Latest news with #talentRetention
Yahoo
08-07-2025
- Business
- Yahoo
PEI to reshape UK accountancy, ICAEW finds
A report by Institute of Chartered Accountants in England and Wales (ICAEW) highlighted the growing impact of private equity investment (PEI) on the UK accountancy profession. The report indicates that 86% of surveyed firms rank PEI among the top three macro trends reshaping the industry, a notable increase from 57% last year. The ICAEW said the drive for growth is a primary motivator for firms considering private equity, as they seek innovative expansion strategies. Firms also cited M&A activities, access to talent, and technology investment as key benefits of PEI, with many reporting positive outcomes in these areas. A quarter of the mid-tier firms surveyed have already secured PEI, while 25% are likely to pursue it in the next three years, double the number from 2024. The majority have engaged in board-level discussions about exploring PEI. However, the report also notes resistance to private equity among some firms. For three-quarters of independently owned companies, PEI is not attractive, despite 93% receiving approaches from private equity houses in the last three years. Concerns include potential negative impacts on culture, talent retention, and succession planning. The research reveals that all surveyed firms reported fee growth this year, with new clients, increased client spending, higher charge-out rates, and M&A activities as key contributors. Access to skills and regulation were identified as the main barriers. Nearly half of mid-tier firms made acquisitions in the last year, with 67% planning further acquisitions. Expanding the client base was the primary reason for considering mergers or acquisitions, according to 97% of firms. ICAEW chief executive Alan Vallance said: 'Our firms have told us that private equity interest in the mid-tier accountancy sector remains high, and while we expect this trend to continue and become a major force shaping the future of the profession, it is important to recognise that private equity is not a one-size-fits-all solution to growth. 'For every firm that identifies opportunities to broaden its reach or invest in tech, another will recognise it as a threat to culture and talent retention. Beyond doubt, however, is the crucial role mid-tier firms play in supporting the national agenda for economic growth. 'The professional services sector was identified as a key growth driving sector in the government's new industrial strategy, and the impeccable fee growth reported by firms in this report clearly demonstrates why our sector's contributions to the economy are held in such high regard.' "PEI to reshape UK accountancy, ICAEW finds " was originally created and published by The Accountant, a GlobalData owned brand. The information on this site has been included in good faith for general informational purposes only. It is not intended to amount to advice on which you should rely, and we give no representation, warranty or guarantee, whether express or implied as to its accuracy or completeness. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content on our site. 擷取數據時發生錯誤 登入存取你的投資組合 擷取數據時發生錯誤 擷取數據時發生錯誤 擷取數據時發生錯誤 擷取數據時發生錯誤
Khaleej Times
26-05-2025
- Business
- Khaleej Times
UAE: Some firms allow working from abroad for up to a year; eligible roles revealed
Some UAE companies allow their employees to work for a certain period from abroad in order to retain the best talent and as part of remote work policies. In the post-pandemic period, companies have become more flexible when it comes to remote work, especially for certain roles in technology and consultancy sectors. In March, the UAE government allowed remote work systems for government entities outside the country, which would open up access to global talent without additional costs. Hana Abu Kharmeh, chief operating officer of Serco Middle East, said they offer global mobility opportunities that enable employees to work remotely from abroad, provided business needs are met and relevant tax and legal obligations are addressed. 'We've supported remote international working across a variety of roles and departments. This includes client-facing positions, such as advisory — where clients have agreed to the arrangement — as well as internal functions like HR and growth. These flexible models have allowed us to retain top talent, offer diverse career development pathways, and respond effectively to evolving workforce expectations,' she added. 'While there is no one-size-fits-all policy, the duration is typically agreed on a case-by-case basis, taking into account the role, performance, operational requirements, and compliance considerations. Some arrangements have been formalised for six to 12 months at a time, with the option to extend where appropriate,' Hana added. Serco Middle East's COO noted that the purpose is to create 'a high-performance culture that supports both individual aspirations and operational excellence.' While speaking during a panel discussion at an event recently, Nasser AlBlooshi, managing director for UAE at Chalhoub Group, said the company allows staff to work four weeks every year from abroad if employees can sustain regular work hours. Mahesh Shahdadpuri, CEO of Tasc Outsourcing, said working from home became a huge possibility because of Covid-19 and technology and certain companies in the UAE allow employees to work from abroad. 'Going forward, individual companies have their own policies. We have seen in the US certain companies asking people to come back to work. Here in the UAE, certain firms do it differently. The essence is what your workforce wants, where are you in the evolution of your company, your objectives are clear, your culture is great, then it doesn't matter where people work from,' Shahdadpuri said. Hana added that the services sector such as advisory and consulting often lend themselves to remote arrangements due to their project-based nature. 'Similarly, technology and digital roles — including software development, data analytics, and IT services — typically allow for effective remote contribution. Corporate functions like HR, marketing, finance, and strategy also tend to support such flexibility, as do creative fields such as content development and design,' added Hana.
The Guardian
21-05-2025
- Business
- The Guardian
A new US report makes it clear: five-day in-office mandates are outdated
When the pandemic hit in early 2020, organizations pivoted overnight to remote and hybrid models to survive. Nearly five years later, Amazon, JPMorgan Chase, and Dell and Goldman Sachs have enforced five-day-in-office mandates, while US federal agencies imposed on-site requirements for more than 400,000 employees. These actions rely on outdated assumptions about productivity, culture and resilience, according to authoritative federal government data. A May 2025 report from the non-partisan Government Accountability Office (GAO), Telework: Private Sector Stakeholder and Expert Views, shows that telework offers clear advantages when leaders embrace strategic culture-building, robust performance tracking and available regulatory guidance. Companies ignoring these insights risk talent attrition, rising costs and reduced agility in an era that demands adaptability. Flexibility now drives talent acquisition and retention more powerfully than traditional perks. Interviews in the GAO study reveal one technology firm cut voluntary turnover by 33% after offering two remote days each week. Across industries, employees cite autonomy and work–life balance as top priorities when evaluating offers. Remote work removes geographic barriers for candidates facing challenges such as caregiving, disabilities or rural isolation. A National Bureau of Economic Research analysis cited in the report found full-time employment among workers with disabilities rose by 12% on average – and by as much as 40% in computer roles – once telework became widespread. Veterans, caregivers and parents of young children similarly gain access to roles they would otherwise forego, expanding the talent pipeline. By hiring beyond traditional office locations, organizations retain top performers who might otherwise resign due to relocation or caregiving conflicts. Telework can deliver significant cost savings and measurable productivity gains at scale. Organizations in the GAO report halved their office footprints and slashed lease expenses, redirecting budgets toward home-office stipends rather than fixed desks. Some reported saving millions annually in real estate costs alone. Employees reclaim an average of 55 minutes daily by skipping commutes, boosting focus and reducing burnout, while employers report fewer sick days and lower absenteeism. Research reviewed by the GAO indicates a 12% performance lift for roles with clear metrics when executed remotely, thanks to fewer interruptions and personalized work environments. Reduced commuting and lower energy use help companies meet sustainability goals and support corporate social responsibility commitments, while ensuring continuity during severe weather, transit disruptions or other emergencies. Workers and employers in the study did raise concern about difficulties in building workplace culture and relationships – and indeed, building a cohesive culture in distributed teams demands intentional effort. Leading companies foster connection through weekly video huddles, virtual coffee chats and cross-team recognition ceremonies that spark collaboration and belonging. Mentorship programs pair new hires with seasoned employees, and all-hands virtual events celebrate milestones and reinforce shared values. Clear communication protocols and compliance frameworks – drawing on Department of Labor guidelines and multistate payroll solutions – ensure legal peace of mind and maintain consistent policies across jurisdictions. Robust IT safeguards, ergonomic stipends and mental wellness resources protect sensitive data and support employee health across locations, demonstrating an organization's commitment to its people. Insisting on full-time return-to-office mandates now carries steep risks to competitiveness and culture. The GAO report highlights one business that lost half its workforce – including key leaders – after enforcing a strict in-office policy. In contrast, organizations embracing a remote-first mindset enjoy minimal turnover, higher morale and stronger employer brands, attracting top talent even in saturated markets. Experts advise publishing telework eligibility in job postings, investing in high-speed broadband infrastructure and designing compensation models that reward flexibility and fairness. The GAO's data-driven findings deliver a clear roadmap: integrate remote work strategically to attract talent, reduce costs and enhance productivity. Leaders who act now will build resilient, high-performing teams prepared for whatever challenges lie ahead in a competitive global landscape. Gleb Tsipursky, PhD, is the CEO of the future-of-work consultancy Disaster Avoidance Experts
