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环球搜寻
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TACKLING THE ECONOMIC CRISIS - HAS HR LEARNED FROM THE PAST?
Talent Engagement as a way to sustain business continuity and help organisations recover faster from the downturn
June 2009
In March and April 2009, Hudson conducted a survey of over 500 HR and business leaders in more than 30 countries worldwide to explore how HR priorities and challenges have changed during the global economic downturn. Hudson’s study indicates that during this current economic crisis, the focus is not only on cost cutting through right-sizing, but also on talent engagement, talent development, and the retention of talent key to the organisation’s success.
HR Survey 2009 Asia Executive Summary – Tackling The Economic Crisis
HR Survey 2009 Detailed Report – Tackling The Economic Crisis
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COULD THE RIGHT MAN FOR THE JOB BE A WOMAN?
Hudson study on how women differ from men as leaders
October 2008
Hudson releases a new study that focuses on the personality traits of women leaders and how these can be the basis of career progression and benefits for organisations. This major European study of 65,000 people reveals why there are comparatively few female business leaders.
Could the right man for the job be a woman?
The study tackles the following issues:
- Financial crisis could slow progress of workplace equality, warns Hudson
- ‘Dominant coalition’ of boards favours ‘male’ personalities
- Women sacrificing instinctive traits to mimic male leaders – need to be themselves and push themselves to the fore
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THE EFFECT OF HONG KONG’S AIR POLLUTION ON ATTRACTING AND RETAINING TOP TALENT
August 2006
In August 2006, a survey of 274 executives was conducted by Hudson to explore the issues of the effects of air pollution on executives’ decision making process when relocating to and from Hong Kong. Only companies who operate in Hong Kong were surveyed. The large majority of executives are from foreign multinationals. The executives are senior HR decision makers, with responsibility for recruiting and are a mixture of expatriates and Hong Kong locals.
The effect of Hong Kong’s air pollution on attracting and retaining top talent
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WOMEN AT WORK: BORED WITH THE BOARDROOM
November 2005
In November 2005 Hudson commissioned a report on the subject of Women at Work. The report examines the changing roles, perceptions and aspirations of women within the modern workplace.
Hudson carried out research amongst 1000 employees and 500 employers spanning a range of business sizes, sectors and regions. Employees were in professionals roles or had managerial responsibilities, with employers represented by HR Managers.
Woman at Work - Executive Summary
Women at Work - Full Report
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THE LURE OF AUTONOMY
A global study of professionals workers
July - September 2005
A global research study conducted by Hudson Highland Group surveyed well-educated and highly paid workers to compare what full-time professional (FTPs) and independent professionals (IPros) want from the work experience, and how well their current job situation satisfies them. The study, conducted from July through September 2005, looked at three regions in the world: the United States, Europe (Belgium, France, Germany, the Netherlands and the United Kingdom) and Australia.
The Lure of Autonomy: A Global Study of Professional Workers
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SARBANES-OXLEY
YEAR ONE: COMPANIES FIND SOME GOOD WITH THE BAD AND THE UGLY
2005
It has taken public companies thousands of hours and millions of dollars to document their business and financial reporting processes, examine how the processes are controlled and test those controls. In the aftermath of this monumental effort, Hudson Highland Group talked to experts and practitioners about the challenges of complying with Section 404, what companies learned about running their businesses and whether the reforms will restore investor confidence shaken by accounting scandals at Enron, WorldCom and other companies.
Sarbanes-Oxley Year One: Companies Find Some Good with the Bad and the Ugly
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WHY EMPLOYEES WALK: 2005 RETENTION INITIATIVES REPORT
Hudson study on retention strategies
2005
Hudson commissioned a national survey of 10,000 U.S. workers to gain insight on successful retention strategies. The respondents were asked about their current job tenure and what they expected from their employers. Within that context, we also examined the importance of six crucial retention factors: salary, benefits, relationship with manager, work-life balance, opportunity for advancement, and training.
Why Employees Walk: 2005 Retention Initiatives Report
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