Commentary

So is work/life balance really attainable?

Buildings responsible for at least 40% of the world’s greenhouse gas emissions can implement some simple tried-and-tested actions—some costing less than SG$170,000—to reduce their carbon footprint.

Companies today dangle all sorts of unique ‘carrots’ in a bid to attract the best and brightest. All the more so as the Gen Y workforce grows. These high-performance and high-maintenance multi-taskers increasingly eschew monetary incentives for better Work-Life balance. Employers are realizing that you can’t just make the employee work; they have to want to work.

UM is a global media communications agency.Part of the Interpublic Group of companies,UM works with the world’s leading marketers and strategic thinkers through its 151 offices in 130 countries. In Singapore, UM actively collaborates with clients that include MasterCard, Sony Pictures, AIA, offering a full spectrum of media services.

As frustration over unemployment remains high after 18 months, a recruitment specialist is advising job seekers, to look for greener pastures outside their home countries and set their sights on Asia.

As the world emerges from the GFC it is clear that people have very different attitudes to work and their employment situations. Stabilityand security are now far bigger priorities than ever before which has had a knock-on affect to the liquidity of global labour markets.

The global financial crisis has impacted on the margins and risk profile on which many infrastructure project finance business plans were based.

Consultant Aimee Young says you can ensure that you ace your next interview by following just a few simple tips.

If a nation’s brand values can be summed up by how it names its shopping centres, what does this say about the UK versus Singapore? Chris Reed tells us.

An asset training plan will drive a competitive advantage for assets that can tangibly demonstrate better sustainability, lower service charge and better tenant services.

Over the last four decades, the government of Singapore and its people have built a city that is known around the world as being very clean, safe and a wholesome place to live and raise a family. Our reputation for law and order and strict enforcement by a government that does not compromise is legendary.

Predicting the future can be a notoriously tricky business. Things that people declare with certainty will happen often don’t, while things that no one saw coming have a horrible habit of actually happening.

Patricia Pascuzzo explores the many benefits of using 'strategic conversation' and scenario analysis to develop successful portfolio strategies.

Garry Hawker examines some of the latest thinking around risk factors, 'return drivers' and whether they are a more effective means of diversification versus an asset class approach.

This question although controversial is definitely being tested across the board at present with many finding it a cryptic puzzle to solve.

The global financial crisis (GFC) gave employers a breather from the skills shortage - there were a large number of candidates available and so employers wanted proven performers. Now, in line with the market’s steady recovery, the number of highly skilled candidates has reduced and skills shortages are starting to emerge. A number of sectors such as Accountancy & Finance, Banking and IT are experiencing a shortage of highly skilled and specialised candidates. The good news for employers is that there are steps you can take towards minimising the impact. 1. Train entry-level candidates: There was very little investment in recruiting and training entry-level candidates during the financial downturn as employers opted for proven performers. Graduates and less experienced candidates are often highly motivated and work hard to prove their ability, making them a valuable commodity. 2. Consider transferable skills: Don’t immediately turn away a candidate because they don’t have industry specific experience. If the applicant is from a related field, for example from other heavy infrastructure projects, check to see if their skills are transferable. 3. Consider overseas candidates: Singapore is fast becoming a hub for global business. Combined with the global nature of the oil and gas industry, you might consider talent from other countries. 4. Look ahead: We also advise employers when recruiting to look ahead at what a candidate can offer in the coming three to five years, rather than just the next two years. This will also have a positive effect internally, with staff valuing the potential for future opportunities with their employer. 5. Partner with a recruiting expert: As economic conditions continue to improve, competition for the best talent will only increase. Finding the right candidate with the necessary skills and experience will take significant time and resources. Working with a recruitment firm will save you time, money and effort.