obliges anybody managing the personal data of citizens to report to the supervisory authority, within couple of hours, any infringement of which it is aware. Companies failing to comply with regulations can get fines up to 5 million baht or even a sentence in prison. These coercive measures are taken to protect the Thai citizens from data theft or hacking and potential identity theft.

The issues of compliance then appears crucial for companies. If this approach concerns the company as a whole, the HRDs are particularly impacted by the volume and diversity of personal data that it manages through its various HR processes.

To date, it is estimated that 70% of companies are not yet compliant with the PDPA. If the PDPC, the supervisory body, has indicated that it will take this into account and may show some flexibility. However, it will only do so on the strict condition that the company is able to demonstrate that it is fully committed to the process.

An impact on the entire field of HR activities:

The HRD’s contribution to the compliance process is major and essential. Consequently, it is imperative to take into account all of its activities to put in place an effective action plan and guard against any risk of default. The HRD that largely manipulates data – fishing, recruitment, administrative management, training, evaluations, payroll, reporting – must, within the framework of the PDPA, review its methods of managing, securing and storing personal data. The rationalization effort will have to focus on all stages of the process, but also on the training and awareness of the employees concerned. The company’s subcontractors and suppliers are also concerned and must provide the guarantee of their PDPA compliance or an ongoing compliance process.

In view of all these aspects, we understand the need for HRDs to be able to rely on “PDPA compliant”, HR solutions, providing all the guarantees of data processing in accordance with the modalities defined by the legislator.

Next in our series of articles about PDPA we have how one can comply with this change in regulations. To know more about the PDPA and how to comply, follow our LinkedIn page and website.

#pdpa #hr #data #compliance

Thailand’s PDPA and it’s effects on the HRD

The Thailand Personal Data Protection Act or PDPA is set to come into force on June 1, 2022.

Lim and PartnerPRAXI Alliance is all set to start a new series of articles about the impact of the Personal Data Protection Act, both from organizational and recruitment point of view. The Personal Data Protection Act 2019 was published, on 27 May 2019, in the Royal Thai Government Gazette. The PDPA is the very first consolidated law governing data protection in Thailand.

To know more about the act, and how one can comply with it keep an eye on our LinkedIn page and website, and follow our weekly series of articles on this act.

Lim and Partner is a part of the Praxi Alliance Network; our objective is, to share and convey what we know about the Thai market and companies from our experience and expertise to our European partners.

#pdpa #thailandpdpa #personaldataprotection #network #data #law

ADAPTIVE EMPLOYEE PERSONALITY TEST (ADEPT-15®)

Employees and candidates bring more than just skills and experience with them to work — they bring their personality and all the preferences, tendencies, and styles that come with it.

ADEPT-15® is a scientifically based assessment designed to accurately uncover the unique aspects of an individual’s personality to help organizations hire, promote, and develop the very best talent. It has been proven by over 8 million global administrations, is backed by 50 years of research, and is built upon a database of 350,000 unique items.

We here at Lim and Partner, are AON Assessment Certified. We can help you with the specific type of assessment you require for your particular need.

If you want to more about assessment or our services, all you have to do is just leave us message!

Get in touch with us now!

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#work #assessment #recruitment

SCALES Aptitude Tests

With the SCALES test battery, AON provides cognitive aptitude tests for a range of target groups.

Research has shown for years that aptitude tests are powerful predictors of long-term professional success. Virtually no other tool can offer as much added value for HR decision making with comparably small investment.

The scales aptitude tests are developed by AON to leverage the latest of web technology and are designed in such a way that reliable, decentralized execution is possible. Aptitude tests offer an efficient and valid means of employee selection.

We here at Lim and Partner, are AON Assessment Certified. We can help you with the specific type of assessment you require for your particular need.

If you want to more about assessment or our services, all you have to do is just leave us message!

Get in touch with us now!

Thailand-Vietnam Business Expansion Webinar 2021

If you are thinking of expanding your business in Thailand or Vietnam, but a bit unsure how to start, then this upcoming webinar is perfect for you. Lim and Partner and Source of Asia – SOA invite you to join the live webinar on 3rd November on the topic “Exploring Business Opportunities in Vietnam and Thailand – Food & Beverage”.

Laurent Landie (Managing Director, Lim and Partner), will talk about the key successful factors required to have a good business establishment in Thailand.

Key takeaways from the webinar:

– Overview of the F&B sector in Vietnam and Thailand in the midst of COVID-19 Pandemic
– A snapshot of legal and regulatory framework in the sector of F&B in Vietnam and Thailand
– Outsource your representation in Southeast Asia: How does it work?
– Key successful factors required to have a good business establishment in Thailand
– Vietnam in perspective: A successful decade of Central Retail Vietnam’s operations in the rising market

Time and Place: 14:00 (3rd November 2021) – Online (of course)
You can register via this link directly or scan the QR code!

https://lnkd.in/gG4bNzRy

#webinar #businessopportunities #foodandbeverages #thailand #vietnam

Identify the Values of Employees and Applicants with VIEWS

Employee motivation is a critical success factor for companies. Selecting the right fit in terms of corporate values and motivation structure is a key challenge in the recruitment process. Employee motivation is also important in development.

The VIEWS questionnaire developed by AON, helps you to efficiently and reliably identify the motives and values of your employees and applicants.

We here at Lim and Partner, are AON Assessment Certified. We can help you with the specific type of assessment you require for your particular need.

If you want to more about assessment or our services, all you have to do is just leave us message!

Get in touch with us now!