Global Insight is the world's largest economics organization, serving over 3,800 clients in industry, finance and government worldwide, with revenues of over $95 million (in 2006) and employing more than 600 economists and other staff in 23 offices in 13 countries.[1] It is a division of IHS
Global Insight provides comprehensive economic and financial information on countries, regions and industries, using a unique combination of expertise, macroeconomic models, data and software within a common analytical framework to support planning and decision-making. The company also provides consulting and advisory services, with deep knowledge of many industries, such as automotive, energy, health, construction, consumer goods, etc.
Capabilities
Insight Global's success is grounded in numerous innovative internal processes and methodologies that collectively enable the company to outperform competitors while fostering a results-driven culture.
Insight Global's focus on client relationships and rapid response time to inbound job requisitions generates unmatched client satisfaction and industry-leading placement times.
Unmatched Responsiveness
Insight Global fills the majority of client staffing requests in less than 48 hours, whereas competitors frequently take one week or more to respond to the same need. In addition, the company’s Account Managers are available to their clients on a 24/7 basis, providing an unmatched level of service and accessibility.
Comprehensive, Proprietary Database of IT Professionals
Insight Global has amassed a comprehensive database consisting of more than 1,500,000 IT professionals. The company is able to meet virtually any client need by mining its database for candidates with the required skills and experience. In addition, recruiters maintain a "Hotbook" of highly qualified, immediately available talent.
Highly Qualified Candidates
Insight Global Account Managers perform extensive due diligence and conduct hands-on preparation of individual candidates prior to their meeting with a client's hiring manager. Account Managers vet each candidate's qualifications through personal interviews and reference checks. Insight Global's comprehensive approach is designed to provide the client with one or two highly qualified candidates that meet their specific need.
Personal Attention
Insight Global's Account Managers and Recruiters personally accompany candidates to job interviews. This level of personal attention to candidate presentation ensures that Insight’s consultants deliver a positive first impression and inspires confidence on the part of hiring managers.
background, the EUPD requires companies wishing to offer shares in the European Union (EU) to publish a
Prospectus. Where a Prospectus is required, the filing must contain extensive information, including details of the
company’s financial accounts and future prospects, and the rights attaching to the shares. This requirement generally
extends to equity awards offered by employers to their employees. However, under the existing EUPD, there is an
exemption from the obligation to publish a Prospectus for employee share plans which are sponsored by companies with
securities traded on an EU Regulated Market.
The European Council has adopted an amended version of the EUPD previously passed by the European Parliament. The
amended Directive will impact employee share plans offered in the EU and is due to become EU law 20 days after its
publication in the Official Journal of the EU, which is expected in November 2010. Subsequently, all 27 Member States of
the EU will have up to 18 months to implement the amended Directive into their domestic law. As such, final
implementation across the EU is likely to be completed by June 2012.
In 2008, clause 24-bis of art.82 of Law Decree no.112 of 25 June 2008 (“Law Decree 112/2008”) introduced a new social
security exemption in Italy for “employment income deriving from the exercise of stock options.” Since Italian legislation
does not specifically define “stock options,” or which awards will be considered stock options, in 2009 the Italian Social
Security Authority (INPS) initially published Circular no.123 of 11 December 2009 (“Circular 123/2009”), which confirmed
that, in addition to traditional stock option plans, the social security exemption applies to all “non-general” share plans (i.e.those employee share plans which are not broad-based, but rather are only offered to a select group of employees) that
provide for the free award of shares; these “non-general” plans must also incorporate certain performance and/or vesting
conditions.
As anticipated, on October 12, 2010, the Italian social security authority released Message No. 25602 of 12 October 2010
(“Message no. 25602”) which provides additional, important clarifications regarding application of the social security
exemption available for employee stock options.
Every business owner knows that there’s a direct correlation between engaged, productive employees and an improved bottom line. It’s equally true that some organizations are more adept than others when it comes to attracting and retaining the best talent. If there’s a secret behind that success, it starts with looking beyond salary.
Few enterprises have been as successful in becoming an employer of choice as Four Seasons Hotels and Resorts. For 12 years running, they’ve been on Fortune 500’s list of the best companies to work for in America—the only Canadian company to even make the list.
“When you look at employers who have high levels of employee engagement,” says Kathleen Taylor, President & COO of Four Seasons, “they’re doing lots of interesting things around the formation of the workplace to make it enjoyable and that’s an important focus. But, at Four Seasons, we start with the premise that you cannot have a customer focus if you don’t have an employee focus. We have put our people at the centre of everything we do.”
For Taylor, that starts with demonstrating to employees that they’re working for an organization that shares their core values. Some of the measures they’ve undertaken are to create a culture of respect — treat others the way you want to be treated — focus attention on giving back to the community, and finding environmentally friendly ways to conduct business. “All of these things bring to life in the workplace the kinds of issues that employees are thinking about in their day-to-day lives.”
In addition to the cultural atmosphere, Taylor also says it’s imperative to keep people looking forward in their careers. “If an employee can move up in an organization, the likelihood of them moving out and on diminishes. So the number of opportunities that you give people to learn and develop is critical to keeping them enthused and engaged.”
Jim Hart, Senior Manager, Client & Business Strategy at RBC Royal Bank ® concurs. “A common mistake that a lot of small and medium enterprises make in their recruitment practices,” he says, “is to over-focus on the salary compensation and under-focus on the things that make a company a desirable place to work.”
For Hart, that list of ‘other things’ includes recognition programs that reward employees for the contributions they make to the organization, training and educational opportunities, and benefit programs that address health protection and, equally important, financial security.
“We offer savings programs, retirement programs, and financial advice,” says Hart. “We literally sit down with employees on an individual basis, offer guidance in terms of financial management, and customize their retirement plans.” The financial assistance programs are one of many reasons that RBC is frequently on the list of best Canadian companies to work for, and it’s a service that RBC also offers to other organizations and enterprises.
Of course, attracting the best people to begin with starts with the recruiting process. “The thing that distinguishes great companies from not so great companies,” says Taylor, “is the amount of attention they pay to the people that choose to join them. You need to select people that not only have the right business skills but are attitudinally appropriate for the kind of culture you’re trying to create.”
Hart also suggests having strong HR policies, clear salary benchmarking and pay for performance guidelines. “There are a lot of resources available to small and medium enterprises,” he notes, “to help them with employee recruitment and loyalty challenges and objectives, including HR consulting firms and even your financial provider.”
While many small and medium enterprises might feel they’re at a disadvantage when competing with larger organizations for the best and the brightest, both Taylor and Hart suggest thinking again.
“SME’s have the advantage of being nimble,” says Hart. “They can adopt HR practices and policies quickly, adopting new elements, like flexible work hours,” to help drive employee loyalty.” In other words, small and medium enterprises have just as many strategic tools at their disposal, if not more, for becoming an employer of choice and turning great employees into loyal employees.
We provide an independent, comprehensive range of analysis, forecasts, data, and consulting services for:
Pharmaceutical manufacturers
Wholesalers
Distributors
Insurance companies
Government agencies
Research firms
Healthcare providers
Policymakers
From daily online analysis of the latest healthcare and pharmaceutical news, through to detailed special reports, and databases, our services can help you:
Evaluate market opportunities and risks
Monitor competitors and customers
Make informed decisions
Assess the impact of a changing regulatory environment
Plan and forecast budgets
Stay up to date with recent industry developments and market trends
Global Insight provides comprehensive economic and financial information on countries, regions and industries, using a unique combination of expertise, macroeconomic models, data and software within a common analytical framework to support planning and decision-making. The company also provides consulting and advisory services, with deep knowledge of many industries, such as automotive, energy, health, construction, consumer goods, etc.
Capabilities
Insight Global's success is grounded in numerous innovative internal processes and methodologies that collectively enable the company to outperform competitors while fostering a results-driven culture.
Insight Global's focus on client relationships and rapid response time to inbound job requisitions generates unmatched client satisfaction and industry-leading placement times.
Unmatched Responsiveness
Insight Global fills the majority of client staffing requests in less than 48 hours, whereas competitors frequently take one week or more to respond to the same need. In addition, the company’s Account Managers are available to their clients on a 24/7 basis, providing an unmatched level of service and accessibility.
Comprehensive, Proprietary Database of IT Professionals
Insight Global has amassed a comprehensive database consisting of more than 1,500,000 IT professionals. The company is able to meet virtually any client need by mining its database for candidates with the required skills and experience. In addition, recruiters maintain a "Hotbook" of highly qualified, immediately available talent.
Highly Qualified Candidates
Insight Global Account Managers perform extensive due diligence and conduct hands-on preparation of individual candidates prior to their meeting with a client's hiring manager. Account Managers vet each candidate's qualifications through personal interviews and reference checks. Insight Global's comprehensive approach is designed to provide the client with one or two highly qualified candidates that meet their specific need.
Personal Attention
Insight Global's Account Managers and Recruiters personally accompany candidates to job interviews. This level of personal attention to candidate presentation ensures that Insight’s consultants deliver a positive first impression and inspires confidence on the part of hiring managers.
background, the EUPD requires companies wishing to offer shares in the European Union (EU) to publish a
Prospectus. Where a Prospectus is required, the filing must contain extensive information, including details of the
company’s financial accounts and future prospects, and the rights attaching to the shares. This requirement generally
extends to equity awards offered by employers to their employees. However, under the existing EUPD, there is an
exemption from the obligation to publish a Prospectus for employee share plans which are sponsored by companies with
securities traded on an EU Regulated Market.
The European Council has adopted an amended version of the EUPD previously passed by the European Parliament. The
amended Directive will impact employee share plans offered in the EU and is due to become EU law 20 days after its
publication in the Official Journal of the EU, which is expected in November 2010. Subsequently, all 27 Member States of
the EU will have up to 18 months to implement the amended Directive into their domestic law. As such, final
implementation across the EU is likely to be completed by June 2012.
In 2008, clause 24-bis of art.82 of Law Decree no.112 of 25 June 2008 (“Law Decree 112/2008”) introduced a new social
security exemption in Italy for “employment income deriving from the exercise of stock options.” Since Italian legislation
does not specifically define “stock options,” or which awards will be considered stock options, in 2009 the Italian Social
Security Authority (INPS) initially published Circular no.123 of 11 December 2009 (“Circular 123/2009”), which confirmed
that, in addition to traditional stock option plans, the social security exemption applies to all “non-general” share plans (i.e.those employee share plans which are not broad-based, but rather are only offered to a select group of employees) that
provide for the free award of shares; these “non-general” plans must also incorporate certain performance and/or vesting
conditions.
As anticipated, on October 12, 2010, the Italian social security authority released Message No. 25602 of 12 October 2010
(“Message no. 25602”) which provides additional, important clarifications regarding application of the social security
exemption available for employee stock options.
Every business owner knows that there’s a direct correlation between engaged, productive employees and an improved bottom line. It’s equally true that some organizations are more adept than others when it comes to attracting and retaining the best talent. If there’s a secret behind that success, it starts with looking beyond salary.
Few enterprises have been as successful in becoming an employer of choice as Four Seasons Hotels and Resorts. For 12 years running, they’ve been on Fortune 500’s list of the best companies to work for in America—the only Canadian company to even make the list.
“When you look at employers who have high levels of employee engagement,” says Kathleen Taylor, President & COO of Four Seasons, “they’re doing lots of interesting things around the formation of the workplace to make it enjoyable and that’s an important focus. But, at Four Seasons, we start with the premise that you cannot have a customer focus if you don’t have an employee focus. We have put our people at the centre of everything we do.”
For Taylor, that starts with demonstrating to employees that they’re working for an organization that shares their core values. Some of the measures they’ve undertaken are to create a culture of respect — treat others the way you want to be treated — focus attention on giving back to the community, and finding environmentally friendly ways to conduct business. “All of these things bring to life in the workplace the kinds of issues that employees are thinking about in their day-to-day lives.”
In addition to the cultural atmosphere, Taylor also says it’s imperative to keep people looking forward in their careers. “If an employee can move up in an organization, the likelihood of them moving out and on diminishes. So the number of opportunities that you give people to learn and develop is critical to keeping them enthused and engaged.”
Jim Hart, Senior Manager, Client & Business Strategy at RBC Royal Bank ® concurs. “A common mistake that a lot of small and medium enterprises make in their recruitment practices,” he says, “is to over-focus on the salary compensation and under-focus on the things that make a company a desirable place to work.”
For Hart, that list of ‘other things’ includes recognition programs that reward employees for the contributions they make to the organization, training and educational opportunities, and benefit programs that address health protection and, equally important, financial security.
“We offer savings programs, retirement programs, and financial advice,” says Hart. “We literally sit down with employees on an individual basis, offer guidance in terms of financial management, and customize their retirement plans.” The financial assistance programs are one of many reasons that RBC is frequently on the list of best Canadian companies to work for, and it’s a service that RBC also offers to other organizations and enterprises.
Of course, attracting the best people to begin with starts with the recruiting process. “The thing that distinguishes great companies from not so great companies,” says Taylor, “is the amount of attention they pay to the people that choose to join them. You need to select people that not only have the right business skills but are attitudinally appropriate for the kind of culture you’re trying to create.”
Hart also suggests having strong HR policies, clear salary benchmarking and pay for performance guidelines. “There are a lot of resources available to small and medium enterprises,” he notes, “to help them with employee recruitment and loyalty challenges and objectives, including HR consulting firms and even your financial provider.”
While many small and medium enterprises might feel they’re at a disadvantage when competing with larger organizations for the best and the brightest, both Taylor and Hart suggest thinking again.
“SME’s have the advantage of being nimble,” says Hart. “They can adopt HR practices and policies quickly, adopting new elements, like flexible work hours,” to help drive employee loyalty.” In other words, small and medium enterprises have just as many strategic tools at their disposal, if not more, for becoming an employer of choice and turning great employees into loyal employees.
We provide an independent, comprehensive range of analysis, forecasts, data, and consulting services for:
Pharmaceutical manufacturers
Wholesalers
Distributors
Insurance companies
Government agencies
Research firms
Healthcare providers
Policymakers
From daily online analysis of the latest healthcare and pharmaceutical news, through to detailed special reports, and databases, our services can help you:
Evaluate market opportunities and risks
Monitor competitors and customers
Make informed decisions
Assess the impact of a changing regulatory environment
Plan and forecast budgets
Stay up to date with recent industry developments and market trends