Abel Saw

Technology is not just a code; it embodies a mindset shift towards the digital world. As technology users, it is crucial to adopt a digital mindset to stay relevant and efficient. At the recent People Matters HR Tech Conference in SG, a thought-provoking insight was shared: Why not design employee experiences in human language? Instead of filing a change ticket for a new dependent, consider stating "I have a new baby." The pandemic has propelled us into a tech-driven era, enhancing our efficiency and lives. Have we embraced tools like chatbots powered by GPT to elevate our work capabilities? While debates on AI tools persist, leveraging them to augment performance seems like a logical step forward. Embracing a digital mindset empowers individuals to unlock their potential, contributing more value to the organization. In conclusion, evolving alongside technology doesn't mean disregarding the human touch. It's about integrating tech seamlessly to enhance human experiences and drive growth.

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Mr. Heng Swee Keat, Singapore Deputy Prime Minister & Coordinating Minister for Economic Policies, Singapore addresses #WHRC in Singapore with a powerful context setting of trends changing our context: 1. Nature of work is being reshaped, new possibilities for business and workers alike - to do higher level work & more meaning and expect higher wages 2. The workplace has transformed post vivid, forever. Flexibility is a norm but careful about people feeling disconnected 3. Demographic trends drive that our people will work for longer - reskilling and upskilling is key along with resilience with change to shift career in life HR commnuity needs to prepare for the following key priorities: future of jobs and skills; future of talent management and future of HR. Mr. Swee Keat shared the comprehensive Singapore initiatives to accelerate impact in all three levels. His invitation to our community - “expand your scope to drive workforce transformation, establishing the right structure, systems and process and take everyone along to drive business growth” Great opening inviting not just HR but also CEOs too to raise the bar of people & culture.

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How to Prioritise and Deliver During the Year-End Crunch So as we approach the final stretch of 2024, ask yourself: How can I set the tone for my team? What priorities truly matter? How can I make this work enjoyable and meaningful for everyone? Earlier, I was invited to "motivate" Departmental heads at an organisation grappling with the typical year-end pressures. As deadlines loomed and the finish line for 2024 approached, I shared ways to help leaders and teams stay focused, energised, and productive. Reflecting on that talk, I realised these insights could benefit a broader audience. If you’re looking for ways to prioritise effectively, avoid burnout, and motivate your team, here are a few ideas to consider. 1. Begin With the End in Mind The first step is to define what success looks like by 15 December. What would make you and your team feel proud when you look back on the year? It is essential to focus on outcomes that truly matter. This clarity will allow you to filter out distractions and channel your energy where it has the most impact. 2. Declutter Your Priorities You are not superman/woman. Some things can wait. Many of us are familiar with the Eisenhower Matrix, which categorises tasks into 4 quadrants of prioritisation. But knowing the framework isn’t enough; applying it requires understanding what makes something important. Importance is not about hierarchy or urgency. Instead, ask yourself: - What is the impact of completing this task? - What is the impact of not completing it? - Does this task contribute to long-term goals, relationships, or critical outcomes? By assessing tasks based on their ripple effects, you’ll have a clearer sense of importance & a more focused to-do list. 3. Set the Temperature for Your Team As a leader, you must be both a thermometer and a thermostat. A thermometer checks the temperature, gauging the energy, morale, and stress levels in your team. A thermostat, however, sets the temperature; establishing the tone, energy, and culture to keep the team motivated. Conduct quick “temperature checks” by asking simple questions like: - What’s one thing that’s helping you this week? - What’s one challenge you’re facing? Combine this with being a thermostat: set the tone with appreciation, optimism, and realistic encouragement. When teams see their leaders calm and collected, it helps them stay grounded during high-pressure times. Bonus: Celebrate Momentum Recognition fuels motivation. In the final stretch of the year, take time to acknowledge small wins and ask your team what would make the work more enjoyable. A Friday lunch, a small Hall of Fame moment, or a work-from-home day can create a sense of excitement. Some organisations I’ve worked with have adopted flexible schedules like three-day weekends, giving teams time to recharge while pushing hard Monday through Thursday. Find what resonates with your team, and make it a point to celebrate together. #YearEnd #Fatigue #Pressure #Motivation

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#MNC, #SME or #GLC? This article is quite spot on for those few points which I can summarize as below: 1. Embrace Broader Responsibilities Pros - You are more specialist in specific role/ function in MNC vs SME that you are most commonly known as "#onelegkick" to cover all. Do not look at the #JD because most often you have additional tasks assigned that are not part of the JD. Cons - You will be easily retrenched due to your limitation of knowledge and experience while in SME you are #multitasking in different area that expand your knowledge. 2. Adapt to Fast Decision-Making Pros - Structured decision making which will help everyone to manage a project or new initiatives following the flow vs SME that can conclude the decision in 1 meeting. Cons - Better known as "#redtape" which can be quite energy draining for those that wanted to move thing fast while on the other hand one might not like the "fast and furious" method of changing to adapt to the market. 3. Innovate with Limited Resources Pros - MNC have research company, media agency, ad agency and so on hence the marketing team can focus in strategy and analyzing vs SME need to take on additional role to manage those requirement. Cons - One become too dependent on the agency or 3rd party to do it so during bad time if they are required to perform it themselves then they will struggle. 4. Integrate into a #Dynamic #Culture Pros - Organized on-boarding, #townhall meeting, meet and greet and so on making the new joiner felt they are joining a well established org and for SME usually quite a "hit and run" as everyone are quite busy with their own work. Cons - After a while, you will realize that all those MNC culture are just poster at the corner of the pantry. Saying and Doing it is 2 different thing. 5. Embrace Increased #Visibility and Impact Pros - Your work is highly visible in SME as MNC has larger team so if you need to be visible to the top management, you need to know how to "sell" yourself and navigate around the senior management. You will excel well once you can understand how to build network. Cons - Once you are visible in SME that also means come with more responsibilities and work. If the SME will appreciate and treasure you with better package and remuneration then that is ok. Most SME neglect this and that is when they started to lose their talent. I did not focus too much on GLC as in my personal view, it is quite a hybrid. GLC has a lot of SOP, protocol and structure like MNC but at the same time their culture, working style and team spirit can be quite like SME. In a nutshell, if you can survive in GLC, you will definitely able to navigate to MNC and SME. If you come from SME, moving into MNC can be a piece of cake but take note that most MNC reluctant to take someone from SME due to their mindset as they prefer someone from MNC. https://lnkd.in/gSXiSDrT

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EAPs ARE CLEARLY UNDERCOMMUNICATED TO EMPLOYEES. AWARENESS OF EAP SERVICES AMONG EMPLOYEES IS SORELY LACKING. A simple experiment: go to any bank, any teller, and ask them about whether they know about their EAP or even if they have they ever heard of it. MOST will say "no, never" Yet every bank has an EAP for their employees. Few use it because most employees don't know it's there. Promote the EAP frequently, give stories of how it can be used, and regularly announce it is there. Use creative mresouces and avenues of communicating EAPs. When people are stressed and seriously trobled, and their mental health is in disrepair, the last thing they think about is seeking help through their campany's EAP, yet it should be the first! Put your company's EAP out there in your company's atmosphere, help employees become aware of it, and then use it at the slightest indication to themselves, and others in the Company if it is shared with them, that they could use professional help. Today, disability claims attributed to mental health issues and emotional problems are just over 60%. Ask yourself and those at the next executive meeting if your team prefers mentally healthy employees or employees filing for or are actually on disability. The answer is pretty clear to me. Get cracking - as some would say! I started EAPs in Canada in 1979 and my motivation and my intent was to help ALL, not just some, employees with their mental health issues and emotional problems. .Let's increase usage and let's help employees know that they can ask for and get professional help readily throgh their EAP. #EAP #awarenessofEAP #professionalhelp #avoiddisability

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In today's #HRcasecheck, we examine the case of Mohamed bin Mutok vs Malaysia Airports Sdn Bhd (Award 1151 of 2024), which highlights key lessons for HR practitioners. Mohamed bin Mutok, a firefighter with 38 years of service, was terminated 17 months before retirement due to health reasons following a medical examination. The Industrial Court ruled the dismissal unfair, emphasizing the employer's failure to adhere to the union agreement, which required a company medical board review rather than relying solely on one private doctor's report. For HR professionals, this case serves as a critical reminder: 1) always follow established procedures for health-related dismissals, consult multiple medical opinions, and maintain open communication with employees regarding recovery plans. 2) Fairness, especially for long-serving staff, is not just a procedural requirement but a demonstration of organizational integrity. Need guidance on handling similar challenges? Contact us and let’s ensure your decisions are both lawful and ethical.

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Is Singapore truly ready for the future? Let's talk! Singapore has been touted as a beacon of progress, consistently ranking high in global indices for resilience, digital competitiveness, and smart city initiatives. But are these accolades masking deeper issues? 🤔 Despite impressive rankings, the reality for many Singaporeans tells a different story: 1. Cost of Living Crisis: Singapore may top the charts, but for whom? Expatriates and high-income earners might thrive, but the average citizen continues to grapple with skyrocketing costs. Housing, healthcare, and education subsidies only go so far. 2. Economic Disparities: The article mentions financial insecurity in passing, but let's face it: the gap between the rich and the poor is widening. Economic growth should benefit all, not just the privileged few. 3. Tech-Driven Anxiety: While we celebrate our digital prowess, we must address the mental health strains and societal pressures that come with it. Over half of Singaporeans feel that technology is evolving too quickly and not necessarily for their benefit. Are we ready for this digital deluge? 4. Government-Citizen Dynamics: It's time to move beyond a government-centric approach. True progress requires both top-down initiatives and grassroots participation. But let's not forget, the government still has a pivotal role in creating an enabling environment for all. As we celebrate our 59th National Day 🇸🇬, let's critically evaluate our journey and question the status quo. Is Singapore genuinely on track to becoming a future-ready society, or are we merely glossing over the cracks? What are your thoughts on Singapore's future readiness? 👇 #Singapore #FutureReady #InclusiveGrowth

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Here in the Garden City (aka Singapore, the "Lion City"), through August 3rd, and I am always amazed by the absolute leadership shown by Singapore in terms of HR in today's world. Renowned for its resilience and innovative approaches, Singapore offers valuable lessons in how HR can effectively navigate crises and ensure organizational stability. For instance, during the COVID-19 pandemic, many Singaporean organizations had pre-established contingency plans that allowed them to swiftly transition to remote work. This foresight minimized disruptions and maintained productivity. Effective communication is vital during a crisis. Singapore Airlines set a benchmark with their clear and consistent communication strategy during the pandemic. They kept employees informed about the company's status, safety measures, and future plans, which helped reduce uncertainty and maintain trust. Prioritizing employee well-being is essential in crisis management. During the haze crisis in Southeast Asia, organizations provided N95 masks, air purifiers, and flexible working hours to ensure employees' health. The innovative crisis management strategies employed by Singaporean companies are not just impressive but also instructive. Emphasizing proactive planning, transparent communication, and flexible support systems ensures that organizations can weather any storm. By learning from Singapore, we can better support our teams and thrive even in challenging times. #CrisisManagement #HRLeadership #SingaporeHR #ClayHR #HCMCloud

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Ah Seng Durian is not just a durain stall. But it is one that people trust when they want to buy durains. They are not known for their pricing but they are followed fiercely for their promise of quality. How did this come to be? Partly based on research and my imagination, here’s what I think happened. Once upon a time more than 30 years ago, a Singapore dude named Ah Seng started selling durians at a makeshift stall outside his parents’ provision shop. At every durian season, he would set up his stall and sell durians. Now way back then, I bet he probably couldn’t differentiate a Mao Shan Wang from a D24 or Golden Phoenix. But over the years, he learned the subtleties between different cultivars of the fruit and began visiting durian farms personally to offer the best to his customers. And because of that, his durians were consistently better than others. He grew in confidence and I imagine one day began boldly telling his customers, “Ah Seng durains are ‘bao jia’!” Meaning, his durians guaranteed satisfaction if not money back. Now, in the durian world, “bao jia” is not an idle claim. Customers take it extremely seriously. And they were not disappointed. The durians from Ah Seng were indeed as good as he said they were. Because of that, they kept coming back and started spreading the word that if you want the best durians, you go to Ah Seng Durian. And so, a star is born. The words of Ah Seng became his reputation. And the words of his customers amplified his reputation and eventually shaped his brand promise. That when you hear “Ah Seng Durian”, it is not just durians. It’s durians that are “bao jia”! . . . . . Everything is #conversation Knowing your #soundwave transforms Join me at the next SoundWave demo - https://lnkd.in/gbUpfnub

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Is it not "people" part of the corporate ESG frameworks? The HR is weak? or the Executives were just too strong, where the 'only My way' prevail. Recently we see many industrial court awards against Malaysia corporations in employment disputes. This makes one wonder what is behind the scene for the trend? For ESG, it surely covers the 'People' agenda. Should the firm's ESG rating be penalised when it was found to have repeated defeats in the IR disputes, especially in clear cut mismanagement of people issues? I think it should. ESG initiatives not walking the talk equals a mere geeenwashing statement. The Quality of HR in.... 1) provide expert advise to the Executive. 2) influencing the Executive within the Right thing and doing the Right thing. 3) stand up to the sitiation / case without fears or favours. Tell me.. do enlight me, what say you, on above. The "only My way" Executive, who over-rules advises and other opinions, is an under study area in management. In corporate world, many chose to remain silent. This is not secret. Between ESG effectiveness, HR ability and the "only My way" Executive, who (or the combination) may be the cause of so many IR awards against these big corporation?

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I look forward to being the keynote speaker in Jakarta, 24th July 2024 at the Build A Future Team Connect session. Sharing the day with me will be professionals from Indonesia, France and Malaysia. They are Eva Hotnaidah Saragihl, Wiwik Wahyuni, Rudy Manik, Jun Hsien Lee and Seng Bee Keek. Our journey into the digital age is marked by unprecedented advancements in artificial intelligence, robotics, big data, and the Internet of Things (IoT). These technologies are reshaping industries and redefining the skills and competencies required for future jobs. According to the World Economic Forum's Future of Jobs Report 2023, over 85 million jobs may be displaced by a shift in the division of labour between humans and machines, while 97 million new roles may emerge that are more adapted to this new paradigm. As organizations, we face the dual challenge of preparing our current workforce for these shifts while developing future-ready talent that can navigate and thrive in this dynamic environment. The key to success lies in fostering a culture of continuous learning, agility, and innovation. We must prioritize upskilling and reskilling initiatives, leveraging digital platforms and tools to provide flexible and accessible learning opportunities. How are you embracing rising skills demands at your workplace? https://lnkd.in/gtz6wrwh #reskilling #upskilling #risingskills #worldeconomicforumfutureofjobs Siew Chin Kiang Muammar Syahmi Nora Myra Maychellin M. Nurul Shafikah Idris Benjamin Hew Allen Lee Cally Yau David Manalu Maharsi Anindyajati janet loo PEOPLElogy Group Nucleus Advisory

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Fact sheet NHMS survey 2023. Thanks Brien Lee Meng Siong for the heads up. The National Health and Morbidity survey provides good insights on Malaysian general health trends. Some intereating facts concerning the morbidity trends on us, organization in coming years and HR needs to be informed. 1) Depressive symptoms among adults at 4.6%. Globally it is estimate at 5% by WHO (2023). WHO findings that more women are affected by depression than men. 2) Mental health problem among children aged 5 to 15 years old at 16.5%. Whereas WHO (2021) finding at 13% for children age between 10 to 19 years old. It is not difficult for us to see a spike in mental health problem among our youth in near future. 3) High rate on prevalence of overweight, obesity and abdominal obesity will eventually leads to higher diabetes, hypertention and hypercholeaterolaemia cases. This is sure thing to happen. net net.. take good care of own health. to have healthy diets, do exercise more, find healthy ways to de-stress, so that we are not a part of the increasing statistic above. How is HR gonna engage and communicate to its employees on healthy life style? Should company to has healthy life index as a KPI in employees' balance score card? Question - should or should not the company to have "organization and employee healthiness" as one of it core value? Is this too much to have? May wanna consider "TopGlove" as an example? What is your opinion?

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Winning Your Inner Game is O-Psych Sdn Bhd's flagship goal-oriented personal transformation workshop, leveraging the powerful Butterfly Effect© framework to create lasting change. One of the most powerful moments during a recent session with an energy company came when a participant shared, “I always thought my challenges were rooted in work, but now that I’ve uncovered the real source of my struggles, I realize it’s my own fears that I’ve been projecting - affecting not just my job, but every aspect of my life.” 🌟 Ready to bring this transformative experience to your employees? Let’s connect! #OPsych #WellBeingAtWorkMovement© #PersonalTransformation #Goals

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What is the estimated percentage of learning from training translated into ACTION at the workplace? I asked this question to my audience at the Malaysian Association of Professional Conference last week. Answer? Based on well-supported research, the audience agreed that less than 20% of learning translates into ACTION. This reality resonated well with the words of wisdom of my favourite ancient thought leader, Thiruvalluvar, who said, "Karka Kasadara Karpavai Katrapin, Nitka Atharke Thaga," which means 'learn thoroughly what ought to be learned and let our action demonstrate the lessons learned'. The problem statement is obvious. There is tremendous waste in the training investments of individuals, organizations, and nations. I am sure no leaders who approve and are accountable for L&D investments intend to waste it. Thus, the significance of paying attention to this problem is also evident and urgent. What is the solution? Researchers consistently agree that the missing link is translating learning into ACTION. In the New World Kirkpatrick Model, this is the Level 3 Evaluation, Behaviour. As a Certified Practitioner of the New World Kirkpatrick Model, I appreciate the significance of this fantastic model. I am glad my friends SHANTI SUBRAMANIAM, Kuti Biazid, and Vaneesa were kind enough to come to the stage and demonstrate the missing link. People often find a connection between Level 1 (Reaction) and Level 2 (Learning), but there is frequently a large gap between Level 2 and Level 3 (Behaviour). The audience could see the missing link. How do we facilitate behaviour change? I suggested that leaders pay attention to the required drivers, i.e., the processes and systems that facilitate a behaviour change. We categorize the required drivers as monitor, encourage, reinforce, and reward. I shared my experiences in applying various tools and techniques to monitor, encourage, reinforce, and reward changes in behaviour. My recent certification as a Certified Learning Transfer Designer helped me share brilliant ideas from Dr. Ina Weinbauer-Heidel's book, 'What Makes Training Really Work'. It was an honour to listen to the keynote address by the legendary Tan Sri Dr Mani Jegathesan. Tan Sri is among the global icons who translated learning into action as an Olympian. Sharing the stage with my fellow professional speakers was a privilege. Thank you very much Vinay Pushpakaran,Pavel Verbnyak, Bavani Periasamy, Johan Irwan Kamarozaman, Angela Eimer (Paloma),Johan Ooi,Kevin Cottam PCC, BSc, Top Voice, Maverick Foo,Tai ChooTack - The ExcelSifu,Dr. Alka Chadha,Brigadier Sushil Bhasin,LeikHong Leow, 𝙲𝙿𝙲, 𝙸𝙰𝙲-𝙼𝙿ᵀᴹ,Rajen Devadason, Lokesh Nathany and Jamilah Samian Making changes starts with ABC, Awareness Before Change. I am grateful for the opportunity to plant the seed of Awareness on Learning Transfer at the MAPS Conference. Thank you very much for the fantastic organizing team under the leadership of Sumathi Krishnan.

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Bizmate HR Solutions https://lnkd.in/g96pe2Wc In this fast-paced world, it's tempting to speed up to achieve our goals. However, it's crucial to remember that our values are the foundation of sustainable success. When we rush, we risk losing sight of what truly matters—our principles, ethics, and the quality of our work. Here’s why maintaining our values is essential, even when the pressure is on: 1️⃣ Integrity Over Speed: True success is built on a foundation of integrity. Staying true to your values ensures long-term respect and trust from colleagues, clients, and stakeholders. 2️⃣ Quality Over Quantity: Rushing can lead to mistakes and subpar outcomes. Prioritizing quality not only enhances your reputation but also leads to more meaningful accomplishments. 3️⃣ Sustainable Success: Achieving goals at the expense of your values is often short-lived. Sustainable success comes from consistency, authenticity, and a value-driven approach. 4️⃣ Personal Fulfillment: Aligning your actions with your core values leads to greater personal and professional fulfillment. It's about creating a legacy you're proud of. As we strive for success, let’s remind ourselves that how we achieve our goals is just as important as reaching them. Speed is important, but not at the cost of our values. By staying true to our principles, we build a path to success that is not only fast but also fulfilling and enduring. What strategies do you use to balance speed and values in your professional journey? #corporatetrainer #corporatetraining #HR

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Can employer reject MC chit from non-panel private clinics? My answer has always been YES PROVIDED it is justifiable for the employer to do so. So how is it justifiable? It is when it is unreasonable for the employee to go to the non-panel private clinic. In other words, the employee has no reasonable excuse to not go to panel or government clinic. In such situation, employer may reject the MC and proceed with the next stage of disciplinary process accordingly.

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A recent Singapore Management University study reveals some shocking truths about what we consider "essential" in our lives. While it's no surprise that household appliances and digital connectivity top the list, the inclusion of air-conditioning and dining out at restaurants is a stark reminder of our comfort-driven lifestyle. But let's dive deeper into the REAL issues: 🔸 Educational Inequality: Lower-income households see private tuition and enrichment classes as non-essential. This isn't just a preference; it's a ticking time bomb for educational disparity. Higher-income families can afford to give their kids an edge, while others fall behind. Is this the Singapore we want? 🔸 Misguided Beliefs About Poverty: A staggering 80% believe poverty is due to personal actions and circumstances. This narrative is dangerous and oversimplified, ignoring systemic issues like wage stagnation, high living costs, and limited social mobility. We must challenge this misconception! 🔸 Self-Reliance vs. Societal Support: The idea that individuals should be responsible for leisure and social activities, while pragmatic, misses the bigger picture. Community and government roles are crucial in ensuring a balanced and inclusive quality of life. 🔸 Reallocating Government Spending: Redirecting funds from arts and culture to essential items might seem practical, but it's short-sighted. Arts and culture are vital for our societal well-being and social cohesion. Are we willing to sacrifice our cultural identity for short-term gains? It's time for a serious discussion on our priorities and values. We need to address educational inequality, challenge misconceptions about poverty, and rethink our societal support structures. Singapore, let's not just aim for comfort - let's aim for a fair and inclusive society! Agree? Disagree? Let's debate! #Singapore #EssentialNeeds #Poverty

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In the journey of personal & professional growth, we often encounter setbacks & challenges. It's during these moments that we truly learn, adapt, & evolve. Our Executive Chairperson & Director, Mr. Pandiarajan K, encapsulates this sentiment perfectly. This perspective not only fosters resilience but also encourages a culture of continuous improvement & innovation. As we move forward, let's carry this powerful message with us, "Dream big. Start small. But most of all, START"! This mindset is especially important for those looking to join our journey as Franchise Business Partners at CIEL HR. Click on this link below to explore the perfect opportunity for you as a Business Partner. https://lnkd.in/daWxcCqs. #GetTheBestOutOfUs Piyush Jain B M Dhanush Prasun Sharma Stuti Agarwal Saikat Chakraborty Santhosh Nair Sunitha Mascarenhas Priyanka Trivedi Sheetal Rathore #GetTheBestOutOfUs #EntrepreneurialJourney #BeYourOwnBoss #careerEmpowerment #DreamsToReality #BusinessOpportunity #CareerGrowth #StartupLife #CareerPath #VentureWithUs #Recruitment #Staffing #franchise #opentowork #business #HumanResources #Entrepreneurship #Future #Careers #sustainability #sales #leadership #strategy #Business #Hiringandpromotion

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