A 2020鈥�痓y Ernst & Young LLP revealed that 72 percent of the 200 senior-level executives in the supply chain indicated that the global health crisis had negatively impacted their organizations. Such a situation reinforced the importance of better coordination and collaboration in businesses鈥� supply chains.

And while the world enters the post-pandemic stage, conversations about pursuing agile, resilient and sustainable supply chains remain due to continuous disruptions worldwide. But how can organizations transform their supply chains? And what is the role of technology in helping them thrive in today鈥檚 world?

In a July 2022 virtual event titled 鈥淏uilding Intelligent, Resilient, and Sustainable Supply Chains鈥� conducted by the Supply Chain Management Association of the Philippines (SCMAP), in collaboration with 麻豆原创, Simone Pigason, Head of Digital Supply Chain of 麻豆原创 South East Asia, spearheaded a panel discussion with supply chain leaders from 麻豆原创, SCMAP, and the Globe Group. They discussed how supply chains changed in the Philippines and how businesses can survive and thrive in the current business environment.

Changes in PH Businesses鈥� Supply Chains

Pierre Carlo Curay, President of SCMAP, said the pandemic brought various changes to organizations鈥� supply chains. Curay remarked that people, whether on the private or government side, now understand the significance of supply chains, even local ones, especially with what is happening on the global stage, having seen its role in accelerating digitalization by around 10 years.

鈥淩eliability is now more important in the supply chains, especially in logistics and supply, followed by speed. We must get the stuff we ordered even with what is happening, such as supply chain disruptions or inflation. It is unlike before where cost was the vital factor before speed and reliability,鈥� Curay added.

Suzy Urbano, Vice President for Enterprise Services of Globe鈥檚 Information Services Group pointed out that the change in customer behavior, expectations, and values amid the pandemic propelled the company to reimagine how it manages its supply chain, modifying its business objectives and aspirations.

鈥淎s we target same-day delivery, it pushed us to change our processes and policies. It led us to enhance our applications, implement new tools, and add new logistics partners to achieve it,鈥� said Urbano.

Globe has been a long-time partner of 麻豆原创, utilizing tools including Ariba and Concur, which has not only automated internal process, but also limited the use of paper and promoted more efficient operations.

Pigason conveyed how the global health crisis also showed why the supply chain and manufacturing are essential.

鈥淭oday鈥檚 disruptions present complex challenges to the supply chain and manufacturing. That is why businesses are putting these factors back at the center for business success,鈥� added Pigason.

All these changes in the supply chains redefined the dynamics in organizations. Curay further added that there is now a need for a more integrated supply chain to foster collaboration, increasing efficiencies. 鈥淏y connecting people and departments, an organization can enhance collaboration among everyone and leads to more efficiencies.鈥�

How to Enable a Pandemic-Proof Supply Chain

And while many changes happened during the health crisis, Urbano mentioned that Globe had become 鈥減andemic-proof鈥� after implementing the right technology as part of the company鈥檚 digital journey.

One of these many instances was when Globe applied 麻豆原创 Integrated Business Planning (麻豆原创 IBP) in 2018 before migrating to 麻豆原创鈥檚 麻豆原创 S/4HANA offer in 2019. Urbano said that it helped the telecommunications company embark on its mission to improve its forecasting and allocation to ensure that stocks are at the right place and time. She added that Globe also developed programs in 麻豆原创 S/4HANA to automate the identification of inventory proximity to the delivery address.

But, how can organizations transform their supply chains to be intelligent, resilient, and sustainable?

Pigason explained that companies must first determine where they are on their digital transformation journey. She noted that businesses must define their priorities and establish realistic KPIs and time frames. From there, organizations can then ask themselves what technologies they can embed today and how to scale them up and achieve rapid adoption while being prepared for change management.

鈥淏efore starting a digital transformation journey, organizations must know where to start. They also need a roadmap with the right KPIs. It is followed by adopting technologies to embed all the听networks. All these are significant steps to support a smoother, more efficient business transformation that help in future-proofing supply chains against disruptions,鈥� Pigason added.

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This may be because there remains a disconnect between sustainability plans and actions for many organisations. Under half (46%) of Indonesian businesses have clearly communicated sustainability plans, leading to only 13% incentivising leaders based on sustainability success and less than four in ten (38%) whose employees are active participants in their sustainability efforts.听

鈥淚t is an encouraging sign that businesses across South East Asia are increasingly mindful of sustainability practices along their entire supply chain, including those of their suppliers,鈥� said Verena Siow, President and Managing Director, 麻豆原创 South East Asia. 鈥淭here is no time to waste to move beyond strategy and to achieve real, tangible results. In three years, almost a third of businesses expect significant value from their sustainability strategy 鈥� and we believe that with the right focus, this number can be even higher.鈥澨�

Regulatory compliance is both key sustainability driver and challenge听

Sustainability strategies are largely being driven by regulatory drivers in Indonesia today. Survey respondents noted the primary driver of sustainability in their business is the threat of regulatory mandates (60%), significantly ahead of customer demands (54%) and market reputation (54%). That focus aligns with regulatory compliance being the main benefit derived from sustainability so far (56%), ahead of reduced carbon emissions and increased productivity.听

It鈥檚 clear that organisations may need to refocus their strategies to achieve greater value from sustainability. Too much focus on compliance was cited as the third highest challenge to sustainability success by Indonesian respondents, trailing the lack of reinvention of business strategy and ineffective data.听

Investment in data key to improving sustainability outcomes听

Key to improving sustainability outcomes will be the effective use of organisational data to make more informed decisions. Accurate data was ranked as among the most significant activities to help reach carbon reduction goals, only trailing sustainable sourcing among Indonesian businesses.听

Yet, ineffective data for decision-making is considered a moderate challenge for 81% of Indonesian businesses. The research also found that less than a quarter (23%) businesses have calculated their total organisational carbon output, and only slightly more (31%) have begun the process in some areas. Of the businesses who have begun measuring their carbon, 46% have made changes to their processes based on the calculations.

More needs to be done. Less than a third (31%) of Indonesian respondents said they had invested in data analysis to measure sustainability in their business, and a 40% said they were training staff how to capture sustainability data.听

Sustainability leadership is needed听

Action on sustainability is needed urgently. Beyond the impact on the environment, just 33% of Indonesian businesses say their workforces aren鈥檛 aware that missing sustainability targets will drive customers to their competition.听

Businesses who are achieving value from sustainability are defined by traits such as setting clear expectations at the strategic level, applying the transformative power of technology and data management, and engaging with important audiences such as employees, supply chain partners and policymakers.听

鈥淪ustainability leaders go beyond vision to ensure that sustainability initiatives are acted upon,鈥� said Edward Cone, editorial director, Oxford Economics. 鈥淭hey communicate with key constituencies both inside and outside the company, and they use integrated technologies to measure and track performance in a way that drives accountability.鈥澨�

In this year鈥檚 COP27, 麻豆原创 has pledged to support more policy transformation globally and help innovate sustainable businesses by reenergizing emerging economies to achieve a trillion-dollar greener impact and job generation.听

鈥淧ublic, private and plural partnerships are quintessential to effect the required change for a green economy in ASEAN. Business leaders in South East Asia should not perceive sustainability action as a risk mitigation measure only. It is an opportunity to realize new sustainable revenue streams, find new efficiencies, and build new business models based on low-emission, circular, and ultimately regenerative concepts to benefit both the organization and for our society at large,鈥� added Siow. 麻豆原创 has most recently updated its 麻豆原创 Sustainability Control Tower solution to offer what companies are looking for today to run more sustainably.听

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Further elaborating on this trend, recently at ‘Transform Tomorrow, Today: 麻豆原创 Philippines CXO Roundtable’ last August 2022, business leaders from 麻豆原创, Globe Telecom, and Unioil discussed significant challenges in today’s world and how they reshaped the future through innovation and sustainability for long-term success.

Importance of Innovation in Facing Challenges

Innovation comes in different forms. For Suzelyn Urbano, VP 鈥� IT Enterprise Services of Globe Telecom, innovation is disruptive and life-changing. With nearly ten years of ongoing product and service developments, Urbano remarked that innovation has always pushed the telecom provider’s boundaries while considering the needs of its customers.

According to Urbano, 70 percent of Globe Telecom鈥檚 internal systems are run by 麻豆原创. With 麻豆原创 solutions already in place across its business units globally, the company migrated to to improve fragmented processes, manual workloads, inefficiencies, lack of insights, and delayed decision-making.

Meanwhile, apps helped enhance the user experience and access to insights. Enhanced visibility helps enable well-informed decision-making throughout the organization, and automation and fewer reconciliations in finance allow faster financial transaction processing, book closing, and error-free reporting.

Finance functions became integrated and efficient, providing real-time business insights, and IT security was strengthened with improved authorization controls and compliance. By facilitating these improvements, 麻豆原创 S/4HANA proved to be a catalyst for change for Globe Telecom, helping it adapt to changes easily in its business environment.

鈥淓mpathy lies at the heart of Globe’s innovation. We look at the problems we have now and innovate from there, making sure to solve the real issues,” Urbano shared. “Globe’s vision has always been making families’ dreams come true and empowering businesses to flourish to help achieve an admired nation. As we create our products, we always anchor them in that vision.”

Innovating to Continue Thriving

Meanwhile, for Nestor De Guzman, Digital Transformation Evangelist of Unioil, innovation means survival despite being at the top of their game.

Unioil adopted 麻豆原创鈥檚 S4/HANA ERP system to enable a more unified and smoother operational system integrations.

While De Guzman remarked that digital transformation has fundamentally altered Unioil, it is more than just using sophisticated technology, like 麻豆原创 solutions.

鈥淔or us, at Unioil, digital transformation involves combining the appropriate technology, leadership, and culture. Innovation begins when business executives embrace the transformation enabled by smart technologies,鈥� said De Guzman.

Gintare Zukauskaite, Innovation Lead of 麻豆原创 Southeast Asia, could not agree more. She said that innovation is something that adds value to businesses. 鈥淭o innovate, organizations must consider what is happening now and think slightly outside the box to create ideas that will improve their businesses because disruptive thinking creates the change today,鈥� she added.

Using Sustainability as a Competitive Advantage Today

Today, Unioil is driving a sustainable and green future. De Guzman revealed that Unioil is leading the charge in decreasing carbon emissions. For instance, the company uses Smartlocker technology to supply its service stations with solar energy that powers Electric Vehicle (EV) chargers.

De Guzman also stated that Unioil aims to assist the nation in developing its energy supply rather than relying on foreign energy sources in light of the current crisis the country is experiencing. He believes Unioil helps bring a sustainable future with its green projects, including EV charging, solar farms, and Smartlocker technologies.

For Globe, Urbano explained that its core values center on sustainability. For instance, in addition to its well-known fintech platform GCash, Globe has forayed into the fields of health and education. The company has combined KonsultaMD and HealthNow, enabling its consumers to obtain around-the-clock teleconsultations and even receive their medications at home. On education, Globe launched EdVenture and Kodego. Kodego is an online learning platform, where technical people like software engineers get trained and eventually get placed to their dream jobs and companies.

“Sustainability is a mindset. It is an opportunity to foster your company, the planet, people, and communities,” added Zukauskaite.

The post The Way Forward: How Innovation and Sustainability Are Shaping Tomorrow鈥檚 PH Businesses appeared first on 麻豆原创 Southeast Asia News Center.

While many of these changes aim to ensure business continuity and improve the employees鈥� work-life balance, challenges arise for the human resources department to keep up with the game of a sustainable workforce.

Currently, HR leaders are facing issues on employee burnout, an increase in turnovers, rising demand for work setup, and other growing challenges of retaining people. Ellen Fullido, President of the People Management Association of the Philippines (PMAP), noted that this phenomenon could be described as the 鈥済reat reawakening of employees鈥� in which employees realize their need for a kind of work where they will excel, discover self-actualization, and at the same time, take care of their family and dependents.

鈥淓ven though restrictions from COVID-19 are now lifted, a lot more people would still like to work on a hybrid mode. This mindset has something to do with serving your organization, performing the job, and at the same time finding a work-life balance because you still are still able to take care of your family. Pre-pandemic, people have been clamoring for that already,鈥� Fullido said.

Here comes one of the biggest challenges the human resources department is currently facing now. 鈥淲e are losing talent, especially in digital technology. Because of this hybrid setup, companies abroad can hire our IT talents. Since they are allowed to work at home, they can be offered salaries twice or thrice than what they currently receive. That鈥檚 one of the biggest challenges we are facing now,鈥� she added.

That is why human experience at work is now more critical than ever for employers that want to create a sustainable workforce and profitable business.

At a recent Connect CHRO Roundtable: Change Work for Good event held in August 2022, Rudy Abrahams, 麻豆原创 Philippines Managing Director, shared eight trends that HR practitioners must prioritize to keep their companies ahead of the game for building a sustainable workforce:

1. Hybrid Work

Employers and HR practitioners should accept that the hybrid workplace is here to stay. While the hybrid setup was established in 2021 as a contingency plan to ensure people鈥檚 health and safety, 2022 is becoming a year of seeing this setup as a cultural norm.

Abrahams further suggested balancing standardization of hybrid work arrangements, offering deskless workers flexibility, and redesigning performance reviews to mitigate proximity bias.

2. Learning and Mobility

Continuous growth and learning are necessary for the workplace. While many organizations encourage employees to own their development, Abrahams reiterated to development managers to become learning culture advocates. At the same time, employers can improve the learning and development opportunities for deskless workers and provide equal access to learning through a talent marketplace.

3. Intelligent Technologies

While technology has been immensely beneficial in supporting and managing the employees鈥� productivity and well-being, the latest technologies, such as monitoring tools, brought ethical concerns.

Thus, Abrahams advised developing stringent data privacy and employee monitoring guidelines. Most importantly, communicate these intelligent technologies鈥� purpose, value, and security.

4. Diversity, Equity, and Inclusion (DEI)

Every organization needs to let its people feel they belong and are valued. From being purpose-driven, companies must shift to being accountability-minded. This can be achieved by reflecting the organization鈥檚 DEI reality in candidate recruitment strategies, reporting DEI and sustainability goals and associate progress publicly, and including the frontline managers when changing the culture to improve belonging.

5. Employee Experience

Since employees are now more motivated to have greater control over their careers, lives, and well-being, organizations must first create long-term plans with employees. HR leaders must also gather employee feedback more often and foster informal and personalized interactions.

6. Leadership

The evolving role of leaders also emerged as a priority in 2022. Management competencies are changing to meet the demands of new work models and shifting employee expectations.

Abrahams recommended identifying new required competencies and reflecting them in performance management and selection procedures. Another is automating repeatable tasks, so managers have more time to focus on employee development and team interaction.

7. Well-Being

Every single employee in the organization lives in unique circumstances. One of the concerns of remote work models is the blurred boundaries between work and personal lives and feelings of isolation.

What HR leaders can do is first assess the benefits and initiatives supporting the employees鈥� entire well-being. Next is redesigning work to put employee well-being and autonomy at the center.

8. Race for Talent

As employees enter their career 鈥渞eawakening,鈥� mass resignations are unfortunately becoming a trend in the workplace. Employees are now expressing their demands and willingness to find them in other organizations when unmet. So, Abrahams urged every organization to use workforce analytics and exit interview data to develop strategies for mitigating mass resignations and provide more significant support to people managers to avoid burnout and turnover.

麻豆原创 believes that technology can help businesses to be more agile and sustainable amidst the growing challenge of retaining people by simplifying engagement and providing a guided journey. , for instance, aims to help organizations drive the changes needed for ongoing digital transformation. It combines RISE with 麻豆原创 and HXM solutions to provide the choice and flexibility organizations need to move their HR operations to the cloud.

鈥淚n its true calling to be a sustainable, intelligent enterprise, you must put people at the center of business. We believe that connecting data, technology, and business strategy enables every organization to create a sustainable workforce where employees have the agency to shape their careers and feel valued for their contributions are paramount to meeting your desired business goals,鈥� Abrahams said.

The post Eight Key HR Trends for Building a Sustainable Workforce appeared first on 麻豆原创 Southeast Asia News Center.

The proponents of this pitch are a duo who hailed from two different state universities. This dynamic team called Team Paradocs is composed of Prince Jewel Federe, a senior BS in Computer Science student from the Polytechnic University of the Philippines 鈥� Manila (PUP), and Kim Carlo Monloy, a senior BS in Molecular Biology and Biotechnology student from the University of the Philippines 鈥� Diliman (UP).

Team Paradocs was among the chosen finalists from applicants across the country for the ASEAN DSE. Now in its sixth year, this competition continues to empower youth from across the region through virtual enablement sessions and competitions held at the national and regional levels. Participants were tasked to develop data analytics storyboards or proposals to address socio-economic issues, promoting ASEAN community awareness and the UN-SDGs within the region.

“At first, I was hesitant to join the ASEAN Data Science Explorers because even though I already had this initial idea, I did not know who I could partner with except for Kim, my close friend from senior high school. He is from UP, so we did not know if we were allowed to form a team because we were from different schools. We were also swamped with schoolwork. But, despite all this, we decided to give it a go and, luckily, we were allowed to participate in the competition鈥攖hat was when Team Paradocs and the project started,” Prince said.

Helping Solve a 麻豆原创ing Social Issue

In their pitch presentation, Prince and Kim touched on promoting sustainable ways of consuming and upcycling food, which is relevant nowadays since food security remains an issue in the SEA region.

In 2020, the state of food security and nutrition in Asia and the Pacific had gotten worse. According to a joint recently released by the Food and Agriculture Organization of the United Nations (FAO) and the United Nations International Children’s Emergency Fund (UNICEF), more than 375 million people in the region are experiencing hunger, an increase of 54 million compared to the previous year.

Inadequate access to nourishing foods has also increased along with hunger. In this region alone, more than one billion people lacked access to adequate food in 2020, an increase of about 150 million people in just one year, according to the 2021 Asia and the Pacific Regional Overview of Food Security and Nutrition .

“We first looked at the SDGs and the pressing social problems we want to address through our project. We found out that while many experience food insecurity, so much food is also being wasted. So, we ensured that our project, though simple, was attainable, feasible, and could easily be understood. It does not have to be a super fancy suggestion or pitch; it must be doable to anyone and sustainable, as well,” Kim shared.

With his innate fascination with animals, Prince thought of focusing more on solving food security issues by promoting community gardens and vermiculture hubs.

“I take care of a lot of animals at home. And I was always enamored by the concept of balance in ecosystems. More than that, I liked recycling so much that my goal with the animals I care for was a net-zero waste system. So, I had a system of basic composting and vermiculture. From that, I expanded to what my team presented as Earthleigh,” Prince said.

With the Earthleigh project, people can grow their crops through the garden for food consumption and then use the leftover food from these crops to feed worms in a process called vermicomposting. This practice is an environmentally friendly way of reducing food scrap waste with the added boon of creating nutritious, rich compost for the garden where people can grow their crops again. Additionally, Team Paradocs included developing a mobile app, serving as a platform where people can get information on how to start and sustain their community gardens and vermiculture hubs.

With the help of 麻豆原创 Analytics Cloud, a new generation of software as a service (SaaS) that redefines analytics in the cloud by bringing together analytics and planning in a single solution, Team Paradocs was able to collect all the data they needed for their proposal. All participants were granted full access to this software for storyboarding, planning, and data discovery.

“For the most part, our game plan was for Prince to focus on the plan’s recommendation aspect. I mostly helped with the narrative of our storyboard and gathering the data leading up to our final recommendation. I used 麻豆原创 Analytics Cloud to make sense of the data we gathered, and I feel like I could have explored more of its features. I enjoyed using it, and we learned a lot from this experience,” Kim noted.

A Worthwhile Experience

For Team Paradocs, being chosen as a contender and the eventual winner for the ASEAN DSE Philippine National Finals was a worthwhile experience. “Joining the ASEAN DSE was a life-changing decision. Through this competition, I didn’t know I’d find myself more grounded in the world’s problems. The UN-SDGs exist for a reason; because world problems exist,” Prince said.

Kim could not agree more. “Before joining the competition, I had no idea about data science. But I believe it’s not wrong to try something new. For those people who want to try it out, I say, go for it. You will learn how beautiful data is by joining competitions that advocate data science. Data on its own is nothing, but when you have a purpose and make sense of all available information, you’ll never know you’re already helping solve, if not alleviate, a pressing social problem,” he said.

Empowering Effective Leaders of Tomorrow

This year’s ASEAN DSE competition saw 778 students from ten ASEAN countries competing to represent their country in the National Finals. Organized by the ASEAN Foundation and 麻豆原创, the program also collaborated with non-governmental organizations (NGOs) and program alumni in ten ASEAN countries to deliver in-person enablement sessions to youth with limited access to technology and youth with disabilities. The continuous support and collaboration with NGOs and program alumni made it possible for the program to deliver 麻豆原创 Analytics Cloud training to 3,619 underserved youths in 2022.

鈥淭he ASEAN DSE program seeks to support the Philippines鈥� current programs geared towards upskilling young Filipinos, as well as to empower ASEAN youths with essential digital skills, develop collaboration skills, ability to communicate ideas and to think critically. We believe these skills are vital for them to become effective leaders of tomorrow. We hope this program will inspire them to continue their data science journey,鈥� said Rudy Abrahams, Managing Director of 麻豆原创 Philippines.

Team Paradocs is set to represent the Philippines for the Regional Finals of the ASEAN DSE 2022, which will take place in Phnom Penh, Cambodia, on 10-12 October 2022. They will compete with all the national qualifiers from among the nine other ASEAN countries.

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Of the many priorities, here are six trends in the future world of work :

1. Hybrid Workforce

The pandemic situation has forced many workforces to rapidly expand and implement. This trend then encourages many companies to form teams based on certain functions and skills so that the completion of work does not always have to be concentrated in one place.

2. Artificial Intelligence (AI) in the Workplace

By automating repetitive tasks, companies can minimize errors and time to complete them. Employees will also focus more on problem-solving and other creative tasks.makes it easier for companies to analyze and interpret Big Data while providing other accurate analyses.

3. Employee Inclusivity and Diversity

Creation of a work environment thathave been proven successful in increasing the level of innovation productivity, success and general level of employee satisfaction. In a study conducted by, the US company with the most diversity of employee backgrounds is proven to be 36% ahead of its competitors.

When asked about the importance of prioritizing the welfare of employees in his company, Andreas Diantoro, Managing Director of 麻豆原创 Indonesia, agreed. 鈥淭o be able to attract and retain productive and competent employees, companies also need to appreciate and support the efforts of their employees. Empowerment of the latest technology and solutions can help them to work more efficiently and confidently. Many companies are already adapting to the ‘future work trend,’ using innovative ideas and utilizing solutions that can transform the work environment, workforce, and the quality of the work itself,鈥� he said.

4. Multi-Generational Workforce

Until now, the trends and work culture applied are the environment created by the baby boomer generation. Going forward, more and more companies will see a mix of generations of the workforce. This heterogeneity will then create various trends that require companies to be able to meet various needs that differ widely between generations. This phenomenon will also encourage faster movement in the labor force.

For this reason, companies must provide opportunities for their employees to improve and develop personal abilities and plan careers properly. Now, a lotand AI can support personal development programs that can also map the needs of each workforce.

5. Training and Upgrading Workers’ Skills

The actual implementation of AI and digital technologies requires specialized training. Therefore, companies need to organizethat can enhance their employees’ ability to use the technology. The use of AI and this new technology will then open the door for various kinds of innovation in the future workplace. For example, utilizing bots to form an immersive and personal work environment according to the abilities and comfort of each user.

6. Prioritizing Employee Welfare and Involvement

A in 2020 conducted on 17,000 employees spread across 20 different industries showing that increasing employee engagement in the workplace is the most important factor to be able to build a strong and high-performing business.

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However, in a survey entitled , only 19 percent of Indonesia鈥檚 workforce has the necessary digital skills. The lack of talent in this field is a challenge for Indonesia to move forward in the Industry 4.0 era, even as more organisations have embarked on their digital transformation journey.听听

In 麻豆原创 Indonesia, STAR program helps prepare the younger generation. Student Training and Rotation or STAR is an internship program that offers opportunities for students to develop new skills that can help them compete in the workforce later. STAR itself has been running in 13 countries since 1979 and this marks the first year STAR has been rolled out in Indonesia.听

STAR runs for one year with second year college students as participants. Through this, students in the IT and consulting fields will be better equipped and skilled for the future workforce.听

Adella Irawan, a STAR participant from Gadjah Mada University and currently placed in the Sales Division of 麻豆原创 Indonesia, said that she felt proud to be able to get work experience whilst pursuing her undergraduate degree.听听

鈥淪TAR is akin to a management training but focused on university students as participants and that鈥檚 why this is a very valuable experience for me. With the guidance of our mentors, I began to understand how to behave and communicate in the working world, especially in the technology sector,鈥� said Adella.听

During the one-year internship program, participants get a chance to be rotated every 3 months, namely between Consulting, Customer Engagement, Solution, Sales, and ICA departments. Additionally, 麻豆原创鈥檚 e-learning platform aids STAR participants to sharpen their industry knowledge and technical skills.听

“Through STAR, I have the opportunity to better understand and help develop various 麻豆原创 products and adjust them according to customer needs,” said Azka Edy, a STAR participant also from Gadjah Mada University. With his team of friends, Azka assisted in developing software products and solutions from the time they were in the first year at university. 鈥淭he 麻豆原创 e-learning platform provides a variety of courses – public speaking, for example – which helps me perform much better in presentations.鈥�听

STAR itself is 麻豆原创 Indonesia’s response to the government’s move to develop well-rounded talents, ready to tackle challenges of the 21st century workforce. Through STAR, 麻豆原创 Indonesia hopes to improve not only interpersonal skills, but also digital literacy and general ICT skills that are needed for the future economy.听听

Latrisya Yusmika, a second year Communications student at Monash University agrees stating that she is now more familiar with how technology is applied in business and industry. 鈥溌槎乖�’s supportive work and learning environment also encouraged me to be more confident and proactive in order to be professional,鈥� she continued.听

Southeast Asia STAR Program Manager, Hongwei Lu, said that several 麻豆原创 Global executives were also born from this program. 鈥溌槎乖粹�檚 CEO Christian Klein and member of the 麻豆原创 Executive Board, Thomas Saueressig, graduated from earlier STAR programs. That鈥檚 2 out of 6 executive members and STAR students have had a great opportunity to become part of the top ranks of our company and other leading technology companies. This is our way of shaping future leaders even before the get-go of formal work – call it talent-hacking!鈥� she said.听

Managing Director of 麻豆原创 Indonesia, Andreas Diantoro, hopes that this program can aid in reducing the digital talent skills gap in Indonesia and producing young leaders and early movers in the field. “麻豆原创鈥檚 STAR programme is targeted at equipping and maturing students to ensure they are workforce-ready,” said Andreas.听

For more information about 麻豆原创鈥檚 STAR programme, please contact refer to this .

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