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PR Newswire

Industry Experts Gary Gruver and David Farley Partner to Help Organizations Learn How to Improve Digital Transformations

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New computer-based training program from Gruver and Farley teaches software organizations how to address their own unique challenges instead of copying what others have done

SUN VALLEY, Idaho, Oct. 21, 2021 — Today, Gary Gruver (https://garygruver.com/), author and president of Gruver Consulting, announces the "Engineering the Digital Transformation Training and Certification" (EDT) program. EDT is a digital, self-paced training program for teaching software leaders and practitioners how to guide their own approach to continuous improvement. The goal is to help as many people as possible reduce the barriers to organizational change by making waste and inefficiencies visible.

As part of the new program, Gruver has partnered with Dave Farley, co-author of "Continuous Delivery," to supply trainees with key software design patterns and an understanding of how to avoid common mistakes along the way. This curated, wiki-style content library is based on Farley’s breadth of knowledge and decades of experience.

Join the Engineering the Digital Transformation Training and Certification Program at https://www.engineeringthedigitaltransformation.com/ 

The EDT training program leverages certain principles from the manufacturing industry that have proven to deliver dramatic results. Instead of creating complex frameworks designed to solve someone else’s problem, which manufacturing organizations eventually realized didn’t work, EDT focuses on creating a systematic approach to continuous improvement. This approach leverages some of what was done in manufacturing but is modified to address the unique characteristics and capabilities of software.

"This is not a complex methodology to be implemented based on what practices worked for another team or organization," said Gruver. "Additionally, to help overcome the resistance to change, we help people learn how to understand and address their own unique challenges instead of telling them what to do. By focusing on providing visibility into inefficiencies, it enables teams to use that insight to align on the improvements they are most passionate about addressing. Then, to ensure success, we help people transition from principles to implementation recommendations based on David’s years of experience."

Organizations can’t replicate exactly what others are doing as transformation journeys aren’t a "one size fits all" approach. "Every company is on a different journey, in a different time and place. Teams need to learn how to do this themselves by analyzing their own unique problems," explained Gruver. "If they’re not their own ideas, they are less likely to embrace new ways of working. People need to be empowered to create improvement plans and take ownership of the process. And, when software practitioners and leaders start on the continuous improvement path, they also need design patterns to avoid common mistakes along the way. It helps them avoid struggles that hamper motivation and progress."

"Gary and I are at the point in our careers where we want to help as many people as possible throughout the transformation process with training we believe helps address unique challenges of the organization," said Dave Farley, founder and director of Continuous Delivery Ltd. "Instead of providing expensive hands-on consulting to a limited number of clients, we realized if we could capture our experiences in computer-based training it would enable us to help a lot more organizations and it would be much cheaper for the clients."

Engineering the Digital Transformation Training Offerings

White Belt
There are two online White Belt Certification courses — one for leaders ($250) and one for practitioners ($200). Both versions provide an approach that enables people to quickly align on their specific priorities for driving improvements. The white belt helps participants understand how to take a systematic approach to continuous improvement and identify the best opportunities for improvement. This computer-based training program can easily integrate with learning management systems, and be used across a large organization quickly and efficiently, motivating people to further complete Green and Black Belt Certifications.

One of the biggest challenges with any transformation is getting alignment across the leadership team. Global 2000 companies have used the white belt training with executives to make their issues visible so they can agree on improvement plans. Gruver believes this step is so important to any successful transformation that he is willing to provide a free prototype of the training to any organization that can commit. The requirements are to provide a lead to run the training and make their company-specific issues visible, and get an executive team committed to completing the training.  If interested, visit: https://www.engineeringthedigitaltransformation.com/prototype/.

Green Belt
Green Belt Certification is designed for leaders and practitioners to be able to apply White Belt training principles in their own organization. After the Green Belt training, people can help their organization eliminate waste and inefficiencies with support from David Farley. This important step helps people to document and share the impact of their improvement project where the development and delivery process is made visible, the biggest sources of waste are identified, and a change to remove said waste is implemented.

Black Belt
There are two types of Black Belt Certifications. First, there is a certification that ensures that people proficient in White Belt principles can certify their own Green Belts, enabling companies to be more self-sufficient. Second is to recognize larger and longer continuous improvement projects that can last years instead of months, and are projects that are of interest once the Green Belt Certification is completed.

Quotes/Testimonials

"I completed Gary Gruver’s new Leadership White Belt certification for improving the flow of delivery using the disciplined continuous improvement process he advocates in "Engineering the Digital Transformation," said Bryan Finster, experienced software engineer and value stream architect. "I always learn something from Gary’s pragmatic approaches and this course was no exception. If you’re interested in learning actionable lessons for improving your quality process and removing waste from your development flow, I highly recommend this course. It really should be required for every level of leadership who wants to "do the DevOps".

"I thoroughly enjoyed the White Belt training for "Engineering the Digital Transformation" from Gary and highly recommend people take the training and read his book," said Shaaron Alvares, Senior Manager of Cloud Agile Delivery for a leading CRM company, and former DevOps practices leader at multiple Fortune 500 companies. "The training and certification had the rigor people like me need in order to apply systematic approaches to continuous improvement with metrics that are insightful and actionable. The experience was very different from anything I have done as it provided me with a practical hands-on and outcome-driven approach."

Media Contact:
Jeremy Douglas
Catapult PR-IR
303-581-7760
jdouglas@catapultpr-ir.com

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PR Newswire

O.C. Tanner Unveils Landmark Study, the 2022 Global Culture Report, as Companies Continue to Navigate the “Great Resignation” Era

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In a world where employers no longer hold all of the cards, the fourth annual report provides a roadmap for organisations as they move out of crisis and look to refine or rebuild their cultures

SALT LAKE CITY, Sept. 22, 2021 — O.C. Tanner, the global leader in employee recognition and workplace culture, today announced the release of its 2022 Global Culture Report. In its fourth year, the report provides an in-depth look at timely workplace culture and employee experience issues based on data gathered from over 38,000 employees, leaders, HR practitioners, and executives from 21 countries worldwide. The report was announced at O.C. Tanner’s annual culture conference, Influence Greatness, which took place virtually for the second consecutive year.

"Demonstrating a causal relationship between employee recognition and the strength of connection between employees, this year’s landmark study supports over a decade of research to show that recognition is a critical tool for organisations, particularly in an era rife with disconnection and social fragmentation," said Dr. Alexander Lovell, Director of Research and Data Science at the O.C. Tanner Institute. "Additionally, our research makes clear that the recent ‘Great Resignation’ phenomenon is only the beginning. Repairing the damaged aspects of workplace cultures is imperative, but will not be easy. It will take time to thoroughly rethink long-held beliefs about the employee experience and approaches to building workplace culture, and we hope this report will act as a guide for those company leaders looking to do so."

As companies approach a post-pandemic era, the report highlights some of their greatest challenges: creating meaningful employee experiences and connecting people across the organisation. Generic, top-down programs for collaboration, recognition, and growth will no longer be effective. Because the pandemic has affected employees in extremely different ways, personalising the employee experience will be crucial to building inclusive cultures. Leaders will have to inspire great work in their people regardless of where it’s done. As they look to reimagine the workplace, organisations today have the opportunity to refresh their cultures—to exceed the best of their old normal, evolve their employee experiences, and focus on what will truly drive business results.

"The former concept of workplace ‘normalcy’ left the building in March 2020, and it’s not coming back," said Gary Beckstrand, Vice President of the O.C. Tanner Institute. "A new landscape of work and business has emerged from the pandemic, and helping employees feel connected to purpose, accomplishment, and one another—no matter where or when they work—is more important than ever. With so much continued uncertainty, the 2022 Global Culture Report shines a light on the specific elements that organisations need to prioritise as they look to navigate the next phase of work."

"No matter how tempting it may be to revert back to pre-pandemic modes of thinking and working, the 2022 Global Culture Report emphasises the need for organisations across the globe to continue the march forward," said Alan Heyward, Managing Director for Asia Pacific at O. C. Tanner. "As markets recover and HR leaders continue to assert their position as a strategic partner through trying times, the findings from this extensive research can prove to be invaluable."

Sample key findings include:

  • The average employee engagement score is down 18% from last year’s report.
  • Crucial elements of successful hybrid employee experiences:
    • Career development program: 68%
    • Flexibility to choose the number of days worked remotely: 65%
    • Clear expectations for availability when working remotely: 65%
    • Opportunities for in-person social connection with coworkers: 58%
  • When employees have schedule and location flexibility at work, the probability of cultural outcomes increase:
    • Engagement: 41%
    • Retention: 77%
    • Likelihood to be a Promoter on the eNPS scale: 41%
  • 61% of employees say the workplace is where they form most of their new friendships and that their social group at work inspires them to do their best work.
  • 45% of employees say the number of individuals they regularly interact with at work has decreased significantly over the past year, and 57% say they engage in fewer social activities.
    • In addition, 1 in 3 employees feel disconnected from their leader, furthering feelings of isolation and loneliness.
  • When employees feel less connected to their workplace, culture, and purpose, the likelihood of great work falls 90%, the probability of burnout increases 11x, and the odds that employees will leave within three years surge 6x.
  • Five distinct employee personas emerged and were defined, each with their own general focus, work style and self-esteem: Socialiser, Tasker, Builder, Coaster, and Achiever.
    • Each of these personas has a different probability of being engaged, and a different probability of doing great work. Builders and Socialisers have the highest likelihood of doing great work, while Coasters have the least. Achievers have a relatively high probability of engagement, but not great work.
    • Different types of recognition affect feelings of connection differently for each group. For the often-introverted Tasker, public praise has a negative effect, but eCards and monetary eCards increase connection. For Builders, any form of recognition builds connection. Public appreciation has the most significant impact on the more outgoing Achievers.
  • The formula for creating peak employee experiences starts with meeting three basic needs: autonomy, connection, and mastery.
    • When leaders understand employees’ recognition preferences and personalise recognition moments, the odds of higher autonomy satisfaction improve 126% and the chances of higher connection satisfaction jump 145%.
    • Leaders who advocate for employee development increase the likelihood of satisfying autonomy needs by 115%, connection needs by 124%, and mastery needs by 131%.
  • Organisations have a 7.5x increased likelihood of improving the employee experience when they meet the needs of employee autonomy, connection and mastery.

This comprehensive report, which serves up actionable data for business leaders seeking change, can be accessed at O.C. Tanner’s website here: https://www.octanner.com/global-culture-report.html.   

About O.C. Tanner
O.C. Tanner is the global leader in software and services that improve workplace culture through meaningful employee experiences. Its Culture Cloud employee recognition platform helps people feel appreciated, do their best work, and want to stay. O.C. Tanner drives positive business results by helping millions of people thrive at work. For more information visit octanner.com.

Research Methodology
The O.C. Tanner Institute uses multiple research methods to support the Global Culture Report, including interviews, focus groups, cross-sectional surveys, and a longitudinal survey.

Qualitative findings came from 16 focus groups and 85 interviews among employees and leaders of larger organizations. Each group represented various types of employers, including both private and public entities.

Quantitative findings came from online survey interviews administered to employees across Argentina, Australia, Brazil, Canada, China, France, Germany, Hong Kong, India, Japan, Mexico, the Netherlands, Philippines, Russia, Saudi Arabia, Singapore, South Africa, South Korea, the United Arab Emirates, the United Kingdom, and the United States. The total sample size is 38,177 workers at companies with 500+ employees.

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PR Newswire

Bigtincan Recognized In 2021 Gartner® Market Guide For Sales Enablement For Sixth Consecutive Year

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Bigtincan Delivers Holistic Solution Ideal for Enterprise Customers

WALTHAM, Mass., Sept. 9, 2021 — Bigtincan (ASX:BTH), the global leader in sales enablement automation, today announced it has been recognized as a Representative Vendor of Sales Enablement Platforms as part of the August 2021 Market Guide for Sales Enablement Platforms1 for the sixth consecutive year.

"Gartner defines sales enablement platforms (SEPs) as tools that unite sales enablement functions and customer-facing sales execution". "Organizations are seeking to enable their customer-facing/revenue-generating employees by evaluating sales enablement platforms for digital content, training and coaching. These three work together to form a holistic enablement program," according to the report.

Bigtincan delivers a unified product platform to address the complete end-to-end sales enablement requirements of enterprise customers. Companies looking to implement sales enablement can purchase components of the platform and expand their footprint with additional Bigtincan solutions as they grow. Underpinning all the Bigtincan solutions is a unified Intelligent Enablement Platform that provides insights and analytics that drive guided selling.

As per the report, "Gartner’s view of the market focuses on transformational technologies and approaches to meet the future needs of end users in a seller role". Accordingly, we believe that Bigtincan is continually innovating and anticipating the enablement capabilities of the future with recent solution enhancements and acquisitions that include AR/VR and conversation intelligence.

"Bigtincan is bringing to life the Buying Experience of the Future," said Rusty Bishop, CMO of Bigtincan. "Our solutions are purpose-built so that our customer’s customers can enjoy the best buying experiences that give them confidence in their purchase decisions. We accomplish this by putting our customers’ brands in the best positions to succeed by arming their customer-facing teams with all of the technology and intelligence required for success. Everything we provide is built to be flexible and adaptable to our customer’s business processes and designed to bring our customer’s brand to life."

According to the report, "By 2025, 80% of B2B sales interactions between suppliers and buyers will occur in digital channels." In addition, "Gartner inquiry analysis shows an increased demand for a fully native platform that includes all three capabilities."

Bigtincan was the first sales enablement provider to recognize the need and deliver a full complement of capabilities that includes training and coaching, content and engagement. The Bigtincan product is modularized to allow customers to choose the functionality required. Leading B2B and B2C brands rely on Bigtincan to enhance sales productivity, enable partners, and fuel customer engagement – increasing win rates and customer satisfaction.

To learn more about Bigtincan, visit www.bigtincan.com.

1 Gartner, "Market Guide for Sales Enablement Platforms", Melissa Hilbert, Mark Paine, Alastair Woolcock, Doug Bushee, August 17, 2021.

Gartner Disclaimer

GARTNER is a registered trademark and service mark of Gartner, Inc. and/or its affiliates in the U.S. and internationally and is used herein with permission. All rights reserved.

Gartner does not endorse any vendor, product or service depicted in its research publications, and does not advise technology users to select only those vendors with the highest ratings or other designation. Gartner research publications consist of the opinions of Gartner’s research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.

About Bigtincan
Bigtincan is helping the world’s leading brands facilitate the buying experience of the future. Everything we offer is designed to be smart, flexible, and easily adapted to unique business processes with highly personalized experiences that people and brands love. We’re on a mission to help companies deliver branded buying experiences that are engaging, personalized, provide value and guide people to the best decisions with confidence. Innovative companies like AT&T, Nike, Guess, Prudential, and Starwood Hotels trust Bigtincan to enable customer-facing teams to intelligently prepare, engage, measure and continually improve the buying experience for their customers. For more information about Bigtincan (ASX: BTH), visit: www.bigtincan.com or follow @bigtincan on Twitter.

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https://www.bigtincan.com/

PR Newswire

Research by Universum Reveals That Young Filipino Talent Favour Employers who Offer Professional Training & Development and Respect Their People

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Bangko Sentral ng Pilipinas and Google are seen as the most ideal employers among business and STEM talent, respectively

MANILA, Philippines, Aug. 26, 2021 — Today, Universum launches the findings from the Philippines portion of the world’s largest annual talent survey, with over 8,000 students from leading national universities in the Philippines who responded between December 2020 and June 2021. Set out to track career aspirations and preferences of the future talent pool, the Top 100 Ideal Employers student survey also recognises the most coveted employers based solely on the responses collected.

This year, Bangko Sentral ng Pilipinas has overtaken Philippine Airlines as the most attractive employer for business/commerce students, whereas Google retained its top position as the most desired employer among engineering talent.

Business students have a strong desire to work for domestic employers

The 2021 study reveals that 58% of young business/commerce talent would prefer to work for an employer founded in the Philippines. This is something that is also reflected in resulting employer rankings for business/commerce talent, with nine out of the top choices being homegrown. The banking industry remains the most preferred industry amongst business students (49% seeing it as a top choice), followed by auditing & accounting (37%) and e-commerce (33%).

Respect for its people surpass high future earnings

When asked about what they look for in an ideal employer, Filipino students report prioritising employers who offer strong professional training and development and show respect for their people. Both of these key attributes are highly associated with top performing employers Bangko Sentral ng Pilipinas and San Miguel Corporation.

When looking at the different markets around the world covered by Universum’s talent preference survey, it is clear that today’s students are highly drawn towards employers who demonstrate they have a social conscience, respect their people and perform well in some of the softer aspects, such as culture and working environment.

Mike Parsons, managing director APAC for Universum, said "Around the world in 2021, we have seen respect for its people trending. In the Philippines, this attribute was already important to talent but is now their second-highest priority when selecting a future employer, only behind "professional training and development". Employers who are serious about attracting the very best young talent in the Philippines need to listen to the strong message talent are sending. They also need to ensure that they not only deliver upon this but that they can articulate, both internally and externally, the respectful nature of their culture."

Overall students’ top preferences

2021

2020

1. Professional training & development

2. Respect for its people

3. A friendly work environment

1. Professional training & development

2. High future earnings

3. A friendly work environment

 

Salary expectations have increased

The study revealed that the young talent graduating in the Philippines expects, on average, an annual salary of 440,843 PHP, which represents an increase of 12% from a year before. In most regional and global markets, pay expectations have been stagnant or only increased modestly due to the tough economic conditions of the past year. Clearly, talent in the Philippines has far more optimism.

Sadly, female students expected 5% less salary than their male counterparts. However, among the students surveyed in Hong Kong, India, Singapore, Thailand and Taiwan, the Philippines has the smallest gap between what the different genders expect to be paid.

Universum 2021

Students’ discipline

Ideal Employer Ranking 2021

Business/Commerce

1. Bangko Sentral ng Pilipinas

2. Philippine Airlines

3. San Miguel Corporation

4. BDO Unibank

4. Google

Engineering

1. Google

2. San Miguel Corporation

3. Microsoft

4. Philippine Airlines

5. Ayala Land

 

About the Universum 2021 Top 100 Ideal Employer Rankings – The Philippines Edition

The results are based on the answers of 8,426 students studying for degrees in business/commerce, engineering, IT, natural sciences, humanities/liberal arts/education, law and health/medicine, with 24,786 individual evaluations of 133 employers from December 2020 and June 2021. Each respondent is asked questions about their career preferences, expectations and employment related drivers and then presented with a list of 133 national and international employers, nominated by the target group through an independent and structured nomination and assessment process, which prevents companies unfairly influencing their positions. The rankings consist of those employers chosen most as an ‘ideal’ choice when working through a structured funnel-based methodology.

About Universum

Universum, part of the StepStone Group, is a global thought leader in Employer Branding. Universum has 32 years of peerless experience in the field of employer branding and is established in over 60 markets globally. Universum has a diverse workforce is physically present in 20 countries. With so much data, historically and geographically, Universum is uniquely positioned to deliver key insights to employers about how to attract and retain their future workforce. Our data-led, human and purposeful output has attracted over 1,700 clients, including many Fortune 500 companies, as well as global media partners that publish our annual rankings and trend reports. Find out more at https://universumglobal.com/.

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https://universumglobal.com/

PR Newswire

Bigtincan Signs Definitive Agreement to Acquire Brainshark

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Combination of Sales Enablement platform with the leading enterprise Sales Readiness platform creates a complete system to ensure customer-facing teams are "buyer ready" in the all-digital world

WALTHAM, Mass., Aug. 23, 2021 — Bigtincan (ASX:BTH), the global leader in sales enablement automation, announced it has entered into a binding agreement to acquire 100% of Brainshark, Inc. ("Brainshark"). The deal combines two of the leading providers of sales readiness solutions for training, coaching and onboarding, adding enterprise-grade capabilities to create the most complete Sales Enablement Platform in the market.

Combining Brainshark with Bigtincan’s sales enablement platform will be transformative for customers and their customer-facing teams. With the acquisition, Bigtincan adds best-in-class solutions for course authoring, course content creation, 1:1 video coaching with AI-scoring, and readiness scorecards to help customers train, coach, and assess the buyer-readiness of all customer-facing teams including frontline sellers, field marketing, and support.

"Sales professionals, and all customer-facing teams for that matter, need to be 100% ‘buyer-ready’ to guide people to the best decisions when they choose to engage with your brand," said David Keane, CEO and Co-Founder of Bigtincan. "The addition of Brainshark’s Sales Readiness technology to our platform gives our customers the best opportunity to deliver the buying experience of the future and keep their brand’s promise to their buyers."

Along with Brainshark’s sales readiness capabilities, leaders can directly visualize sales training and coaching performance alongside buyer engagement activities and results from CRM systems. When combined with Bigtincan’s robust analytics for sales content usage and buyer engagement, companies can directly measure the impact of customer-facing actions and initiatives on revenue and overall company performance.

"Brainshark has shown innovation in Sales Coaching and Learning. Acquiring Brainshark is a strategic move to position Bigtincan well in the overall Sales Enablement/Readiness market," said Jim Lundy, Founder and CEO, Aragon Research. "Bigtincan offers robust capabilities across sales enablement categories, giving companies the opportunity to shore up their sales enablement end-to-end as their programs evolve and grow."

More than 900 organizations, including many companies from the Fortune 500, rely on Brainshark to onboard, train, and continuously up-skill their customer-facing teams. The acquisition significantly deepens Bigtincan’s vertical market strength in financial services, life sciences, technology and manufacturing with long-tenured customers. The combined company will employ and serve more than 400 employees worldwide.

"The Brainshark team is excited to join forces with Bigtincan. Our experienced team and mature platform for Sales Readiness become critical components to serving our customers’ end-to-end enablement needs. As our customers’ needs expand into sales content management and customer engagement, we can now provide a full suite of solutions that bring to life the Buying Experience of the Future — a vision that both companies share," said Greg Flynn Co-Founder and CEO of Brainshark.

Bigtincan was advised by LionTree Advisors and Brainshark was advised by Sparring Partners Capital.

To learn more about Bigtincan, visit www.bigtincan.com.

About Bigtincan
Bigtincan is helping the world’s leading brands facilitate the buying experience of the future. Everything we offer is designed to be smart, flexible, and easily adapted to unique business processes with highly personalized experiences that people and brands love. We’re on a mission to help companies deliver branded buying experiences that are engaging, personalized, provide value and guide people to the best decisions with confidence. Innovative companies like AT&T, Nike, Guess, Prudential, and Starwood Hotels trust Bigtincan to enable customer-facing teams to intelligently prepare, engage, measure and continually improve the buying experience for their customers. For more information about Bigtincan (ASX: BTH), visit: www.bigtincan.com or follow @bigtincan on Twitter.

About Brainshark
Brainshark’s data-driven readiness platform for sales enablement provides the tools to prepare teams with the knowledge and skills they need to perform at the highest level. With best-of-breed solutions for training and AI-powered coaching, as well as cutting-edge insights into sales performance, customers can ensure their sales reps are always ready to make the most of any selling situation. Customers across the globe rely on Brainshark to get better results from their sales enablement initiatives.

Media Contact
Pam Dearen, VP Marketing Communications & Customer Relations
1-617-981-7557
marketing@bigtincan.com

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PR Newswire

Perkbox reimagines global reward and benefits for the post-pandemic world

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LONDON, Aug. 18, 2021 — Perkbox, the global benefits and reward platform, today announces its new offering to help employers care for, connect with, and celebrate their people around the world.

The new location agnostic Perkbox platform enables employers to harmonise their global employee experience and create cost and time efficiencies, while delivering bespoke wellbeing, recognition, and engagement offerings to each employee. Perkbox already supports over 5,000 businesses and more than 600,000 users across more than 34 countries.

The new platform launch comes as HR leaders worldwide grapple with a unique set of circumstances, brought about, or accelerated, by the COVID-19 pandemic:

  • Employee wellbeing is in freefall. Nine in ten employees faced new wellbeing challenges in 2020[1], as burnout from balancing work and life becomes a greater issue
  • The employee/employer relationship is changing. Work from home-induced introspection has left many people looking for more from their employer and work.
  • International, distributed working models are on the rise. Hybrid and remote working are making it more difficult to create a clear and attractive organisational culture across multiple locations.
  • There’s a new talent landscape. New ways of working have also unlocked a truly international pool of talent, giving businesses the option to recruit from anywhere in the world.

In response, Perkbox’s reimagined, unified platform helps HR leaders create a stronger employee value proposition, built around caring for, connecting with, and celebrating employees, wherever they’re based.

Employees can access the platform via web or a powerful single app. It’s organised into four ‘hubs’, each offering support in a key area, and integrates seamlessly with existing single sign on (SSO) and human resources information systems (HRIS) – creating a frictionless experience for both employees and HR administrators.

Wellness hub. Supporting employees’ wellbeing is vital in itself, and it boosts retention and engagement.[2] The Wellness hub enables employers to meaningfully support this area by providing access to carefully curated, constantly updated wellbeing content. Employees can choose what works for them – from hypnosis and therapy audios to HIIT workouts and meditation guides.

Perks hub. Perks hub enables employers to overcome the stifling complexity of the global benefits market, while providing employees with the huge variety of global deals, discounts and benefits needed to fulfil individual requirements. There is also the option for employers to offer a monthly ‘Flexi points’ allowance. Employees can redeem these, at no cost to themselves, against a wide range of ‘Flexi Perks’, from coffees and entertainment subscriptions to mindfulness apps – and much more.

Celebration hub. Building a culture of appreciation can help drive motivation and engagement.  Celebration hub helps strengthen the connections between all employees and employers, regardless of location, by enabling leaders to visibly recognise and reward their people in a personalised way. Recognitions can also be linked to company values – helping businesses reward behaviours that embody what they stand for.

Culture hub. This helps create cultural alignment and a greater sense of togetherness across all parts of the business, by providing a single source for news and company initiatives.  It reduces reliance on leaders in each location to cascade information – saving their time and that of HR leaders.

Gautam Sahgal, CEO, Perkbox comments: "Organisations are becoming increasingly diverse – with people of different demographics spread across different geographies. This is presenting HR leaders with a two-pronged challenge: how to create a clear, common, and compelling culture for the evolving, international workforce. And how to create a reward and benefits offering that provides genuine value to everybody, wherever they are.

"We want Perkbox to be the simple, cost-effective answer to the global challenges and opportunities the new age of work poses. The platform is the result of an incredibly in-depth investigation into what our clients truly want from us. We took the time to ask HR leaders why they chose Perkbox and, in today’s working world, the ability to harmonise wellbeing, recognition and engagement across markets was seen as vital. This is the strategic imperative to help organisations attract, retain and inspire the talent they need to succeed."

About Perkbox

Perkbox is the global benefits and rewards platform that allows companies to care for, connect with and celebrate their employees, no matter where they are and what they want. Location agnostic, it supports over 5,000 businesses and more than 600,000 users across 34 countries and counting. 

[1] Unleash employee happiness in 2021. Access via: https://www.perkbox.com/new-working-world

[2] The Science of Care. Access via: https://www.limeade.com/wp-content/uploads/2019/09/LimeadeInstitute_TheScienceOfCare_Whitepaper_Web.pdf

PR Newswire

China Liberal Enters into Strategic Cooperation Agreement to Provide Smart Kindergarten Solutions

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The Company is exploring new market opportunity of information construction business in preschool education industry

BEIJING, Aug. 12, 2021 — China Liberal Education Holdings Limited (Nasdaq: CLEU) ("China Liberal", the "Company", or "we"), an educational services provider in China, providing, among other services, smart campus solutions, today announced that it entered into a strategic cooperation agreement (the "Agreement") with Boya Shoushan Kindergarten ("Boya"), a high-quality exemplary kindergarten in Cangshan District of Fuzhou City, on August 11, 2021. Pursuant to the Agreement, the Company agrees to provide Boya with comprehensive smart kindergarten solutions including data management and kindergarten facility reconstruction.

The Company’s smart kindergarten solutions include six major sections: kindergarten portal, attendance and temperature measurement management, faculty management, teaching management, kindergarten operation and home-school interaction. The Company utilizes advanced technology to build a unified platform to collect the underlying data of all aspects of the kindergarten management to gather integrated information on children’s attendance, class management, material use, fee collection and refund, faculty management, and kindergarten operations. The kindergarten uses the Company’s solutions to complete real-time data monitoring, information collection, intelligent analysis, and visual presentation to reduce management errors in the kindergarten.

Ms. Ngai Ngai Lam, Chairwoman and CEO of China Liberal, commented, "There is a huge addressable market in the preschool education industry. The relaxation of population policy and the rapid urbanization in China create a huge market demand for preschool education, but informatization in preschool education industry is still in its infancy. Therefore, the application of education informatization has great potential in the field of preschool education. Looking forward, we will further expand  preschool education business through building a smart system that integrates software, hardware, platforms and services, and continue to promote the innovation and transformation of the preschool education industry."

About China Liberal Education Holdings Limited

China Liberal, headquartered in Beijing, is an educational services provider in China. It provides a wide range of services, including those under Sino-foreign jointly managed academic programs; overseas study consulting services; technological consulting services for Chinese universities to improve their campus information and data management system and to optimize their teaching, operating and management environment, creating a "smart campus"; and tailored job readiness training to graduating students. For more information, visit the company’s website at ir.chinaliberal.com.

Forward-Looking Statements

This document contains forward-looking statements. In addition, from time to time, we or our representatives may make forward-looking statements orally or in writing. We base these forward-looking statements on our expectations and projections about future events, which we derive from the information currently available to us. Such forward-looking statements relate to future events or our future performance, including: our financial performance and projections; our growth in revenue and earnings; and our business prospects and opportunities. You can identify forward-looking statements by those that are not historical in nature, particularly those that use terminology such as "may," "should," "expects," "anticipates," "contemplates," "estimates," "believes," "plans," "projected," "predicts," "potential," or "hopes" or the negative of these or similar terms. In evaluating these forward-looking statements, you should consider various factors, including: our ability to change the direction of the Company; our ability to keep pace with new technology and changing market needs; and the competitive environment of our business. These and other factors may cause our actual results to differ materially from any forward-looking statement. Forward-looking statements are only predictions. The forward-looking events discussed in this press release and other statements made from time to time by us or our representatives, may not occur, and actual events and results may differ materially and are subject to risks, uncertainties and assumptions about us. We are not obligated to publicly update or revise any forward-looking statement, whether as a result of uncertainties and assumptions, the forward-looking events discussed in this press release and other statements made from time to time by us or our representatives might not occur.

Investor Relations Contact

China Liberal Education Holdings Limited
Email:ir@chinaliberal.com

Ascent Investor Relations LLC
Ms. Tina Xiao
Email:tina.xiao@ascent-ir.com 
Tel: +1 917 609 0333

PR Newswire

WorkForce Software Partners with SAPinsider, IBM and eightfold.ai on Global Survey Revealing the Current State of Human Experience in the Workplace

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When compared to two years ago, 65% of those surveyed put a greater organizational focus on employee experience

LIVONIA, Mich., July 29, 2021 — Leading global provider of integrated workforce management and employee experience solutions WorkForce Software released the results of the benchmark report titled, The State of Human Experience in the Workplace which it co-sponsored with IBM and eightfold.ai. SAPinsider surveyed 111 members of its community in May and June 2021 and generated responses from across a wide range of geographies, industries, and company sizes. The goal of the survey was to understand important factors driving human experience for SAP customers and to discover the strategies to adequately address these factors.

Employee experience has been a growing topic for years, but the COVID-19 pandemic has amplified its importance. With many employees forced to move to partial or fully remote working arrangements and deskless workers evaluating their options with alternative companies and roles, employers are seeking new ways to engage with both existing workers and potential recruits. The State of Human Experience in the Workplace report provides key insights into where organizations currently are on their employee experience management journey.

The report analysis includes the factors driving employee experience management strategies today and the top challenges employers have faced over the past year.  When asked, "What Drives Employee Experience Strategy?" more than half (54%) of survey respondents indicated that an increase in remote work caused by the pandemic was their largest driver of employee experience strategy, followed by major organizational change (31%), increased competition for talent (27%), and higher employee turnover rate (25%).

When it comes to addressing these employee experience drivers, many companies say that optimizing self-service to make employee and work data more accessible is their lead action (indicated by 61% of respondents) and investing in technology to improve worker productivity is a tactic utilized by 59%, while 54% of respondents say creating spaces and processes to increase collaboration between employees and teams is one of their main focuses.  Additionally, nearly 50% of respondents are adding or improving employee feedback or surveys to capture their employees’ sentiment, so they can better react in the moment and increase employee satisfaction.

These top tactics all involve technology and indicate a need for software solutions that will enable self-service, create collaboration spaces (particularly remotely), and better capture sentiment through in-the-moment surveys. However, the survey found that not many companies have actually implemented the software they need; just over one-third (35%) of respondents are currently using or implementing workforce management solutions (WFM), and over half are either planning to implement WFM in the next 24 months or are aware of the need for WFM.

Companies are even further behind with offering their employees end-to-end employee experience solutions — less than 2% of survey respondents currently use them.  However, 72% of those surveyed are planning to implement end-to-end employee experience solutions in the next 24 months or are currently evaluating them.

"These survey results with SAPinsider underscore what our customers are telling us – now is the time to invest in modern technology to bolster employee experience in the workplace," said Alan Winegar, Chief Services Officer at WorkForce Software. "This past year has shown us that businesses that can pivot and be flexible and attentive to their employees’ changing needs will gain a competitive edge and opportunity to thrive. Investing in business operations that have a direct positive impact on your employees’ day-to-day work experience also have an impact on your customers’ increased satisfaction too. Great customer and employee retention are what we all strive for and modern WFM technology can help global businesses achieve that."

To learn more about The State of Human Experience in the Workplace survey and results, download your free copy of the report here or register here to attend a free webinar discussing the survey findings on August 3, 2021 at 2:00 PM ET or to be sent the recording after the event.

About WorkForce Software
WorkForce Software is the first global provider of workforce management solutions with integrated employee experience capabilities. The company’s WorkForce Suite adapts to each organization’s needs—no matter how unique their pay rules, labor regulations, and schedules—while delivering a breakthrough employee experience at the time and place work happens. Enterprise-grade and future-ready, WorkForce Software is helping some of the world’s most innovative organizations optimize their workforce, protect against compliance risks, and increase employee engagement to unlock new potential for resiliency and optimal performance. Whether your employees are deskless or office workers, unionized, full-time, part-time, or seasonal, WorkForce Software makes managing your global workforce easy, less costly, and more rewarding for everyone.  For more information, please visit WorkForceSoftware.com.

PR Newswire

WageCan Provides Best Multifunctional Digital Asset HR & Payroll Solutions

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IRVINE, Calif., July 27, 2021 — Blockchain payment adoption is growing fast because it offers an easy way to send and receive payments on a global scale. In a world where people are using the Internet for all types of services, crypto is definitely the future. Besides promising the easiest way to manage asset portfolios for all kinds of digital asset management, WageCan is taking another giant step toward providing progressive business experience solutions. We continue to expand into new areas to meet the ever-growing demand for accessible avenues to multifunctional digital asset HR & Payroll solutions simultaneously.

WageCan has launched cutting-edge multifunctional digital asset HR & Payroll solutions with a focus on miners, international companies, startups, and gig economy workers looking to pay employees or vendors online with cryptocurrency. It helps you with workforce management, benefits, compliance around the world, and provides complete automation of your HR and Payroll systems. Other than that, WageCan supplies one-stop wealth management services for users to invest in the portfolio once users receive their wages on the platform and further create considerable wealth. Here’s all you need to know about the best service WageCan offers: what it is, how it works, and why any business running in the 21st century needs to get on board this productivity gravy train.

To show you how exactly WageCan digital asset HR & Payroll systems can provide flexibility to accommodate your needs and even boost your wealth, here are the main features about us:

I. HR System:

  • Employer and employee portals and easy onboarding efficiently
  • Multiple permission settings
  • Everything is visible on the dashboard so that employers or freelancers can keep everything under control with no effort
  • APIs available for Integration
  • Track and calculate paid personal and leave requests
  • Applicant tracking in recruiting
  • Payroll Scheduling
  • Check personal salary history record
  • Cross-border payments with multi-currency support

II. Payroll System:

  1. Multi-cryptocurrency payments to employees and receive wages anywhere around the world
  2. Seamlessly shift between digital currencies/assets on the go
  3. Simplified cross-border payments for a global workforce
  4. Offer bonus or commission in cryptocurrency
  5. Instant, fast, and low-cost transaction
  6. Offer a variety of salary options:
    1. Accept a portion or all of their salaries in cryptocurrency into the encrypted wallet
    2. Deposit into prepaid debit cards or virtual cards which can be used daily
    3. Get access to WageCan digital asset investment to the mainstream with even a small percentage of the salary periodically and boost your wage
  7. Easy to pay contractors or employees living in remote areas with the options mentioned above
  8. Invest part of the salary in BTC, ETH, Stablecoins, and other DeFi projects on the WageCan platform to get enhanced earning potential property
  9. High-security on-chain, transparent, better in combating fraud, with the leading cybersecurity firm

In conclusion, cryptocurrencies strengthen globalization by removing the hurdles to hire people around the globe. WageCan’s multifunctional digital asset HR & Payroll solutions can benefit both employees and employers, allowing for more freedom over funds and fast global payments. Our goal is simple: "Build Something Great" – delivering "ease, innovation, and sophistication in one neat package." Learn more about WageCan’s mission and commitment to HR & Payroll Solutions at service@wagecan.com.

PR Newswire

PageUp selected by Capital Radiology to automate and streamline talent acquisition

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MELBOURNE, Australia, July 27, 2021 — Capital Radiology, a leading provider of diagnostic imaging services in Australia, has partnered with PageUp to enhance its talent acquisition framework with best-in-class recruitment software.

PageUp will work with Capital Radiology to optimise its talent acquisition and recruitment processes, facilitating greater automation and efficiency for the organisation, as well as delivering an outstanding candidate, recruiter, and hiring manager experience.

Capital Radiology is a proudly community-focused organisation, dedicated to delivering a quality and compassionate experience for its patients. People are integral to Capital’s success, and PageUp’s Recruitment Management software will support the organisation’s strategy to attract and recruit and engage the best talent in the industry, in both the Australian and international markets.

PageUp’s best-in-class talent management solution will optimise Capital’s talent acquisition process by:

  • Automating and streamlining the talent acquisition process
  • Facilitating extended reach into the Imaging industry and Australian employment market
  • Providing an engaging candidate experience
  • Improving internal governance process and access to insights and analytics at each stage of the talent acquisition process.

"We are delighted to partner with PageUp to deliver an exceptional talent acquisition experience to candidates and our business. This partnership represents a key step in our transformation and further supports our strategy to become a Destination Employer within the Imaging industry and in the Australian market.  We are excited to get started with PageUp and are proud to work with another great Australian company to deliver great outcomes," says Sharon Caffel, Chief People Officer, Capital Radiology.

"We are excited to support Capital Radiology in its mission to deliver exceptional services and experiences to its patients, team members. Finding great talent in the market is more important than ever, and PageUp will support Capital Radiology’s talent acquisition processes to hire the best," says Mark Rice, CEO, PageUp.

About Capital Radiology

Capital Radiology is a network of community-based diagnostic imaging clinics across Victoria and Western Australia. Capital Radiology are part of the Capitol Health network, with imaging brands including Imaging at Olympic Park, Fowler Simmons Radiology, Direct Radiology and Radiology Tasmania under its banner. Its clinics proudly serve the community with compassion, integrity and precision.

The Capitol Health network has 65 clinics and an 800+-strong workforce, including more than 100 radiologists. Together, they conduct more than 1.2 million procedures every year, across Australia.

Patients, referrers and customers have access to some of Australia’s leading radiologists, radiographers and sonographers, including other subspecialists in musculoskeletal imaging, cardiovascular and CT coronary angiography (CTCA), nuclear medicine and breast imaging.

About PageUp

The powerful PageUp platform optimises each step of the talent management lifecycle – so everyone can reach their full potential. PageUp Talent Management software enhances HR processes with technology that HR professionals, people leaders and employees love to use. From Recruitment Marketing – including sophisticated content management, marketing automation and candidate relationship management tools – through to Recruitment Management, Onboarding, Learning, Performance, and Succession – all underpinned by Analytics.

Customers love PageUp for its deep functionality and ability to be configured for a range of workflows and industries, all accompanied by outstanding customer service. Used in over 190 countries, PageUp is a truly global solution. PageUp has offices in Melbourne, Sydney, New York, London, Dublin and Singapore.

Related Links :

https://www.pageuppeople.com/