Fidest – Agenzia giornalistica/press agency

Quotidiano di informazione – Anno 32 n° 250

Posts Tagged ‘workforce’

Epson amplia la gamma WorkForce Pro RIPS

Posted by fidest press agency su venerdì, 26 giugno 2020

Epson amplia la gamma Workforce Pro RIPS con due nuovi modelli ad elevato rendimento: WF-C879R e WF-C878R. Grazie al sistema RIPS (Replaceable Ink Pack System) possiedono capienti sacche di inchiostro che assicurano un’autonomia fino a 86.000 pagine in bianco e nero e 50.000 a colori prima di sostituire i materiali di consumo, assicurando maggiore produttività e minimi fermi macchina, minor numero di interventi per chi le utilizza e una riduzione dei rifiuti. Come tutti gli altri modelli della famiglia WorkForce, il motore di stampa si basa su testine PrecisionCore, con tecnologia Heat-Free che non richiede calore per funzionare e quindi ha consumi energetici bassissimi.Supportati dal software Epson Remote Service (ERS), WF-C879R e WF-C878R sono facilmente gestibili sotto il profilo dell’assistenza attraverso la diagnostica in remoto, che permette di fornire un servizio senza intoppi e senza compromettere la sicurezza. Con una velocità di stampa fino a 26 ppm e fino a 25ppm (rispettivamente per WF-C879R e per WF-C878R), i nuovi multifunzione sono la scelta ideale per il mercato di fascia media.
Con il loro lancio, Epson evolve ancora lo sviluppo di una linea di stampanti inkjet per l’ufficio che permette alle aziende di ridurre i costi legati alla stampa, liberando così, con i risparmi ottenuti, risorse utili per investire in altre aree. La tecnologia a getto di inchiostro di queste stampanti offre benefici rilevanti in termini di consumi: secondo alcune previsioni, si stima infatti che nell’arco di quattro anni i prodotti business inkjet venduti nel 2018 consentiranno alle aziende europee di risparmiare 15,4 milioni di euro in termini di costi energetici e 37.573 tonnellate di CO2.In Italia oltre 75 milioni di Kg di CO2 in meno con la tecnologia inkjet Epson.

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Workforce Turns to Gig in Pursuit of the Ultimate Work-Life Blend

Posted by fidest press agency su venerdì, 23 agosto 2019

Thirty million American workers rely on gig work as their primary income source and 67% of full-time employees indicated interest in gig work over their current jobs, according to MetLife’s latest report, “The Gig Economy: Opportunities, Challenges, and Employer Strategies.” The report’s findings demonstrate the fundamental impact gig work is having on the American workforce in the changing work-life world, as employees are increasingly drawn to the allure of flexibility, autonomy and desire for purpose in their work. Defined as work based on a fixed-term contract or that is paid per project by a company, third party or online marketplace, gig work has made a major impact on the economy. In addition to the 30 million Americans generating their primary income from gig, another 15 million workers supplement “traditional” full-time work with “gigging/freelancing.” These numbers are only set to rise. “As interest in gig continues to swell, employers who take the time to understand gig workers—and think through their needs and wants from work—will reap the benefits of a more engaged, diverse and satisfied workforce,” said James Reid, executive vice president, Global Employee Benefits, MetLife. “By creating experiences within the workplace that offer the same gig-like diversity of exposure, purpose-driven work and flexibility, employers can also satisfy full-time employees’ interest in gig work.”

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Sabio Extends Workforce Optimisation Capability with Acquisition of Callware

Posted by fidest press agency su martedì, 15 gennaio 2019

The Sabio Group has announced the acquisition of Callware, Spain’s leading specialist provider of Workforce Optimisation (WFO), Unified Communications and Cloud contact centre solutions with operations in Spain and Mexico . The acquisition strengthens Sabio Group’s domestic capabilities establishing them as the largest independent contact centre specialist in Spain. Bringing Callware into the Sabio Group confirms Sabio as a leading independent provider of advanced Workforce Optimisation solutions and business consultancy, with a particular focus on the application of Speech Analytics, Workforce Management and Customer Experience Process Optimisation. By combining these specialisms, the Sabio Group will be able to deliver increased value to clients across all geographies.The acquisition follows Horizon Capital’s original 2016 strategic investment in Sabio, and is part of an ongoing growth plan to broaden the company’s solutions portfolio and geographic coverage. To date this has included the acquisitions of SaaS solutions provider Rapport in March 2017, DatapointEurope – one of Europe’s leading contact centre technology providers – in July 2017, customer insight and contact centre benchmarking experts Bright UK in March 2018, and flexAnswer Solutions, the leading Singapore-based provider of innovative Virtual Assistant solutions in December 2018.“At Sabio we know that engaged staff and effective workforce optimisation processes are essential in enabling businesses to deliver brilliant customer experiences,” commented Andy Roberts, CEO of the Sabio Group. “Workforce Optimisation continues to be a major investment area for organisations looking to differentiate experience through customer engagement. The acquisition of Callware is a smart move as it helps to scale our global WFO activities and establishes Sabio as Verint’s leading partner in Europe.” “Beyond adding major clients such as Atento, Banco Sabadell, BBVA, Orange and Securitas, this acquisition significantly strengthens Sabio’s ability to offer an increased range of skills to our combined family of clients in Spain,” he continued. “Callware is also established in Mexico which enables us to re-inforce our involvement in the Intelligent Communications Alliance (ICA) across Central and South America, by providing our local partner BellTech with specialist WFO and Analytics skills.” “Callware brings a track record of Workforce Optimisation success to the Sabio Group, backed by in-depth expertise in key disciplines such as Speech Analytics, “ added Santiago Martinez, Callware’s CEO. “Joining Sabio also gives Callware a strong platform to extend our business transformation proposition and leverage Sabio’s growing customer experience portfolio, including Voice Of the Customer and Virtual Assistant Solutions, to address key digital transformation challenges.”

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Tahoe Announces Additional Workforce Reduction in Guatemala

Posted by fidest press agency su sabato, 25 agosto 2018

Tahoe Resources Inc. (“Tahoe” or the “Company”) (TSX: THO) (NYSE: TAHO) regrets to announce a further reduction to Minera San Rafael’s workforce at its Escobal Mine in Guatemala. The Guatemalan Constitutional Court heard the appeals of the Supreme Court’s decision to reinstate the Escobal mining license on October 25, 2017. According to Guatemalan law, the Constitutional Court must rule within five calendar days of the public hearing. At this time, however, the Constitutional Court has yet to rule and the Company cannot at this time predict when it will issue its ruling. Given the ongoing delay in the Constitutional Court’s ruling, the lack of transparency into the status of the legal process, and the inability of the Company to resume mining operations, the Company terminated approximately 200 additional Minera San Rafael employees today. Including today’s termination, about 70% of the total workforce has now been dismissed. Prior to the license suspension, Minera San Rafael employed 1,030 people, 97% of whom are Guatemalan and 50% of whom are from the Santa Rosa region.Jim Voorhees, President and CEO of Tahoe: “Despite extensive efforts in Guatemala, we have been unsuccessful in reaching a favorable resolution that would avoid negative impacts for all stakeholders, especially for our workforce and the local economy. We are extremely disappointed with the need for a further workforce reduction at this time, however this is a natural consequence to the prolonged inaction in the legal system. With that said, we remain committed to seeking a resolution and restarting the Escobal mine at the earliest possible time for the benefit of all of our stakeholders.” Tahoe continues to believe that legal precedent in Guatemala supports the reinstatement of the Escobal mining license and the resumption of operations, at which time Tahoe will seek to restore its workforce. Tahoe is eager to resume operations at Escobal in order to return benefit to employees, communities and the region. Since the license suspension in July 2017, more than $50 million in taxes and royalties that might otherwise have been earned during this period have not been paid to the Government of Guatemala and the local communities.

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PGT Innovations Embraces Heroes

Posted by fidest press agency su giovedì, 26 ottobre 2017

washingtonWashington. PGT Innovations, Inc. (NYSE:PGTI), the nation’s leading manufacturer and supplier of residential impact-resistant windows and doors, announced today a commitment to hire and mentor military veterans. Recognizing both the challenge for veterans trying to re-enter the workforce and the valuable skills they offer, PGT Innovations will partner with OPTACorp™ to help fulfill this effort. OPTACorp coaches veterans as they transition from life in the military to life as teammates by preparing them for opportunities through workshops and mentoring. The organization is devoted to helping former service members find a career path, not just a job.“PGT Innovations is committed to welcoming veterans to our family, giving them the opportunity to use their skills and experience to find a new purpose,” said Debbie LaPinska, Vice President of Human Resources at PGT Innovations. “They have served our country, and now we are honored to be able to serve them. Military veterans embody the honor, passion, and leadership skills that we value in our employees. We look forward to a long-term relationship with each of them.” “Meeting PGTI was a blessing for us,” said Marc Cuffaro, founder of OPTACorp. “Very rarely do we get the comfort that clients understand and value the veterans as much as PGTI does. Most vets don’t have an advocate, someone who will work with them to take their skills from the military and use them to build a career in the private sector. We are opening the door to help them do it, and PGTI gets that.”PGT Innovations – PGT Innovations offers a variety of full- and part-time opportunities in N. Venice, Orlando, and Miami, Florida that appeal to individuals with different skills, interests, and levels of experience. To find out more, visit

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USCIB President Says Education Must Upskill Workforce to Stay Ahead of Technological Change

Posted by fidest press agency su sabato, 14 ottobre 2017

cmrubinworld_leadphotoorigNew York, NY United States 784 Park Ave. In a new interview with CMRubinWorld, Peter Robinson, President and CEO of USCIB, says “the guiding principle for government should be to protect and enable/retrain the worker, not protect the job.” Robinson believes that fears over jobsolescence are over-hyped, noting “…there is an established track record…of new technologies creating at least as many new jobs as they displace. Usually these new jobs demand higher skills and provide higher pay.” When asked by C. M. Rubin what the biggest obstacle to employability is, Robinson states that “educational institutions won’t be able to keep pace with new skills demands.” He adds that schools should prioritize the arts and humanities in order to create “T-shaped individuals capable of adapting and going where the demand lies.” The CEO of USCIB explains, “middle-class employees without higher education beyond high school need more established paths to long-term employment.” Robinson calls for increased “partnerships among employers, policy makers, and educational institutions” because “no one sector of society can address this alone.”
Peter M. Robinson has been the CEO and President of the United States Council for International Business (USCIB) since 2005. Established in 1945, USCIB builds awareness among business executives, educators and policy makers related to issues in employment, workforce training and skills management. In his position as co-chair of the B20 Employment and Education Task Force, Robinson has provided significant input to G20 leaders on training for jobs of the future. He also serves on the board of the International Organization of Employers.
CMRubinWorld launched in 2010 to explore what kind of education would prepare students to succeed in a rapidly changing globalized world. Its award-winning series, The Global Search for Education, is a highly regarded trailblazer in the renaissance of 21st century education, and occupies a widely respected place in the pulse of key issues facing every nation and the collective future of all children. It connects today’s top thought leaders with a diverse global audience of parents, students and educators. Its highly readable platform allows for discourse concerning our highest ideals and the sustainable solutions we must engineer to achieve them. C. M. Rubin has produced over 500 interviews and articles discussing an extensive array of topics under a singular vision: when it comes to the world of children, there is always more work to be done.

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Spetta ai dirigenti re-immaginare il personale aziendale nell’era digitale

Posted by fidest press agency su lunedì, 9 maggio 2016

ciscoSecondo il report Workforce Transformation in the Digital Vortex dedicato al cambiamento dell’ambiente lavorativo in ottica trasformazione digitale, e realizzato dal Digital Business Transformation Center (DBT center) per iniziativa di IMD e Cisco, le aziende non avranno le capacità indispensabili per avere successo nell’era della digital disruption se non prenderanno in seria considerazione la trasformazione dei propri dipendenti. Il report delinea, inoltre, alcune linee guida per le aziende che intendono digitalizzare i propri processi di gestione del personale per costruire una forza lavoro estremamente agile, innovativa, e impegnata – fattori che consentiranno all’organizzazione di creare valore per i propri clienti, partner, e per propri stessi dipendenti.
Previsioni Cisco stimano che entro il 2020, saranno collegati a Internet 50 miliardi oggetti che genereranno enormi flussi di dati. In un tale clima, le organizzazioni devono garantire che, in ultima analisi, le persone siano in grado di governare queste nuove forme di comunicazione e di concretizzare le intuizioni che queste consentono. Solo allora saranno in grado di sfruttare le opportunità del nuovo valore dato dal digitale.
4 operatori storici del settore su 10, i cosiddetti “incumbent”, saranno spazzati via dalla rivoluzione digitale durante i prossimi cinque anni. Nel tentativo di combattere i nuovi concorrenti del mondo digitale, molte aziende sono impegnate nella trasformazione del proprio business focalizzandosi su IT e processi di business. Troppo spesso, però, trascurano il loro bene più prezioso: le persone.DBT Center ha studiato i modelli di business di oltre 75 start-up altamente “disruptive” e ha condotto interviste approfondite con molti dei fondatori o amministratori delegati di queste aziende per comprendere le loro offerte e i loro modelli aziendali, cercando di capire la loro opinione sulla capacità della digitalizzazione di trasformare la forza lavoro. Le interviste sono state condotte anche con professionisti e manager nel settore delle risorse umane e leader operativi all’interno di grandi aziende internazionali, con l’obiettivo di comprendere l’approccio di queste organizzazioni alla trasformazione digitale del personale. Inoltre, DBT Center ha intervistato 941 executive a livello globale per valutare lo stato attuale della loro trasformazione digitale e quella dei loro colleghi.Lo studio ha rilevato che, per quanto riguarda il personale, meno del 10% delle aziende hanno raggiunto un livello di eccellenza in tre capacità essenziali in un business digitale: hyperawareness, processo decisionale informato e velocità di esecuzione. Come descritto nello studio, le organizzazioni devono far sì che le proprie persone padroneggino queste tre capacità dal momento che sono elementi fondamentali per competere con successo nel Vortice Digitale.“Quotidianamente abbiamo a che far con aziende che stanno cercando di comprendere quale sia il ruolo della tecnologia nella loro strategia di business”, ha dichiarato Michele Dalmazzoni, collaboration & business outcomes leader di Cisco Italia. “Quello che cercano di comprendere con maggiore attenzione riguarda la possibilità di far provare ai propri dipendenti i vantaggi della digitalizzazione per aiutarli a migliorare il processo decisionale, accelerare l’innovazione ed essere più produttivi.”Tuttavia, la ricerca del DBT Center avverte che le soluzioni tecnologiche da sole non bastano a trasformare la forza lavoro. Il lavoro sulla gestione del personale deve essere coerente con i cambiamenti dei processi di business che le organizzazioni stanno apportando reinventando i loro modelli operativi per competere efficacemente nell’era digitale. Inoltre, la trasformazione della forza lavoro richiede l’impegno costante da parte degli executive. “Questa trasformazione è qualcosa di più di un catalogo di soluzioni digitali,” aggiunge Dalmazzoni “la trasformazione digitale sta riscrivendo le regole del business e renderà necessario che il personale sia opportunamente attrezzato per lavorare con la velocità e l’agilità che questo livello di cambiamento esige.” Lo studio rileva, infine, che le aziende in grado di digitalizzare la propria forza lavoro si rafforzeranno e porteranno a proprio favore la trasformazione data dal Digital Vortex. Nel Vortice Digitale, modelli di business, le offerte e le catene di valore sono digitalizzate nella massima misura possibile. Come forze dirompenti e innovatrici si dirigono verso il centro del ciclone della trasformazione digitale, che sta rimodellando mercati e settori produttivi. (foto: cisco)

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World Water Development

Posted by fidest press agency su venerdì, 11 marzo 2016

acqua-fresca4Geneve. On Tuesday, 22 March 2016, the United Nations World Water Development Report (WWDR) 2016 on the theme “Water and Jobs” will be launched at the ILO Headquarters in Geneva on the occasion of the World Water Day celebrations.The WWDR 2016 aims to provide the content and basis for debate throughout the year on issues related to sustainable water management and decent work. The Report illustrates that three out of four jobs of the global workforce (3.2 billion people) are moderately or highly dependent upon access to water and water-related services, and states that “water is essential to decent jobs and sustainable development”. In addition, water stress and the lack of decent work can exacerbate security challenges, force migration and undo the progress made in the fight to eradicate poverty. The WWDR, released annually on a specific theme, is the UN’s flagship report on water. It provides a comprehensive review of the state of the world’s freshwater resources and aims to provide decision-makers with the tools to implement sustainable use of our common water resources.The WWDR 2016 and related material are under strict embargo until its launch at 22nd of March. However, we are more than happy to provide media and journalists with the opportunity to access our embargoed Media Corner as from 11th of March onwards. This dedicated section of the website contains the WWDR 2016 and related materials, as well as contact details of experts on this theme. Having access to this material will allow you to anticipate this global event and prepare press release ahead of time.

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Workforce scheduling at airports

Posted by fidest press agency su martedì, 8 marzo 2016

WorkforceAirports are buzzing with activity 24/7. A variety of personnel with different tasks need to function as a single organism to perform well, just as in a beehive. From cleaning to security, emergency response, information desks, maintenance and trolley logistics, the right person has to be at the right spot to prevent dissatisfaction or even delay. The importance of seamless workforce scheduling at airports is obvious, as well as the specific challenges which have to be overcome. This article describes the specific challenges of workforce scheduling at airports and how to address them.
To some workforce schedulers at airports, the description of a flexible, reliable and smart system must sound like science fiction, because even nowadays a lot of them still perform their planning activities manually and/or with Excel. However, it really does exist!
Mr. Michael Timmermans, specialized in Human Logistics Management, has experienced the progress achieved by using ORTEC Workforce Scheduling for the Schiphol Group. Mr. Timmermans explains: “The software system is used for a selected number of services, to schedule airport operations airside, passenger services, security, technical operations, maintenance and emergency response. But the system is also able to apply more complex restrictions, which makes it suitable for civil servants like customs and the military police, who are not allowed to work all weekends or the nightshift after they’ve reached a certain age. The system really supports the management of complex challenges like ageing, fluctuations in workload and exchanges, even over the longer term.” Although the system is able to handle different departments, organizations and complex restrictions, the endless possibilities are not yet being used. Mr. Timmermans explains: “We all want to maintain the status of Schiphol as Europe’s preferred airport, but that is easier said than done. Schiphol is serviced by a combination of at least twenty different commercial and civil organizations and looks a lot like a beehive with layers of honeycomb and many different cells. The challenge is to think beyond perceived boundaries or differences. All play a key role in executing key processes concerning the passengers. It would be a lot easier and less time consuming if we were to focus on the process and have everybody use the same system. There are possibilities for exchange at peak times, when scheduling is based on skills, location and availability, instead of the department somebody belongs to. It just takes a different mindset and the will to share information. If we did that, it would be easier and cheaper to share and solve our shared challenges like peak time, ageing and exchanging, even over the longer term.”
ORTEC is one of the largest providers of advanced planning and optimization solutions and services. Our products and services fully optimize fleet routing and dispatch, vehicle and pallet loading, workforce scheduling, delivery forecasting, logistics network planning, and warehouse control. We offer stand-alone, custom-made and SAP® certified and embedded solutions that are supported by strategic partnerships. Our 750 employees support over 1,800 customers worldwide from offices in Europe, North America, South America, and Asia Pacific.

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Miami’s Low Commercial Vacancy Rates Spurring Investment

Posted by fidest press agency su venerdì, 5 giugno 2015

miamiMIAMI — Miami’s commercial vacancy rates continue to rank among the lowest in Florida, leading to more local investment from global companies and leaders who want to live, work, and play in a world-class city with world-class amenities, according to the REALTORS® Commercial Alliance of the MIAMI Association of REALTORS® (MIAMI).Miami’s vacancy rates for office (14.9 percent), industrial (5.3 percent), retail (6.3 percent), and multifamily (4.4 percent) are the lowest among major cities in Florida, according to a May 2015 Commercial Outlook report from the National Association of Realtors (NAR) and Reis, Inc., a leading provider of commercial real estate market information. Each of Miami’s commercial sectors are performing better than the U.S. average, except for multifamily which is 0.1 percent lower. The national vacancy rates in May were 15.6 percent for office, 8.4 percent for industrial, 9.6 percent for retail and 4.3 percent for multifamily, according to NAR and Reis.
Miami’s 14.9 percent office vacancy rate in May ranks as the 21st lowest out of 82 major U.S. cities, according to the NAR and Reis report. New York leads the nation at 8.9 percent. Statewide, Miami’s office vacancy rate is performing better than Florida’s major cities. The Sunshine State’s other major metropolitans had the following rates: Fort Lauderdale (18.6 percent), Jacksonville (20.4 percent), Orlando (16.5), Palm Beach (16.5) and Tampa (19.7). The national average is 15.6.
South Florida’s growing, multilingual workforce is one reason for its low office vacancy rate. Miami-Dade County added 33,700 jobs across several sectors from April 2014 to April 2015, a 3.1 percent increase, according to job numbers released May 22. Miami had the third-largest job gain in Florida behind Orlando and Tampa. Miami’s unemployment rate from April 2014 to April 2015 decreased by 0.7 percentage points, to 6.2 percent from 6.9 percent.Miami’s industrial vacancy rate of 5.3 percent is the third-lowest in the nation among the 82 major American cities studied by NAR and Reis. Only Orange County (Calif.) and Los Angeles performed better than Miami in the industrial sector in May, registering vacancy rates of 3.4 and 3.6 percent, respectively. Florida’s other major metropolitans had the following rates: Fort Lauderdale (8.2), Jacksonville (6.9), Orlando (10.3), Tampa/St. Petersburg (7.8), and Palm Beach (5.5). The national average is 8.4.
Miami International Airport and PortMiami are two of South Florida’s international trade successes. Miami International ranks as the top airport in the U.S. for international freight, and the ninth-best airport for foreign cargo in the world. In 2013, Miami International handled 2.1 million tons of total airfreight, of which 88 percent was international freight.PortMiami is the top-ranked container cargo port in Florida with 900,000 TEUs handled each year. The port has an opportunity to expand its international business as it is deepening its channel from its current 42-foot depth to 50-52. When the deep dredge project is completed, PortMiami will be the only U.S. port south of Norfolk, Va. that can accommodate the new, mega cargo vessels that will pass through the expanded Panama Canal.
Miami has the 15th lowest retail vacancy rate among U.S. major cities, according to the NAR and Reis report. Miami’s 6.3 percent rate is considerably lower than Florida’s other large metropolitans. Fort Lauderdale (9.3 percent), Jacksonville (12.9), Orlando (11.0), Palm Beach (9.5) and Tampa (10.6) are higher than Miami. The national average is 9.6.

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ManpowerGroup Italia

Posted by fidest press agency su sabato, 20 dicembre 2014

ManpowerGroup_1_thumb_169_1367243452_1367243450Presente in Italia dal 1994, la realtà nazionale di ManpowerGroup – multinazionale leader mondiale nelle innovative workforce solutions – realizza e offre soluzioni strategiche per la gestione delle risorse umane: ricerca, selezione e valutazione di personale per tutte le posizioni professionali; somministrazione di lavoro a tempo determinato; pianificazione e realizzazione di progetti di formazione; consulenza per l’organizzazione aziendale; career management; servizi di outsourcing; consulenza HR. Unendo efficacemente la sua profonda conoscenza del potenziale umano e delle esigenze dei propri clienti, ManpowerGroup crea valore per imprese e individui affiancandoli nel raggiungimento dei propri obiettivi di business e di carriera. Attraverso una rete di oltre 250 uffici su tutto il territorio nazionale, impiega 1.500 persone e offre inoltre soluzioni mirate per i settori Information Technology, Finance, Engineering, Sales&Marketing. Nel 2013 ManpowerGroup Italia ha garantito occupazione a oltre 80mila persone stipulando 200mila contratti con 18mila aziende clienti. Per il quarto anno consecutivo ManpowerGroup è stata inclusa nella classifica “World’s Most Ethical Companies” (2014) elaborata da Ethisphere, organizzazione internazionale specializzata nella creazione, nello sviluppo e nella condivisione di best practice a livello di etica aziendale, governance, misure anti-corruzione e sostenibilità. ManpowerGroup è inoltre, da maggio 2014, Official HR Premium Partner di EXPO Milano 2015. La proposta di soluzioni di ManpowerGroup in Italia viene offerta attraverso ManpowerGroup™ Solutions, Manpower®, Experis™, FuturSkill e Right Management®.

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