Tagged: WRK

Frost & Sullivan: Industrialization Fortifies Safety Culture and Demand for Mining PPE in Emerging Countries

— Cost optimization, product adaptation to regional needs, and lean manufacturing essential for PPE companies to penetrate these markets

MOUNTAIN VIEW, Calif., Aug. 6, 2014 /PRNewswire/ — The recovery of the mining industry following industrialization in emerging economies and investments in mining to support the demand for metals and commodities have brightened prospects in personal protective equipment (PPE) globally. Multinational mining companies bring with them a strong safety culture, which trickles down to the small companies and service contractors, in turn, enhancing the uptake of PPE in developing nations.

Logo – http://photos.prnewswire.com/prnh/20140805/133704

Additionally, regulatory authorities such as the Mine Safety and Health Administration (MSHA) have publicized several fatal and non-fatal accidents in mines further affirming the importance of safety and PPE usage.

New analysis from Frost & Sullivan, Analysis of the Global Mining Industry PPE Market, finds that the market earned revenue of more than $2.26 billion in 2013 and estimates this to reach $2.78 billion in 2018. Product segments covered in this study are above-the-neck and respiratory protection, protective gloves, workwear, protective footwear, fall protection and gas detectors.

For complimentary access to more information to this research, please visit: http://bit.ly/1v6ZthG.

The mining industry is likely to remain an important end-user sector for the PPE market globally due to its high level of occupational hazards. However, developing countries currently lack proper regulatory enforcement. For instance, most Southern African countries have no specific PPE legislation for the workplace, and implementation of existing laws is neither strict nor continuous.

Additionally, environmental concerns related to greenhouse gas emissions have caused countries in the US and parts of Europe to increase use of green energy sources and biofuels. Government subsidies for green energy adoption have constricted coal mining budgets in turn hampering PPE demand.

“As developed markets are relatively mature for mining PPE, growth is expected to be driven by the emerging economies of China, India, CEE, Africa and Latin America,” said Frost & Sullivan Chemicals, Materials & Food Senior Research Analyst Aparna Balasubramanian. “China accounts for approximately 50 percent of global mining employment, which makes it a significant market for mining PPE.”

The market situation is expected to change with increasing safety awareness among employers. This translates to higher need for training and therefore, manufacturers will have to develop competence in this area.

Participants can gain an advantage by establishing broad distribution networks. They can set themselves apart and optimally tap market opportunities through price competitiveness, timely product delivery to remote mine sites, as well as by offering technical assistance and superior customer service.

“Cost optimization, product adaptation to regional market needs, and lean manufacturing are essential for global companies to gain penetration in fast-growing emerging markets,” noted Balasubramanian. “Multi-product offerings and close customer interactions are the other key competitive factors that could entrench them in the market.”

Analysis of the Global Mining Industry PPE Market is part of the Materials (http://www.chemicals.frost.com) Growth Partnership Service program. Frost & Sullivan’s related studies include: Strategic Analysis of the Western European Above-the-neck PPE Market, Strategic Analysis of the North American Above-the-neck Personal Protective Equipment Market, Analysis of the Western European Protective Footwear Market, among others. All studies included in subscriptions provide detailed market opportunities and industry trends evaluated following extensive interviews with market participants.

About Frost & Sullivan

Frost & Sullivan, the Growth Partnership Company, works in collaboration with clients to leverage visionary innovation that addresses the global challenges and related growth opportunities that will make or break today’s market participants.

Our “Growth Partnership” supports clients by addressing these opportunities and incorporating two key elements driving visionary innovation: The Integrated Value Proposition and The Partnership Infrastructure.

  • The Integrated Value Proposition provides support to our clients throughout all phases of their journey to visionary innovation including: research, analysis, strategy, vision, innovation and implementation.
  • The Partnership Infrastructure is entirely unique as it constructs the foundation upon which visionary innovation becomes possible. This includes our 360 degree research, comprehensive industry coverage, career best practices as well as our global footprint of more than 40 offices.

For more than 50 years, we have been developing growth strategies for the global 1000, emerging businesses, the public sector and the investment community. Is your organization prepared for the next profound wave of industry convergence, disruptive technologies, increasing competitive intensity, Mega Trends, breakthrough best practices, changing customer dynamics and emerging economies?

Contact Us:     Start the discussion

Join Us:           Join our community

Subscribe:       Newsletter on “the next big thing”

Register:         Gain access to visionary innovation

Analysis of the Global Mining Industry PPE Market
ND3E-39

Contact:
Ariel Brown
Corporate Communications – North America
P: +1-210-247-2481
F: +1-210-348-1003
E: ariel.brown@frost.com

Twitter: @Frost_Sullivan
Facebook: Frost & Sullivan
Join our Forum on LinkedIn: Future of Chemicals

http://www.frost.com

EQT Mid Market acquires compliance and integrity service provider Dataflow

HONG KONG, July 25, 2014 /PRNewswire/ — The EQT Mid Market fund (“EQT Mid Market”) yesterday acquired Dataflow Verification Services Limited (“Dataflow” or the “Company”) from the founders. Dataflow is a leading provider of immigration compliance and credential verification service to governments, government-sanctioned authorities and private institutions.

Dataflow was founded in 2006 and is headquartered in Hong Kong. The Company has operations in the Gulf Cooperation Council (GCC) region, India, Jordan, Singapore and Malaysia, and has a team of around 450 experts and researchers. Dataflow helps clients to conduct primary source verification (PSV) on credentials of highly skilled professionals, for example doctors, nurses or engineers, as part of mandatory immigration and credentialing programs, and processes more than 200,000 applications annually from 168 countries. Dataflow has relationships with over 25,000 issuing authorities such as schools, universities and other professional bodies around the world.

The global demand for highly skilled specialists across industries and sectors has led to a rise in the movement of labor throughout the GCC region as well as between other countries in the world. The movement of skilled and highly educated labor has increased the demands for PSV services in order to avoid recruitments based on fraudulent credentials.

Following the growing requirements for PSV services, Dataflow has established a leading market position in the GCC region with high customer retention. Dataflow offers its clients tailored PSV services with high integrity and quality which are scalable, cost efficient and provide a quick turnaround time. The globalization and the continued movement of labor is expected to offer substantial growth opportunities in both existing and new clients and countries.

Mr. Douglas Nairne, Co-founder and Chief Executive Officer of Dataflow, said: “EQT Mid Market is an ideal partner as Dataflow plans to grow and expand further. EQT has an industrial and hands-on approach and we share the vision of creating value for our stakeholders and the communities we protect. We are excited to work with EQT and their network of Industrial Advisors. Together, we will continue to deliver superior services to our clients and serve and protect the communities they represent.”

“We are impressed by the high quality of Dataflow’s compliance and integrity service offering. The management team has achieved to position Dataflow as a true leader and EQT looks forward to deploying its global resources to support its growth and development strategy further,” says Tak Wai CHUNG, Partner at EQT Partners, Investment Advisor to EQT Mid Market.

The parties have agreed to not disclose the transaction value.

Contacts:

Tak Wai CHUNG, Partner at EQT Partners, Investment Advisor to EQT Mid Market, +852 2801 6823

Johan Hahnel, EQT Mid Market Spokesperson, +46 706 05 63 34

MHI Global Names Greg Moore as Managing Director for Asia

SINGAPORE, July 23, 2014 /PRNewswire/ —  MHI Global, the world’s largest dedicated sales-performance company formed by the merger of Miller Heiman, AchieveGlobal, Huthwaite, Impact Learning Systems and Channel Enablers, today announced the appointment of Greg Moore to the role of managing director for Asia. Based in Singapore, Moore will lead business integration across the five powerhouse brands in Asia and drive MHI Global’s regional go-to-market strategies for accelerated growth. Moore will report directly to Sam Reese, CEO of MHI Global.

Moore was most recently managing director of Huthwaite Asia, where he led the company’s growth and operational performance throughout the region. Prior to this, Moore spent more than 10 years at Huthwaite’s headquarters in Washington, D.C., U.S., as director of Global Accounts, where he was responsible for overseeing the company’s global financial services and professional services clients.

With more than two decades of sales management consulting experience with the world’s leading organisations, Moore’s immediate remit for MHI Global is to spearhead integration efforts to form one formidable entity that aims to be the undisputed resource for sales leaders and customer-focused organisations across Asia. MHI Global has a direct presence throughout Asia, spanning Southeast Asia, India, Greater China, Korea and Japan, with its regional headquarters in Singapore.

“Our sales-performance and customer-engagement expertise is deeply rooted in research, which is backed by the MHI Research Institute. This allows us to provide proven methodologies and measurable results to help our customers make strategic decisions and gain competitive advantage quickly,” said Greg Moore, managing director for Asia, MHI Global. “Organisations in Asia can benefit from our centres of excellence by putting in place a formal set of customer engagement strategies and best practices for their brand so as to enable them to align customer experiences with business impact and address challenges across a socially diverse and connected region.”

As the largest dedicated sales-performance company in the world, MHI Global provides all of the key components of a multidimensional and interdependent sales system, based on the central belief that everything starts with the customer. The company’s tagline and promise to empower growth signify its goal to help sales leaders optimise their time, effort and potential to better create and manage customer relationships while achieving business goals.

On the Cusp of Gender Parity – But Leaking Pipeline Means Hong Kong Women Still Under-Represented at Senior Levels

HONG KONG, July 22, 2014 /PRNewswire/ — Hong Kong is seeing an encouraging improvement in gender parity across the total workforce and at junior and middle levels, but women are still under-represented in senior positions, according to the study ‘Gender Diversity Benchmark for Asia 2014′ (GDBA 2014) released today. The lead sponsor of the report is Bank of America Merrill Lynch, as part of its efforts to promote diversity and inclusion.

Download the media briefing and the launch event photos: http://www.communitybusiness.org/events/2014/GDBA2014/GDBA2014_Launch.htm

The study benchmarks the gender diversity of more than 30 multinational companies in six markets across Asia, including Mainland China, Hong Kong, India, Japan, Malaysia, and Singapore. It is conducted by Community Business, a leading not-for-profit organisation specialising in corporate responsibility and a thought leader on diversity and inclusion in Asia.

The report reveals that when it comes to the average representation of women in the total workforce and at junior levels, companies in Hong Kong are achieving or exceeding gender parity. The average representation of women in the total workforce in Hong Kong is 50.9%, ranking third in Asia. This compares with 44.3% when the survey was last conducted in 2011. At junior levels the average representation of women is 57.5%, and despite ranking fifth across the region at this level, 83.3% of companies in Hong Kong have 50% or more women at this level. At middle levels too, the average percentage of women continues to be reasonably strong at 45.7%, above the regional average at this level of 39.0%. 

However, women locally continue to face barriers to senior positions with the representation of women in senior management levels at only 29.4%. While higher than the regional average of 24.3%, the biggest leak in the pipeline remains between middle to senior level positions, with an average 35.8% drop in the representation of women between these levels. This puts the city third in Asia, behind Mainland China (35.6%) and Malaysia (34.0%) which rank first and second respectively, but ahead of Singapore in fourth place (23.7%).

Findings show that across the region companies have taken commendable steps to create an enabling environment for women and policies such as flexible working practices are well established in all markets.  This is true in Hong Kong too, although Hong Kong performs below the regional average on a number of the indicators, including maternity leave (87.1 days versus regional average of 101.1 days) and paternity leave (5.0 days versus a regional average of 5.2 days).

The senior executives interviewed and featured in the study generally acknowledged that, based on the findings of this GDBA 2014, the representation of women in senior positions remains low in Asia.  However, for the most part they were optimistic about the future, pointing to the growing recognition of the link between increased gender diversity and enhanced business performance. They highlighted the importance of driving cultural change in organisations from the top, and shared the key role that they are playing — leading by example and proactively engaging men and women on this issue.

Commenting on the findings, Fern Ngai, CEO of Community Business said: “Overall we are pleased to see some signs of real progress in this latest study. Of course, much more needs to be done and performance varies across the region. Here in Hong Kong as in other markets, women continue to be under-represented at senior levels in organisations and we need to continue to address this.  However, overall these gradually improving numbers show that moving the needle and achieving greater gender balance, if not gender parity at all levels, is indeed an achievable goal in Hong Kong.”

“A diverse workforce is fundamental to the success of our business, providing a broader range of experience and perspective from the best talent available” says Bernhard Steiner, Bank of America Merrill Lynch Asia Pacific Chief Risk Officer, who chairs the company’s regional diversity and inclusion council. “This report shows encouraging progress in junior and middle management in Hong Kong and Asia. Ensuring that progress is mirrored in senior leadership roles is not just a women’s issue, but I believe should be a leadership priority. We are proud of the progress made to date within our organisation and this report further reinforces our sustained commitment to promote gender diversity across the region.”

Regional Highlights:

  • Encouraging signs of progress: Comparing performance with the 2009 and 2011 studies, there is a general upward trend in all markets with the most noticeable improvements taking place in Mainland China and Malaysia.
  • Strong representation at junior and middle levels: In all markets except India, the average representation of women at junior levels exceeds 50%, whilst in Mainland China, Malaysia, Hong Kong and Singapore, it exceeds 40% at middle levels.
  • Gender parity — an achievable goal: A significant number of companies are now achieving gender parity at certain levels in their organisations — showing that this is an increasingly achievable goal. Over half of companies in Mainland China (65.5%) and Malaysia (52.9%) have achieved or exceeded gender parity at middle levels, whilst over a third (35.3%) of companies in Malaysia have done the same at senior levels.
  • Widening gap in performance:  However, the progression is more pronounced in certain markets than others, widening the gap between the best and worst performing countries in the region. Mainland China (35.6%) and Malaysia (34.0%) show the most marked improvement — particularly in terms of the representation of women at senior levels, whilst Japan (11.0%) and India (10.6%) show nominal change and are barely achieving double digit figures at this level.
  • Regional averages remain low: Despite signs of improvement in certain markets, the overall representation of women at middle and senior levels remains low across the six markets. The regional average at middle levels is 39.0% and this falls to just 24.3% at senior levels.
  • Leaking pipeline an on-going challenge in all markets in Asia: Companies continue to experience a significant loss of women from one level to the next. The average rate of decrease across the region is 30.7% from junior to middle levels and 37.8% from middle to senior levels. The leaking pipeline is a particular issue in India from junior to middle levels (-45.9%) and in Japan from middle to senior levels (-61.3%).
  • Demonstrated commitment to creating enabling environments: Companies have taken commendable steps to create an enabling environment for their women. In particular, maternity leave, paternity leave and flexible work arrangements are offered by virtually all companies in all markets, whilst women’s networks, on-ramping support and professional development programmes are also widely embraced by companies.
  • Existence of policies and programmes does not necessarily correlate to strong performance: More companies in Japan and India offer support to working parents and professional development programmes for women than in the other markets — and yet the average representation of women at middle and senior levels in these markets are the lowest. Similarly, companies in Malaysia offer the shortest maternity leave and the least support to women in the form of women’s networks, on-ramping support and professional development – yet Malaysia performs well on all data points.

The research is also funded by Secondary Sponsors Brown-Forman and Google.   

 “We were pleased to have had an opportunity to be a Secondary Sponsor of this Gender Diversity Benchmark for Asia 2014 by Community Business. Women are key to the growth and sustainability for our business as well as the countries in which our business operates. That means many of our mental models related to women in the workplace must not only change but it is essential that men play a role in that process.” said Ralph de Charbert, Chief Diversity Officer at Brown-Forman.

“This report reminds us that, while the past few years have resulted in positive change for the representation of women at all levels, there’s still plenty of room for improvement. Equipped with this data, we can better understand the extent of the challenges for gender diversity in Asia, track progress over time, and be a bigger part of the solution.” said Keerthana Mohan, Head of Diversity & Inclusion at Google.

The table below shows the average representation of women (%) at different levels — on a regional basis as well as the best and worst performing geographies:

Total Workforce %
& ranking

Junior Levels %
& ranking

Middle Levels %
& ranking

Senior Levels %
& ranking

REGIONAL AVERAGE

47.5%

56.3%

39.0%

24.3%

Mainland China

56.7 (2)

64.9 (1)

49.6 (2)

35.6 (1)

Hong Kong

50.9 (3)

57.5 (5)

45.7 (3)

29.4 (3)

India

26.6 (6)

30.3 (6)

16.4 (6)

10.6 (6)

Japan

42.6 (5)

59.2 (3)

28.4 (5)

11.0 (5)

Malaysia

58.1 (1)

63.0 (2)

50.3 (1)

34.0 (2)

Singapore

48.2 (4)

58.5 (4)

40.6 (4)

23.7 (4)

Dedicated to progressing discussion on gender issues and boarder topics of diversity & inclusion (D&I) in the workplace, Community Business will hold its bi-annual regional Diversity & Inclusion in Asia Conference on 11 & 12 November 2014 in Hong Kong. This Conference, since its debut in 2005, has become the primary forum for discussion on D&I issues as they relate to Asia — with an established reputation for bringing together the most inspirational and informed speakers on the subject and pushing the boundaries of discussion. For the first time, Community Business offers a programme of sessions and activities on Day 1 of the Conference around the gender topics. This Day 1 programme is designed specifically for those looking to leverage the competitive advantage that female talent brings to leadership and organisational success in Asia. For more information, http://programme.communitybusiness.org/diasiaconf2014/.

Quintiq wins ‘Best Supply Chain Management Technology Award’

RADNOR, Pa., July 22, 2014 /PRNewswire/ —

SCM Logistics & Manufacturing Excellence Awards 2014 honors Quintiq for recent success in Asian markets 

Quintiq, a global leader in supply chain planning & optimization (SCP&O), is pleased to announce that it has won the Best Supply Chain Management Technology Award. The accolade was presented at the SCM Logistics & Manufacturing Excellence Awards 2014, held on June 24, 2014, at the Suntec International Convention & Exhibition Centre in Singapore.

Celebrating the leadership efforts and accomplishments that drive the development of Asia’s supply chain and manufacturing industries, the SCM Logistics & Manufacturing Excellence Awards recognize the industry’s innovators. Nominees were evaluated through a two-part process including an assessment by a board of internal judges, based on a synopsis of the company and its recent successes, while a public vote determined the winners.

Quintiq was selected for its innovative software platform that has improved customers’ supply chain performance in terms of efficiency, responsiveness and reduced costs. Quintiq customers report increased forecast accuracy, significant reductions in inventory and logistics costs as well as higher order fulfillment rates.

“Asian consumer markets are rapidly evolving and radically changing the way manufacturers, suppliers and transporters of goods operate. These changes require supply chains to be agile, resilient, and highly responsive.   As a global leader in supply chain planning and optimization software, Quintiq offers solutions that ensure supply chains meet these sophisticated business requirements,” said Kris Kosmala, Quintiq’s Vice President, Asia Pacific.

“We are honored to be recognized for our work in Asia’s manufacturing industry and look forward to raising the bar even higher in the Asia-Pacific region and around the world.”

The award winners were announced at the SCM Logistics & Manufacturing Excellence Awards Dinner on June 24 as part of the SCM Logistics & Manufacturing World Conference in Singapore. Quintiq was selected from a shortlist of five companies representing the top vendors in Asia’s manufacturing industry. For more information on the awards and conference, please visit this website.

51job, Inc. Announces ADS Ratio Change

SHANGHAI, July 18, 2014 /PRNewswire/ — 51job, Inc. (Nasdaq: JOBS) (“51job” or the “Company”), a leading provider of integrated human resource services in China, announced today that the Company will change the ratio of its American depositary share (“…