News

Season's Greetings & Best Wishes for a Happy New Year

After a relative eclipse during 3 years _ the time for me to develop the news website lepetitjournal.com/singapour and to launch the SINGAPOUR magazine _, Equipaje is back in 2018. At the menu: a set of services refocused on coaching and edition; still with the stamina to help  you realize your projects, at home or overseas.

I wish you a great year 2018, full of projects and of stories to tell...
Bertrand
 
Some ideas to share in 2018?
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A guide by the FCCS on how to succeed in Singapore

The French Chamber of Commerce in Singapore ( FCCS) has edited an excellent guide on how to succeed in Singapore, which can be downloaded on its website.

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Happy New Year 2013

The year 2012 has been highlighted by numerous transformations, with the discontinuation of Dualexpat platform, and the redeployment of Equipaje activities around international talents and organizations development. The year 2013 starts with a bunch of motivating projects: a book on "the new frontiers of management", the potential launching of a new platform dedicated to the mentoring of your projects. I will keep you update of those realizations all the year round.

Thanks for your trust and support. Best season's greetings and a happy New Year to All

Bertrand

Celebrating diversity at the workplace

To celebrate racial harmony at the workplace, Singapore's MOM* is encouraging companies to organize, in July, a special diversity day in their singapore offices.

One way they suggest is inviting employees to come dressed in their own ethnic costume.

Singapore has made of diversity & racial harmony in the workplace a trademark and a source of strength. "A harmonious workplace, where co-workers understand and respect each other, is vital to ensuring smooth business operations" can one read on MOM'website. "Celebrating Racial Harmony in July is one way organisations can help promote values such as mutual understanding, respect and inclusiveness at the workplace. Activities can be organised to help employees better understand the cultures, beliefs and practices of others".

* MOM: Ministry of Manpower

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Living & working in Singapore

Singapore, city of the lion, is plebiscited by expatriates who feel easily at home while living in the heart of Asia. Living conditions are very comfortable, with a mix of western influences and of vivid traditions

 

 

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Indonesia to switch to a single time zone

Indonesia is currently extending over 3 time zones. The Indonesian Government plans to switch to a single time zone on Oct 28 2012, allowing the whole country to have the same hour, aligned with Singapore, Malaysia and China.
"The move will help accelerate economic development across the country", Trade Minister Gita Wirjawan said in a statement on May 30Th.

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The new frontiers of management

With this study, we focus on « nomadic managers» as key actors of companies' international development.

Who are these "nomadic managers"? They are managers who are generally covering a large geographical area. As their team are set up in various countries, they have to set up customized management techniques to deal with the remoteness, and sometimes isolation, of  their collaborators. They often deal with multicultural challenges. They are themselves highly mobile (from frequent travels to expatriation) and make an extensive use of mobile & collaborative tools.

Objectives of the study:

  • Understand and describe the nomadic managers' working conditions and techniques, particularly with regards to remote people management, mobility and the use of technology. ;
  • Identify what are the companies' perceived stakes associated with "nomadic management", and to which extent it leads to the development of specific policies and practices;
  • Elaborate a global framework for the development of "nomadic practices" and the optimization of nomads' management.

Process:

  • Interviews of executives
  • Realization of corporate case studies.

Duration: 2012

Expected output:

  • Publishing of (nomadic managers) portraits on this website
  • Writing of a book on "nomadic managers".

You are interested by this study and wish to take part to its completion?

Contact us: here

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A network for women entrepreneurs in Singapore

New in Singapore: ellesnetwork, a french speaking network for women creating their own business
The launch meeting will be held tuesday May 29th, 7:00 PM at Fort Canning Centre, White studio
"Come find how to create how to create your company in Singapore et become a networking expert".
 
Registration on ellesnetwork' website
 

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Dualexpat becomes Equipaje

In the last 3 years, we have been working on developping the Dualexpat platform, dedicated to expatriation in Asia, providing online resources, services and collaboration tools. We have been enriching contents and have elaborated customized support services to expatriates and spouses, which gave us the pleasure to accompany a number of our members in this beautiful adventure of expatriation.  On the other hand, the collaborative part of the platform didn't reach up to our expectations.

Based on this assessment, we have decided to merge the activities of Dualexpat (accompaniment of mobility) with those of Equipaje (HR development & coaching), on a unique platform, which henceforth gives an open access to all news, country files, guides and news on professional mobility in Asia, and relies on linkedin and viadeo for the collaborative aspects.

Equipaje,RH Nomades specialises in developping people and organizations in Asia

Our services:

Why Equipaje? Becacuse this term, mixed with spanish, symbolises altogether the journey, the team and the project.

Why RH Nomades (Nomadic HR)? Because the ambition is to enliven Human Resources in today's environment,highly characterized by nomadism, be it for mobility per se, for the cross cultural composition of teams, or for the increasing use of collaboration tools 2:0. Our wish is to support companies in being part of  HR transformations.

 

Visit the equipaje.fr website and flip on:

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Women leadership in Asia

The Asia Society has recently released the results of a survey on women leadership in Asia. Led by Astrid S Turminez, Vice Dean Research at the Lee Kuan Yew School of Public Policy in Singapore, this wery well documented report describes the contrasted situations of women access to top management positions in the different countries of the region, with a global observation: women in Asia are significantly paid less than their male counterparts; only a limited percentage of them get access to the General Manager job.

Amongst the key findings of the report:

The growth of wealth in Asia has reduced the gab between men and women in many countries, particularly in the areas of health, life expectancy and access to education, economic opportunities and polical engagement. But the situation remains highly contrasted: the countries where the gender gap is the weakest are New Zealand, The Philippines, Australia,  Sri Lanka and Mongolia; those where unequality is highest are Pakistan, Népal, India, the Républic of Korea and Cambodia.

Concerning women leadership, rankings differ according to the indicators being emphasized. Globally, New  Zealand, Australia and the Philippines are leading the rankings. When considering economic aspects and other elements sucjh as women access to top management position, or wage & compensation equity, thos 3 countries are joined by Singapore, Mongolia, Thailand and Malaysia. In the political arena (number of women having a seat in Parliament, number of women ministers or Head of States), the hierarchy is paradoxically reversed, with India, Sri lanka and Bangladesh amongst the 5 best ranked countries; a situation that is explained by the number of women, in these countries, who have become Head of States through family or dynastical links. 

The country's level of development generally represents a favorable indicator of an accrued access for women to leadership positions. But such an analysis suffers a number of exceptions: Japan and Korea are poorly performing on the number of women in top management or Board positions, or on compensation and political engagement equity. Otherwise, China, Singapore and Hong Kong continue to display important imbalances.

In Asia, concrete measures would be becessary to plug "leaks in the pipeline": an impressive number of women abandon their professional activity when moving from mid level to top positions. This abandonment rate amounts to 70,24% in Japan, 52,88% in China, 48,83% in Hong Kong and 45,9% in Singapore. Those measures, which would aim at easing the choice for women to pursue their career without abandoning their mother role and family responsibilities, could take the shape of maternity or paternity leaves, child and elder care, and more equitable retirement schemes.

The report mentions for that matter a number of best practices initiated by States, NGO's and Companies.

One example is the shared cab system implemented by Google in  Bangalore for the sake of all it's employees, which enables women leaving the office after 8 PM to be accompanied back home by a security agent and to be prioritary amongst their male colleagues to be driven home first whatever the itinerary.

 

►Download the report "Rising to the top" on the Asia Society's website: Women Leaders of New Asia

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