Leadmego


Quotes by Alain Dehaze

Quotes by Alain Dehaze

Adecco and Penna have a long history of working together, and Penna represents an excellent strategic fit for Adecco in U.K. HR services, expanding the breadth and depth of services Adecco is able to offer to its clients. The acquisition of Penna also offers meaningful synergy potential for Adecco in the U.K.
Advanced technology changes the way we work and the skills we need, but it also boosts productivity and creates new jobs.
As digitalisation and the ageing population trends advance, international mobility and the development of employable skills are crucial to balance demographic gaps and surpluses as well as the deficit of skills across the world.
As the world we live in is so unpredictable, the ability to learn and to adapt to change is imperative, alongside creativity, problem-solving, and communication skills.
At best, policy is about protecting the rights of all workers while also driving fair competition and enabling opportunity. It is about making the future work for everyone. At worst, policy tries to resist change and creates uneven playing fields that eventually hurt everyone.
Because of outdated regulations, workers in different types of contract often have unequal access to healthcare, pensions, education, and training, as well as other social benefits. This has to change for countries to remain competitive and for our businesses and workers to survive in the digital age.
By strengthening the core of our business and leading in digital innovation, we will accelerate growth, enhance our margin, and deliver increased total shareholder returns.
Countries that want to achieve sustainable growth must cater for diverse forms of work and consider the rights of all workers.
Countries which favour openness and the mobility of skilled talent secure the development of more diverse and culturally rich work environments, a higher level of innovation, as well as entrepreneurship and wider international networks.
Digital innovations have the potential to transform the recruitment industry, and the Adecco Group is taking the lead.
Diverse groups do best at complex problems and innovation when the facts aren’t clear: each individual’s perspective allows him or her to tackle challenges differently and, when stuck, rely on others’ differing points of views to progress.
Diversity requires commitment. Achieving the superior performance diversity can produce needs further action – most notably, a commitment to develop a culture of inclusion. People do not just need to be different, they need to be fully involved and feel their voices are heard.
Education reforms must be the priority for governments.
For employers, mobility no longer means merely traditional expatriate placements, but moving jobs to where talented people are located.
For millennials especially, mobility has become a key factor in selecting a potential career path and in choosing an appropriate employer.
For organisations, flexibility is a must to cope with fluctuations in demand and remain competitive, and people must be able to develop adaptable attitudes to quickly embrace evolving business conditions, new business opportunities, and shifting strategies.
France desperately needs to work on its competitiveness and attractiveness.
Germany, Austria, Switzerland – they have vocational training that’s aligned to the needs of business and don’t have youth unemployment problems.
Given the rapid rate of change, the old paradigm of one-off education followed by a career will no longer work: life-long learning is a must, and it is up to governments and employers to invest in training and for employees to commit to constantly update their skill set.
I don’t think that the ECB should compensate for the lack of reforms in some countries… But it is clear that monetary policy can help countries and continents to rebound faster.
I strongly believe in the apprenticeship model because we see in a lot of countries the local education system is not providing talent that businesses need. So it is important that there is an alignment between what the companies need and the education system, so the education system can build the right programmes.
I think that U.K. together with Europe will be stronger, and I also think Europe with U.K. will be stronger.
Imagine maintaining 70 brands in a digital world – it is a nonsense. It is better to focus on a fewer, more distinct brands.
In Europe, we see the underlying strength of the economy, especially in southern European countries.
In our perform agenda, segmentation is one of our key strategic priorities. Segmentation is about deploying the right go-to-market channel to the right customers with the right pricing and the right cost to serve. And as a result, the segmentation strategy ensures that we generate profitable growth.
It is urgent to shift from a traditional, authoritative, rote educational approach to a project-based and experiential approach. Specific hard skills are fundamental, but is even more important that students ‘learn how to learn’ and focus on crucial soft skills such as flexibility and the ability to adapt to change.
Nurturing an inclusive culture begins in the family. Home is the first place to foster openness and a culture of inclusion.
One of our six key strategic priorities was the reinforcement of all professional staffing and solutions business.
One of the causes of the Arab Spring was high unemployment.
One of the strengths of the U.K. is its ability to attract very highly talented people from all over the places, but also their ability to send English people outside. So they’re very brain circulation-oriented, and I do hope, even with Brexit, they will keep this asset they have.
One way to become more attractive as an employer to millennials is to offer different kinds of contracts – not only the classical contract of indefinite duration, but also to be open to having more contractors and flexibility.
Over time, diversity has come to be acknowledged as an essential enhancer of corporate productivity, performance, and talent engagement.
Rapid development in areas like machine-to-machine communications and the Internet of Things, coupled with the proliferation of big data, means higher-skilled professions, such as lawyers, journalists and accountants, are changing too. Some of their tasks are being replaced.
Responsive and responsible leaders in governments and businesses must act and collaborate to expedite change, implementing innovative, experiential, and project-based educational approaches.
Technology is just one of the factors affecting the world of work. Economics, demographics, sociological trends, and government policies are four other core influences reshaping labour markets and determining how we will work for years ahead.
Technology, through automation and artificial intelligence, is definitely one of the most disruptive sources.
The ‘black rule’ is that youth unemployment is, on average, double a country’s unemployment rate.
The Adia application has been co-created by the Adecco Group and the global technology leader, Infosys. It covers the full cycle of recruiting, matching, invoicing, and payrolling with state-of-the-art functionalities such as feedback and rating and geolocalization.
The acquisition of Vettery accelerates the development of the Adecco Group’s digital strategy, broadening our offering into the fast-growing digital permanent recruitment market and complementing our professional recruitment businesses.
The golden recipe for creating jobs is learning what kinds of people companies need and feeding them with training programmes.
The mentality needs to be changed, and sometimes legislation needs to be improved. There is a perception that apprenticeships are for jobs with low qualifications.
To shape today’s and tomorrow’s ‘future proof’ worker, schools must teach specialized hard skills, such as the STEM skills that are in high demand.
To stay attractive and competitive, the U.K. should take measures to ensure that skilled talent keeps flowing in and out the country.
Trends such as skills imbalances, the gig economy, and digitization are transforming work so quickly that policy creation is lagging behind.
Warp speed developments in technology – automation, artificial intelligence, and the arrival of the sharing economy – are transforming how we work. Beyond technology, traditional working patterns are also being disrupted by changes in society, organizations and workforce management, leading to the rise of a more independent and dispersed workforce.
We don’t see any material impact of Brexit, either in the U.K. or in the neighbouring countries and the U.K.’s trading partners.
We need to be very careful in making judgment on opening borders and adopting immigration policies, as these are areas where political and emotional elements feature prominently.
When water power then steam power were harnessed to spin and weave cloth, a cottage craft turned into an industry overnight.
While labour market reports scream with dramatic youth unemployment data, hundreds of employers cry out for employees with the right skills sets. As recruiters, we suffer this shortage every day.
While the developed world has shifted from agriculture to manufacturing and then to services, the number of jobs has always climbed.
Young people are choosing cities before the country – they have their own ranking.
Young people encounter great challenges at the beginning of their careers.
Young people want to work.

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