In a world where human capital is considered the most crucial factor in driving competitiveness and innovation, Hong Kong has been facing a brain drain. To immobolize this, the city can compete for top talent by raising the retirement age, increasing university places for non-local students and extending their stay post-graduation, and offering exceptional support, including tax incentives and educational benefits to scientists and researchers.
Moving from on-premises to cloud offers well-established benefits, including quicker service, enhanced security, and increased productivity. Yet even as companies become increasingly enthusiastic about the benefits of cloud, many IT leaders are concerned that costs can quickly spiral out of control if the strategy is not carefully planned and managed. To keep costs under control, here are 16 approaches companies can minimize cloud spending.
Data governance in the banking sector is a way for banks to improve their data protection mechanisms, upgrade their current procedures and policies, and improve their data analysis capabilities for better decision-making, collaboration, and customer service. Banks can also implement data governance models to support risk management, regulatory reporting and compliance, market insights, data-driven culture, and other business needs.
Managed services are on the rise in financial institutions, with a forecasted growth rate of more than 200% by 2028. As financial institutions will find themselves unable to meet increased customer demands without expanding their workforce and capabilities, the growth in demand is a result of several factors: remote work, labor shortages, digital transformation, regulatory pressure, workload variability, and market volatility.
The tech skills gap is real. But it doesn't have to be a barrier — if you're willing to think outside the box. A recent McKinsey article makes the case for hiring people from "more unconventional backgrounds" who are learning tech skills to reinvent themselves and expand their skill sets, which helps narrow the tech talent gap. Employers are also looking beyond traditional qualifications to find candidates with the soft skills and potential to thrive in new roles.
Singapore has recently launched a new talent work pass starting in 2023 to attract and retain global talent with high-level skills and a monthly salary of at least S$30,000 in the city-state, keeping its borders and talent open to the world. Reducing friction for global talent, the new measures will allow foreign talent to stay in Singapore even if they change jobs, as well as allowing their spouses to work with a letter of consent.
The future of business lies in digital transformation. The 2020 Mordor Intelligence study valued digital transformation at $263 billion. By 2026, it's estimated to reach $767 billion, which means that organizations have a greater chance of succeeding if they implement digital transformation. The vital digital skills to success include being digitally fluent, data-driven, marketing-savvy, and cybersecurity-conscious with leadership capabilities.
As the tech industry continues to grow and become more competitive, agility and engagement are crucial to attracting and retaining tech talent. The modern job seeker has much less patience to wait for the hiring decision to be made, making speed and efficiency more critical than ever. The same goes for engagement: candidates will be drawn towards hiring processes that are engaging, clear, and quick.
With a multi-tiered infrastructure, robust security system, and flexible customization, cloud solutions have become increasingly popular for organizations of all sizes. They provide greater flexibility and agility in terms of deployment and management, plus enhanced visibility into data security. However, there are still common myths that can lead decision-makers away from making the switch.
Today's IT leaders face a myriad of challenges. They are tasked with managing ever-increasing demands for digital transformation while also grappling with the growing cybersecurity and data privacy concerns. They must keep pace with advancing data opportunities and maturing their enterprise cloud strategy while retaining top talents in a competitive market. Read more about the IT issues faced below.
Our industry has reached a tipping point where it is no longer just about having the right skills but about talents who can adapt those skills to fit into a rapidly-changing business landscape. To unlock the full workforce potential, organizations need to grasp the whole picture of diverse talent, make learning at the center of their strategies, and re-evaluate jobs and roles to be more adaptable to change.
As organizations face new challenges, their ability to adapt and be resilient is essential during our ever-changing times. To thrive in this new world, IT leaders should develop team trust, prioritize top talent, diversify their technology, and foster a culture of adaptability and empowerment in their organizations. Learn more about how your IT organization can achieve long-term success below.
In a world where human capital is considered the most crucial factor in driving competitiveness and innovation, Hong Kong has been facing a brain drain. To immobolize this, the city can compete for top talent by raising the retirement age, increasing university places for non-local students and extending their stay post-graduation, and offering exceptional support, including tax incentives and educational benefits to scientists and researchers.
Moving from on-premises to cloud offers well-established benefits, including quicker service, enhanced security, and increased productivity. Yet even as companies become increasingly enthusiastic about the benefits of cloud, many IT leaders are concerned that costs can quickly spiral out of control if the strategy is not carefully planned and managed. To keep costs under control, here are 16 approaches companies can minimize cloud spending.
Data governance in the banking sector is a way for banks to improve their data protection mechanisms, upgrade their current procedures and policies, and improve their data analysis capabilities for better decision-making, collaboration, and customer service. Banks can also implement data governance models to support risk management, regulatory reporting and compliance, market insights, data-driven culture, and other business needs.
Managed services are on the rise in financial institutions, with a forecasted growth rate of more than 200% by 2028. As financial institutions will find themselves unable to meet increased customer demands without expanding their workforce and capabilities, the growth in demand is a result of several factors: remote work, labor shortages, digital transformation, regulatory pressure, workload variability, and market volatility.
The tech skills gap is real. But it doesn't have to be a barrier — if you're willing to think outside the box. A recent McKinsey article makes the case for hiring people from "more unconventional backgrounds" who are learning tech skills to reinvent themselves and expand their skill sets, which helps narrow the tech talent gap. Employers are also looking beyond traditional qualifications to find candidates with the soft skills and potential to thrive in new roles.
Singapore has recently launched a new talent work pass starting in 2023 to attract and retain global talent with high-level skills and a monthly salary of at least S$30,000 in the city-state, keeping its borders and talent open to the world. Reducing friction for global talent, the new measures will allow foreign talent to stay in Singapore even if they change jobs, as well as allowing their spouses to work with a letter of consent.
The future of business lies in digital transformation. The 2020 Mordor Intelligence study valued digital transformation at $263 billion. By 2026, it's estimated to reach $767 billion, which means that organizations have a greater chance of succeeding if they implement digital transformation. The vital digital skills to success include being digitally fluent, data-driven, marketing-savvy, and cybersecurity-conscious with leadership capabilities.
As the tech industry continues to grow and become more competitive, agility and engagement are crucial to attracting and retaining tech talent. The modern job seeker has much less patience to wait for the hiring decision to be made, making speed and efficiency more critical than ever. The same goes for engagement: candidates will be drawn towards hiring processes that are engaging, clear, and quick.
With a multi-tiered infrastructure, robust security system, and flexible customization, cloud solutions have become increasingly popular for organizations of all sizes. They provide greater flexibility and agility in terms of deployment and management, plus enhanced visibility into data security. However, there are still common myths that can lead decision-makers away from making the switch.
Today's IT leaders face a myriad of challenges. They are tasked with managing ever-increasing demands for digital transformation while also grappling with the growing cybersecurity and data privacy concerns. They must keep pace with advancing data opportunities and maturing their enterprise cloud strategy while retaining top talents in a competitive market. Read more about the IT issues faced below.
Our industry has reached a tipping point where it is no longer just about having the right skills but about talents who can adapt those skills to fit into a rapidly-changing business landscape. To unlock the full workforce potential, organizations need to grasp the whole picture of diverse talent, make learning at the center of their strategies, and re-evaluate jobs and roles to be more adaptable to change.
As organizations face new challenges, their ability to adapt and be resilient is essential during our ever-changing times. To thrive in this new world, IT leaders should develop team trust, prioritize top talent, diversify their technology, and foster a culture of adaptability and empowerment in their organizations. Learn more about how your IT organization can achieve long-term success below.
In a world where human capital is considered the most crucial factor in driving competitiveness and innovation, Hong Kong has been facing a brain drain. To immobolize this, the city can compete for top talent by raising the retirement age, increasing university places for non-local students and extending their stay post-graduation, and offering exceptional support, including tax incentives and educational benefits to scientists and researchers.
Moving from on-premises to cloud offers well-established benefits, including quicker service, enhanced security, and increased productivity. Yet even as companies become increasingly enthusiastic about the benefits of cloud, many IT leaders are concerned that costs can quickly spiral out of control if the strategy is not carefully planned and managed. To keep costs under control, here are 16 approaches companies can minimize cloud spending.
Data governance in the banking sector is a way for banks to improve their data protection mechanisms, upgrade their current procedures and policies, and improve their data analysis capabilities for better decision-making, collaboration, and customer service. Banks can also implement data governance models to support risk management, regulatory reporting and compliance, market insights, data-driven culture, and other business needs.
Managed services are on the rise in financial institutions, with a forecasted growth rate of more than 200% by 2028. As financial institutions will find themselves unable to meet increased customer demands without expanding their workforce and capabilities, the growth in demand is a result of several factors: remote work, labor shortages, digital transformation, regulatory pressure, workload variability, and market volatility.
The tech skills gap is real. But it doesn't have to be a barrier — if you're willing to think outside the box. A recent McKinsey article makes the case for hiring people from "more unconventional backgrounds" who are learning tech skills to reinvent themselves and expand their skill sets, which helps narrow the tech talent gap. Employers are also looking beyond traditional qualifications to find candidates with the soft skills and potential to thrive in new roles.
Singapore has recently launched a new talent work pass starting in 2023 to attract and retain global talent with high-level skills and a monthly salary of at least S$30,000 in the city-state, keeping its borders and talent open to the world. Reducing friction for global talent, the new measures will allow foreign talent to stay in Singapore even if they change jobs, as well as allowing their spouses to work with a letter of consent.
The future of business lies in digital transformation. The 2020 Mordor Intelligence study valued digital transformation at $263 billion. By 2026, it's estimated to reach $767 billion, which means that organizations have a greater chance of succeeding if they implement digital transformation. The vital digital skills to success include being digitally fluent, data-driven, marketing-savvy, and cybersecurity-conscious with leadership capabilities.
As the tech industry continues to grow and become more competitive, agility and engagement are crucial to attracting and retaining tech talent. The modern job seeker has much less patience to wait for the hiring decision to be made, making speed and efficiency more critical than ever. The same goes for engagement: candidates will be drawn towards hiring processes that are engaging, clear, and quick.
With a multi-tiered infrastructure, robust security system, and flexible customization, cloud solutions have become increasingly popular for organizations of all sizes. They provide greater flexibility and agility in terms of deployment and management, plus enhanced visibility into data security. However, there are still common myths that can lead decision-makers away from making the switch.
Today's IT leaders face a myriad of challenges. They are tasked with managing ever-increasing demands for digital transformation while also grappling with the growing cybersecurity and data privacy concerns. They must keep pace with advancing data opportunities and maturing their enterprise cloud strategy while retaining top talents in a competitive market. Read more about the IT issues faced below.
Our industry has reached a tipping point where it is no longer just about having the right skills but about talents who can adapt those skills to fit into a rapidly-changing business landscape. To unlock the full workforce potential, organizations need to grasp the whole picture of diverse talent, make learning at the center of their strategies, and re-evaluate jobs and roles to be more adaptable to change.
As organizations face new challenges, their ability to adapt and be resilient is essential during our ever-changing times. To thrive in this new world, IT leaders should develop team trust, prioritize top talent, diversify their technology, and foster a culture of adaptability and empowerment in their organizations. Learn more about how your IT organization can achieve long-term success below.
