Crossworks Myanmar’s Post

Here are some valuable business idioms that HR professionals should know:     1. 𝗛𝗶𝘁 𝘁𝗵𝗲 𝗴𝗿𝗼𝘂𝗻𝗱 𝗿𝘂𝗻𝗻𝗶𝗻𝗴 -  Start a project or task with enthusiasm and energy.   Example: "We need someone who can 𝗵𝗶𝘁 𝘁𝗵𝗲 𝗴𝗿𝗼𝘂𝗻𝗱 𝗿𝘂𝗻𝗻𝗶𝗻𝗴 in this new role and take charge of the team immediately."        2. 𝗚𝗲𝘁 𝘁𝗵𝗲 𝗯𝗮𝗹𝗹 𝗿𝗼𝗹𝗹𝗶𝗻𝗴 - Start a process or initiative.   Example: "Let’s schedule a meeting next week to 𝗴𝗲𝘁 𝘁𝗵𝗲 𝗯𝗮𝗹𝗹 𝗿𝗼𝗹𝗹𝗶𝗻𝗴 on our new recruitment strategy."      3. 𝗧𝗼𝘂𝗰𝗵 𝗯𝗮𝘀𝗲 - Connect or communicate with someone briefly.   Example: "I’d like to 𝘁𝗼𝘂𝗰𝗵 𝗯𝗮𝘀𝗲 with you later this week to discuss your feedback on the new training program."      4. 𝗧𝗵𝗶𝗻𝗸 𝗼𝘂𝘁𝘀𝗶𝗱𝗲 𝘁𝗵𝗲 𝗯𝗼𝘅 - Approach a problem in an innovative or unconventional way.   Example: "We’re looking for candidates who can 𝘁𝗵𝗶𝗻𝗸 𝗼𝘂𝘁𝘀𝗶𝗱𝗲 𝘁𝗵𝗲 𝗯𝗼𝘅 to help us solve our current retention issues."      5. 𝗢𝗻 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 𝗽𝗮𝗴𝗲 - Agreeing or having a mutual understanding.   Example: "Before we move forward with the project, let’s ensure everyone is 𝗼𝗻 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 𝗽𝗮𝗴𝗲 about the goals and timelines."     6. 𝗥𝗮𝗶𝘀𝗲 𝘁𝗵𝗲 𝗯𝗮𝗿 - Set higher standards or expectations.   Example: "This new performance review system is designed to 𝗿𝗮𝗶𝘀𝗲 𝘁𝗵𝗲 𝗯𝗮𝗿 for employee evaluations and development."      7. 𝗜𝗻 𝘁𝗵𝗲 𝗹𝗼𝗼𝗽 - Keeping someone informed about developments.   Example: "I’ll make sure you’re 𝗶𝗻 𝘁𝗵𝗲 𝗹𝗼𝗼𝗽 about any changes to the company policies that might affect your department."      8. 𝗣𝘂𝘁 𝗮𝗹𝗹 𝘆𝗼𝘂𝗿 𝗲𝗴𝗴𝘀 𝗶𝗻 𝗼𝗻𝗲 𝗯𝗮𝘀𝗸𝗲𝘁  - Relying too heavily on one thing or plan.   Example: "It’s risky to 𝗽𝘂𝘁 𝗮𝗹𝗹 𝘆𝗼𝘂𝗿 𝗲𝗴𝗴𝘀 𝗶𝗻 𝗼𝗻𝗲 𝗯𝗮𝘀𝗸𝗲𝘁 by only recruiting from one university; we should broaden our search."       9. 𝗕𝗶𝘁𝗲 𝘁𝗵𝗲 𝗯𝘂𝗹𝗹𝗲𝘁 - Make a tough decision or endure a difficult situation.   Example: "We need to 𝗯𝗶𝘁𝗲 𝘁𝗵𝗲 𝗯𝘂𝗹𝗹𝗲𝘁 and implement those layoffs to ensure the company’s long-term health."      10. 𝗔𝘁 𝘁𝗵𝗲 𝗲𝗻𝗱 𝗼𝗳 𝘁𝗵𝗲 𝗱𝗮𝘆 - Ultimately, when everything is considered.   Example: "𝗔𝘁 𝘁𝗵𝗲 𝗲𝗻𝗱 𝗼𝗳 𝘁𝗵𝗲 𝗱𝗮𝘆, our priority is to create a supportive workplace culture for all employees."      Stay connected with Wall Street English Myanmar for more valuable insights like these. We’re committed to bringing you the knowledge you need to succeed!     #WallStreetEnglish #English #BusinessIdioms #HR #Idioms 

6 fibre internet lines across 2 offices?! 🛜 In Myanmar 🇲🇲, HR doesn't just stop at onboarding, leave management and payroll- we often find ourselves deeply embedded in the logistics stack to ensure that infrastructure issues do not become a blocker for top talent to access opportunities. Yes, there needs to be redundancy and consistent network connectivity 🌐 in order for meetings to happen, files to get downloaded/uploaded and customer interactions to occur. Co-working space aside, every Crossworker has access to a dedicated help-line for connectivity issues to ensure optimal up-time and productivity. This is one of a suite of initiatives that our admin & engagement team works tirelessly behind the scenes on 💪💪. What I take for granted in SG (or many other parts of the world) isn't a given, but also shouldn't be a legitimate reason for any bright individual to not be able to avail remote work or be forced to leave ✈️. Sometimes when I feel that life is tough, knowing the difficulties of my colleagues and what billions are going through in other parts of our planet Earth have go through helps put my issues in perspective...

Key Considerations for Hiring in Vietnam Vietnam’s growing economy offers opportunities, but hiring requires careful planning. Here’s what to keep in mind: 🔹 Legal and Regulatory Landscape: • Labor Laws: Vietnamese laws are complex and employee-friendly. Ensure compliance with contracts, hours, and social insurance to avoid penalties. • Foreign Employees: Securing work permits for foreign hires can take time. Plan and gather required documents early. 🔹 Compensation and Benefits: • Minimum Wage: Wage rates vary by region and change annually. Stay updated to ensure compliance. • Social Insurance: Employers must contribute to social, health, and unemployment insurance. Budget for this from the start. • Competitive Packages: Benefits like performance bonuses, health insurance, and flexible work are key to attracting talent. 🔹 Work Culture and Practices: • Working Hours: A 40-hour week is common in offices. Be mindful of overtime regulations and compensation. • Leave: Ensure compliance with leave entitlements, including public holidays and special event leave. 🔹 Talent Acquisition and Skills: • Skill Gaps: Certain sectors, like tech, face talent shortages. Investing in training can help bridge these gaps. • Education: Vietnam’s education system is improving, but consider upskilling employees to meet specific needs. 🔹 Cultural Sensitivity and Communication: • Cultural Understanding: Building trust and understanding local customs is essential for strong employee relationships. • Language Barriers: English proficiency is growing, but offering language training or hiring bilingual staff can help. 🔹 Leverage Technology: • Digital Hiring Tools: Use online platforms and recruitment software to reach a broader talent pool and streamline hiring. 💡 Actionable Tips: 1. Seek Legal Guidance: Local HR consultants can help ensure compliance and navigate regulations. 2. Stay Updated: Labor laws change frequently—keep informed to avoid surprises. 3. Tailor Benefits: Beyond salary, offer health insurance, bonuses, and flexibility to attract top talent. 4. Build Relationships: Understanding local work culture improves employee engagement and retention. By focusing on these areas, you can navigate the Vietnamese hiring market and build a strong team. Reach out to info@dionconsult.com for your hiring needs in Vietnam. #HiringInVietnam #VietnamBusiness #TalentAcquisition #HumanResources #VietnamLaborLaw #WorkCulture #HRStrategy #EmployeeRetention #RecruitmentTips #DigitalRecruitment #HiringSuccess

Myanmar's Better HR launches Better Jobs platform to streamline recruitment for businesses, with expansion sights on Sri Lanka and Cambodia, and wider SE Asia shortly https://lnkd.in/gmiz-nk4 #myanmar #cambodia #srilanka #HRTech #recruitment #techstartups

Did you know that 40% of organizations in Thailand struggle with hiring? The biggest hurdle? Matching salary expectations. But there's more to attracting talent than just money. Discover valuable insights in our latest report! 📊✨ Download via the link below or message me for more information. #TT24  #TalentRetention  #Employment  #TheExpectationGap https://lnkd.in/gn5XqXmW

🌏 Expanding into emerging markets? Let’s talk about why the Philippines should be on your radar for talent acquisition! 🇵🇭 At Horizons, we work with a growing number of U.S. companies expanding into global markets, and the Philippines continues to be a top destination. If you’re considering building a team, here are five key insights you need to know: 1️⃣ A Wealth of Talent, But Values Matter The Filipino talent pool is incredibly deep and skilled. However, top-tier professionals aren’t just looking for any job — culture and values play a huge role in attracting the best candidates. Build an employer brand that resonates with purpose and people. 2️⃣ Work-Life Balance Is Non-Negotiable Offering flexible working arrangements isn’t just a perk; it’s a priority for Filipino employees. Ensuring balance between work and life will make you a more attractive employer in this market. 3️⃣ Understand Compensation Norms The Philippines has unique compensation structures, such as the mandatory 13th-month salary. This bonus, along with allowances, should be clarified upfront to avoid surprises later in the hiring process. 4️⃣ Night Shifts & Pay Calculations Can Get Tricky While many Filipino professionals are open to working U.S. business hours, don’t forget about the night shift differentials and overtime pay, which come with complex calculations. Additionally, national holidays can trigger special pay requirements — so be prepared. 5️⃣ Healthcare Is Essential, But Consider Supplements While the government’s PhilHealth program provides basic coverage, offering supplemental healthcare plans can set you apart by giving employees access to better facilities and broader coverage — a huge plus when attracting top talent. 💼 Thinking about expanding into the Philippines but not sure where to start? Let’s connect! Together, we can make your global hiring strategy a success. 🌐 #GlobalExpansion #HiringTips #PhilippinesTalent #EmergingMarkets #FutureOfWork #globalEOR #employerofrecord

New Employee: How to Start a New Job Without Stress? 💚 A multi-stage onboarding process is an excellent tool for helping newcomers adapt. Here are some corporate examples of how to conduct onboarding and make the adaptation process more effective: 📌 Adaptation Plan. The plan should include goals, key stages, and deadlines. A structured approach will help reduce stress levels for the new employee. 📌 Getting to Know the Team. Organize small team-building events or training sessions. Encourage newcomers to build connections early on. 📌 Optimization. Minimize administrative tasks and reporting requirements for new employees during the adaptation phase. This will allow them to focus on their core responsibilities. At the final stage, we will have a motivated employee who is ready to stay with the company for the long term—helping us save resources on hiring new staff! #peoplecompany #Uzbekistan #CentralAsia #onboarding

Many of my clients are hiring in the Philippines! Here’s What You Need to Know 🚀 Thinking of expanding your team in the Philippines? You’re not alone—it’s a booming talent market, but finding the right fit can be tricky. Here are 5 quick tips: 1. Know the Labor Laws 🏛️     Missteps can be costly. Understand local labor laws to avoid any surprises. 2. Leverage Local Job Boards 📋     Don’t just rely on LinkedIn. Use platforms like JobStreet and Kalibrr to reach more local talent. 3. Be Transparent About Compensation 💰     Clear communication on salaries and benefits is a must. 4. Prioritize Culture Fit ❤️     Filipino professionals value company culture. Showcase how your values align with theirs. 5. Focus on Long-Term Relationships 🕰️     Think beyond immediate hires—invest in long-term growth to attract top talent. Ready to learn more? Dive into the full guide here: Ultimate Guide to Hiring in the Philippines... (https://lnkd.in/eTKXG88x) 👉 What’s your biggest challenge in hiring globally? Let me know below! 👇

Talentnet Cambodia successfully hosted an engaging event for over 140 guests on November 7th, bringing together industry experts: 🌟Stephen Higgins provided valuable insights into the challenges and opportunities presented by the current economic conditions in Cambodia. 🚀Adrienne Ravez-Men highlighted how businesses can leverage AI to streamline operations, improve decision-making, and boost overall productivity with an ethical approach. 📊Helmi Yusoff emphasized the importance of aligning rewards and recognition programs with organizational goals to drive performance and engagement. ✅During our event, we provided highlights about compensation trends in #Cambodia and discovered that the hiring intentions for 2025 have gone up from 30% in June 24 up to 59% on the 7 November! With our Total Remuneration report, you'll gain insight into salary levels, increase budgets and economic data from previous, current and upcoming years so your company can ensure: ✅ That you budget appropriately, based on your talent needs. ✅ You remain competitive, attracting and retaining the right talent. ✅ You maximise your budget to increase employee loyalty and engagement through tailored benefits programs. ✅ Your productivity increases because your employees are engaged. #humancentric #employeeengagement #compensationandbenefits

This is a common problem in many companies, not just in Myanmar and Asian countries. It is important for companies to recognize the value of their talented employees and provide them with the support and recognition they deserve. By investing in these employees and treating them well, companies can build a loyal and motivated workforce that will help drive the company's success in the long term. It is also important for companies to be transparent and fair in their compensation and responsibilities allocation. By ensuring that employees are compensated fairly for their work and given appropriate levels of responsibility, companies can create a more positive and productive work environment where employees feel valued and respected. Ultimately, it is in the best interest of companies to prioritize talent and hard work over cheap labor in order to build a strong and successful team. By recognizing and rewarding the contributions of talented employees, companies can create a more positive and sustainable work culture that will benefit both the company and its employees in the long run. #Employer #Employee #Buildbetterworkculture