Asia Pacific Land (APL), a real estate investment, development and asset management company operating in Japan, China and other Asian markets, will implement StepStone Solutions e-recruitment and performance management solutions in the company’s offices in the Asia Pacific region.
The Software-as-a-Service (SaaS) based e-recruitment and talent management system helps the company reduce documentation and operation costs, and allows senior management to manage employees in remote locations.
With the implementation of StepStone Solutions’ recruitment and performance management solutions, APL has transformed its human resources and performance systems from a paper based system augmented with MS Word and Excel to a web-based system with a multi-language interface. The deployment of the recruitment and performance management solution in its China, Hong Kong, Japan and Taiwan offices will allow all staff members to manage their profiles and voice their views on knowledge and skills training.
The other key benefits of the platform are improved transparency in communication, reduction in documentation costs, clear and transparent targets for employees’ performance and capability to manage employees using a SaaS-based platform.
“The StepStone Solutions Talent Management system (ETWeb) allows me to provide a complete HR solution to our staff throughout the region as it includes all facets of their roles, compensation, career planning and performance reviews. Once the Department Heads are trained in the use of this system, it will allow us to better provide career planning as well as promoting opportunities for mobility throughout the region,” said Matthew Krcelic, Executive Director and Group Head of Human Resources & General Affairs.
“This success at Asia Pacific Land again highlights our capability to deliver a truly multi-lingual solution in areas such as China, Hong Kong, Japan and Taiwan and, more importantly, to provide strong local support from our growing Asia Pacific operations,” said StepStone Solutions CEO, Matthew Parker. ***
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The adoption of IFRS for Canadian companies is in full swing. As of January 1, 2010, Canadian companies are required to file financial statements under IFRS. Although Canadian GAAP and IFRS are similar, there are three main differences that have posed a challenge for companies: effectiveness testing, hedge accounting eligibility, and fair value measurement. While not an exhaustive list, these issues have posed the greatest challenge for Canadian corporations during the first quarter of 2010. The following paper clarifies some of the differences in hedge accounting between Canadian GAAP and IFRS and shares best practices for hedge accounting to help Canadian corporations navigate through the transition.
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