ADATA Technology Co., Ltd.’s Post

ADATA has earned Great Place to Work Certification™🤩 in Greater China, Mexico, the United States, and Brazil. We are a Great Place to Work! 👍💼 This year, ADATA Taiwan, Mexico, the U.S., and Brazil have all been awarded the "2024 Great Place to Work Certification™" by the Great Place to Work Institute®. ADATA headquarters has earned the "Great Place to Work-Certified™" award for 4️⃣ consecutive years. 🗨️Anonymous employee feedback highlights: "The company provides comprehensive benefits from the employees' perspective." "The company is always willing to invest in employees." "The company values the physical and mental health of its employees, providing the best work environment." 🤩ADATA branches have received over 90% positive feedback in multiple indexes: “The company treats all employees equally without discrimination based on race, gender, or age.” “I strongly recommend my company to friends and family as an ideal workplace.” This demonstrates that ADATA is highly recognized both internally and externally for its focus on employee welfare, comprehensive benefits, and career development. ADATA spares no effort in creating a happy workplace. In the future, we will continue to listen to the voices of our employees and lead our global colleagues toward a sustainable future! Innovate Today, Embrace Tomorrow!!🍃 #ADATA #GreatPlacetoWork #Innovatetoday #Embracetomorrow

[Seed of Career] - Seed 7: The Best Workplaces When looking around these best workplaces in Vietnam in 2024, there're overall trends in company's strategic management system which employees found that their company is the great place for them to work: "1. Management integrity: employees’ experiences and observations around management’s actions matching their words and delivering on their promises. 2. Fair treatment and equal opportunities: fair and impartial decision making, equitable opportunities for recognition and promotions, and providing fair recourse for unfair treatment 3. Effective communication, collaboration and staff engagement: intentional efforts to clarify expectations, giving straight answers to questions asked, genuinely seeking and responding to employee feedback and ideas, and involving employees in decision making. 4. Demonstrating support: showing appreciation for employees’ contributions and extra effort, as well as celebrating their efforts to try new and better ways of doing things ... Fashion Garments Ltd. upholds the principle of “We listen, we care,” recognizing the invaluable role of feedback in fostering a culture of continuous improvement and employee engagement. It makes a point of responding to employee feedback promptly and transparently, with a view to making improvements and meeting the needs of their employees. With around 11,000 employees across six locations in Vietnam, this is no small feat. Feedback is collected through regular engagement platforms including surveys, focus group interviews, townhalls, employee forums, as well as a variety of digital platforms. This ensures that employees have a variety of opportunities and platforms to share their input and perspectives, and caters to a range of diverse communication preferences. This feedback is then promptly acknowledged and publicly addressed to foster a culture of transparency and accountability. Important feedback and responses are also posted on announcement boards for easy access to all employees. In addition to written communication, feedback and responses are also broadcast via a sound system to reach employees across different areas of the workplace." (Cited from "Great is Possible: Best Workplaces™ in Vietnam Lead the Way" article - Author: Pamela SNG, Ha Minh Chau, Isabelle Tan). As the member of Hirdaramani Vietnam - Fashion Garments Limited, I recognized how these following values are being run across our management structure. In the top of the Best Workplaces in Vietnam 2024 is one step, next & significant steps are in the heart of every employees. Let us look further & continue focusing on the main factor of our development - FGL's employees. #SeedofCareer #TheBestWorkPlaces #HirdaramaniVietnam_FashionGarmentsLimited

Publicis Groupe said its LePub boutique network is expanding globally, including its initial foray into the U.S. LePub will add to its presence in Amsterdam, Johannesburg, Milan, Mexico City, Rome, São Paulo, and Singapore, starting with its first U.S. hub in New York. Offices in Bogota, Dubai, and London will follow in 2025. https://adweek.it/4fextAz

Blue skies, sun and reconnecting with our HR community in Istanbul. Perfect start to the week! It’s been three years since I was here last and the energy, talent and rich culture of the city still strikes me as one of a kind. It was special to also be able to meet up with a long time friend of ChapmanCG, Özlem Sökmen and celebrate her most recent appointment with Novartis which ChapmanCG supported, a search led by Ipek Karataslioglu, Abby Walters and Katherine Qu. My takeaways… > Interest by early career talent in people, culture and leadership is strong here. However, the sophistication of operating models and the functions across many industries and companies isn’t always creating the right opportunities. > Some organisations (Unilever for example) have long seen Turkey as a ‘’talent factory’’ with global Turkish leaders proving them right. There is scale, complexity and commercial pace here which helps forge strong leaders able to take that experience outside Turkey. > There are high potential leaders willing to be mobile now and forward thinking organisations will reap the benefit. There is still the preference towards Europe and the Middle East vs Asia. Transitioning from a country focused role to an overseas role does need an organisation with a longer term perspective and talent focus. > There are regional roles based in Istanbul (MEA/ EMEA) but not enough compared to the talent available, I hope to see that continue to happen more, especially when organisations see the talent pool it would unlock. #IstanbulHR #inspiringleaders #chapmancg #peopleandculture

Publicis Conseil announces global expansion of LePub Acclaimed creative network to strategically launch in key markets; Milestone US presence with New York hub. Read more here: https://lnkd.in/e9DnhG5H

Another milestone for #OmekTalentDay! ✨ Two weeks ago, we hosted our annual Omek Talent Day, a day dedicated to celebrating and empowering bicultural professionals. Looking back, I am filled with gratitude for every participant, speaker, partner, and team member who made the event a success! From the inspiring company spotlights to Amber Paris Montalvo’s soul-stirring spoken word performance, the energy in the room (and online!) was dope. Our panel of success stories—Benjamin Sam, Daphne Gnago, and Reine ELISHA—reminded us of the power of embracing our #bicultural edge. We also had the privilege of hearing from incredible brand representatives who generously shared their insights and expertise: Lubomir Jets and Ffion Collins from Deckers Brands; Gabriele Silva (he/him), Aicha Omrani, and Phatsimo Ditlhong from VF Corporation (Eastpak, The North Face, Vans); and JB K. POLO, Phoebe Batkin, and Mahmoud Aly from Nike. And a special thank you to the one and only Kobi Ampoma, Head of Talent Acquisition NL at Heineken, who joined us to share invaluable recruitment insights in conversation with my fantastic co-host and Omek's recruitment and career specialist, Victoria Chong, and myself. As one attendee put it: “I always leave Omek events feeling renewed and re-energized.” For me, that’s what Omek is all about—sparking connections, sharing opportunities, and creating a space where bicultural professionals thrive. Ready to keep the momentum going? Here’s how you can stay connected: 📌 Join the Omek Community: If you’re not yet a member, join our free platform to access opportunities, resources, and a thriving network of over 2,500 bicultural professionals. Sign up link in the comment 👇🏾 🤝 Volunteer: Passionate about shaping the future of events like this? Reach out to me via DM on the platform, and we’ll add you to our volunteer group. To everyone who joined us, thank you for being part of this community. Your energy and stories remind me why Omek exists—to empower bicultural talent to lead and succeed! 💪🏾 Let’s keep building, learning, and thriving—together. 💡

We’re proud to share that Bizcap has made the list of Best Places to Work in Australia in 2024! 🎉 That puts us among the top 💯 companies of our size in a list compiled by Great Place to Work, the global authority on workplace culture. When surveying Bizcap staff, Great Place To Work® Australia New Zealand Pty Ltd found that 99% of employees said Bizcap Australia & New Zealand is a great place to work – compared with 56% of employees at a typical Australia-based company 😁 Find out what makes Bizcap such a great place to work, here: https://bit.ly/BizcapBPTW What, in your view, makes a great workplace? Tell us in the comments below! #culture #gptw #bestplacetowork

We are excited to welcome our new Globalites! 😎 A heartfelt welcome and best wishes as you join our dynamic and expanding team. Congratulations from all of us at Globale Media! We are thrilled about the insights and contributions you’ll bring to our company. 😀 Bhavesh Talreja Ankita Bhattacharjee CHHAVI JAIN Asif Mansoori Karan Ghai Dev Khanna Deepika Singh Rajput #GlobaleMedia #NewJoinees #Newrecuits #digitalmarketing #affiliatemarketing

From Socially Recruited to Gaia, our rebranding journey marks the beginning of an exciting new chapter.    Curious about our decision? 👀 Watch the video to discover why we've taken this big step! 🚀 🤩   #Rebranding #HeyGaia #IamGaia #Recruitment

Yesterday I attended the Diversify Nordics pre-summit roadshow in Helsinki, Finland. The agenda focused on inclusive practices and anti-racism, exciting talks by a diverse lineup of DEI & social justice professionals Here are some takeaways - combined with my own experiences as a leader - on how to pursue and promote inclusive leadership: 💡 Start with yourself, acknowledging your own bias and educating yourself, building your cultural competence. 💡Commit to promoting diversity, equity, and inclusion in your workplace and team. 💡Be open and foster space for open communication. Create a safe place for conversation so that team members can express their thoughts and experiences freely. 💡Be an ally. Empower individuals from underrepresented groups, support career advancement opportunities.  💡Implement equitable practices throughout the employment lifecycle, not only during talent attraction and acquisition phases. Getting diverse talents in is only the beginning - building an inclusive environment where diverse talents feel they belong is an effort that needs to be incorporated into the whole employee experience. 💡Critically study your company’s decision-making processes to ensure fair treatment and equal employee opportunities.  💡Practice active listening. 💡Handle conflicts constructively in a safe space. 💡Show empathy. 💡Be humble and keep learning - no one is ever fully ready and perfect to lead inclusively. Get help from DEI consultants to start building a more inclusive culture. By considering these aspects of inclusive leadership, you can create a more diverse, equitable, and inclusive work environment where all individuals (not only underrepresented groups) feel valued, respected, - and that they belong. Special thanks to Diversify's Chisom Udeze, Iva Ogrizovic & team for organizing the event, Kamilla Sultanova for hosting, and the impressive line-up of speakers for sharing their views. Maybe next time in Oslo - check out the agenda for Diversify Nordics Summit 27.9.: https://lnkd.in/dHPTxUKE