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Government Blockchain Announces Dino Cataldo Dell’Accio to Lead The GBA Identity Management Working Group

Washington, D.C., Jan 18, 2023 - (ACN Newswire via SEAPRWire.com) - The Government Blockchain Association (GBA) is excited to announce that Mr. Dino Cataldo Dell'Accio (https://gbaglobal.org/members/dcdell/) will be leading the GBA Identity Management Working Group (bit.ly/3ZKXC3m). He currently serves as the Chief Information Officer of the United Nations Joint Staff Pension Fund (UNJSPF) and leads the UN Digital Transformation Group. He brings a wealth of experience and expertise to the role. In 2021, he was presented with the UN Secretary-General Award for his work in applying blockchain technology to the Digital Certificates of Entitlement process of UNJSPF retirees and beneficiaries. "Digital Identity will play a critical role as a fundamental human right," said Mr. Dino Cataldo Dell'Accio, echoing the sentiment prevalent at the recent annual Internet Global Forums.The GBA Identity Management Working Group is one of 50 working groups (https://gbaglobal.org/workinggroups/) sponsored by the GBA, whose mission is to develop education content and standards to support the use of blockchain technology for identity management purposes. The GBA working groups serve as forums for civil servants to share their requirements, while private sector members can share their solutions and ideas. This collaboration helps civil servants meet their mission. The goal of the working groups is to help the public and private sector connect, communicate, and collaborate using blockchain technology to solve public sector problems.The GBA is a not-for-profit, professional membership organization with members in over 500 government offices (https://gbaglobal.org/about/about-gov-members/) at the local, state, national and international levels. Public and private sector individuals and organizations are invited to join. The GBA hosts online meetings every week and major conferences in places like the United States Capitol and the National Press Club in Washington, DC. Other benefits include online training, standards development, and access to high-level conversations with ambassadors, legislators, administrators, and industry leaders.Mr. Dino Cataldo Dell'Accio (https://gbaglobal.org/members/dcdell/) will also be a featured speaker at the Future of Money, Governance, and the Law (https://gbaglobal.org/fomgl/) conference at the National Press Club in Washington, DC on May 23-24, 2023.For more information about the GBA, please visit https://gbaglobal.org.Contact:Gerard DacheExecutive DirectorGovernment Blockchain Associationgerard.dache@GBAglobal.org Copyright 2023 ACN Newswire. All rights reserved. (via SEAPRWire)

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HSM Advisory and Fujitsu Highlight Paradigm Shift in the Ways we Work in Global Research on Hybrid Work

TOKYO, Mar 22, 2022 - (JCN Newswire via SEAPRWire.com) - HSM Advisory and Fujitsu Limited have published a joint research report on the current state and future of hybrid work, which sits at the convergence of the digital and real-world. The report introduces Fujitsu and HSM Advisory's Sustainable High Performance Model that highlights key success factors for hybrid work initiatives, offering a framework to enhance employee productivity, promote creativity, and deliver better customer experiences. In this joint report, HSM Advisory and Fujitsu introduce strategies for realizing effective hybrid working derived from the experiences and lessons learned during the past two years of the COVID-19 pandemic, which redefined the ways in which organizations work. The report concludes that holistic approach encompassing purpose, culture, management, autonomy, performance, and innovation proves essential to embedding effective hybrid working practices.You can watch the video message from Lynda Gratton and Hiramatsu Hiroki from the link below.Fig. Sustainable High Performance ModelVideo message from Lynda Gratton and Hiramatsu Hiroki: https://www.youtube.com/watch?v=bosMD9fY4OU&feature=youtu.beYou can watch the video message from Lynda Gratton and Hiramatsu Hiroki from the below.Lynda Gratton, Professor of Management Practice at London Business School and founder of HSM Advisory comments "We are pleased to be working with our partner Fujitsu to conduct this very important study. Through a series of interviews and focus group sessions conducted as input to this report, we gained new insights into how companies and managers are responding to the shift to hybrid work."Hiroki Hiramatsu, CHRO at Fujitsu Limited comments, "With our successful 'Work Life Shift' initiative, Fujitsu has demonstrated its global leadership in the development and execution of new work styles that empower employees to realize their purpose, as well as the company's. As we strive to make hybrid working a reality, we remain focused on building autonomy and mutual trust between employees and the company. This report reflects our hope that the efforts of Fujitsu and HSM Advisory will contribute to the wellbeing and creativity of organizations and serve as a model for other organizations exploring new ways of working."Moving forward, HSM Advisory and Fujitsu will continue to research, demonstrate, and implement hybrid working models that improve employee wellbeing and bring together diverse talent to drive innovation in the workplace and beyond.A paradigm shift in the ways we workThe onset of the COVID-19 pandemic has served as a catalyst for change, challenging our most basic assumptions about how, when, and where we work. In response, many organizations have shifted to hybrid working, as employees grapple with the challenges of collaborating effectively across differences in both time and place. At the same time, with many employees enjoying greater autonomy, some organizations have leveraged the freedoms and flexibility offered by hybrid working models as a way to stand out amidst an increasingly competitive global labor market. Designing new ways of working that drive both performance and wellbeing now represents a key concern for organizations looking to attract and retain top talent.Survey Report SummaryHSM Advisory and Fujitsu began a joint study in August 2021 to gain better insight into these themes. In this joint study, Fujitsu and HSM Advisory surveyed how leaders, employees, and organizations are responding to the challenges and opportunities of hybrid work. Adopting a cross-organizational, global approach, we have developed a Sustainable High Performance model to support organizations in the redesign of work.Through this research, we hope to share best practice and insights into redesigning work.The research, undertaken in partnership with HSM Advisory from August to November 2021, consisted of interviews with 9 Fujitsu Leaders and 46 Fujitsu employees, and 4 Fujitsu Client leaders. This was followed by a survey, shared broadly through Fujitsu and HSM networks, which gathered data about the experiences of an additional 200 people. Further insights were derived from 8 leaders from HSM advisory partnerships.Notes to editors:Fujitsu introduced its own "Work Life Shift" initiative in July 2020 to redefine working styles for thousands of its employees. As employees worked from home, Fujitsu aimed to ensure that their experience was empowering, productive and creative, with the goal of boosting innovation and delivering new value to customers.About FujitsuFujitsu is the leading Japanese information and communication technology (ICT) company offering a full range of technology products, solutions and services. Approximately 126,000 Fujitsu people support customers in more than 100 countries. We use our experience and the power of ICT to shape the future of society with our customers. Fujitsu Limited (TSE:6702) reported consolidated revenues of 3.6 trillion yen (US$34 billion) for the fiscal year ended March 31, 2021. For more information, please see www.fujitsu.com.About HSM AdvisoryHSM Advisory is a specialist research and advisory group founded by Professor Lynda Gratton of the London Business School. Lynda is one of the world's leading thinkers on the future of work and organizational behavior. For more information, please see https://hsm-advisory.com/. Copyright 2022 JCN Newswire. All rights reserved. (via SEAPRWire)

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Retrenchment task force working with laid off Panasonic workers: Tan See Leng

SINGAPORE - The retrenchment task force and various other government agencies are at the forefront in working with Panasonic workers who have been retrenched, said Manpower Minister Tan See Leng on Friday (Sept 24). He was responding to media queries on the measures taken to support some 700 Panasonic workers laid off, with the electronics giant Panasonic announcing on Thursday that it is shutting down its refrigeration compressor manufacturing operations in Singapore. Dr Tan noted that the taskforce, together with the labour movement, the Employment and Employability Institute and Workforce Singapore, are working with the affected employees. "They are also working with the company to see how we can match (the workers) with the new jobs that are available," he said. He added that recent reports have shown that Singapore has currently more vacancies than jobseekers . "So, we hope to be able to place them as quickly as possible," he said. Last week, the Ministry of Manpower (MOM) reported that job vacancies in Singapore reached an all-time high of 92,100 in June. There were 163 job openings for every 100 unemployed persons in June. Many positions were in construction and manufacturing, which are usually taken up by foreigners but cannot be filled owing to border restrictions. Meanwhile, there was also sustained demand in growth sectors like financial and insurance services, professional services, and information and communications. Dr Tan added: "Now, the road ahead is still going to be bumpy. And I think we need to continue to stay vigilant, and also at the same time, keep our eyes and our fingers on the pulse of the economy, and also on the different industries." He noted that Singapore is seeing a K-shaped recovery, where outward-looking industries like wholesale trade, finance, professional services and information and communications, will continue to see an increase in hiring and growth. But other inward-looking sectors, as well as those in hospitality and aviation, will still face significant challenges, he said. "So the key thing that I hope we can achieve is to encourage and nudge companies to continue to think how to innovate, how to pivot to keep ahead, and to keep in sync with (international) trends, which are heading towards Industry 4.0," he said. More on this topic   Related Story Jobs Growth Incentive scheme to spur hiring of Singaporeans extended to March 2022   Related Story Retrenchments in S'pore rose slightly in Q2, with more on short work weeks, temporary layoffs

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Back to the office from Aug 19 but hybrid work is here to stay

SINGAPORE - On Thursday (Aug 19), Singapore will ease restrictions, giving companies the green light to bring more staff back to the office. Even so, most employers - including Singapore's largest, the Government - expect hybrid working-arrangements to be a permanent feature of the post-pandemic world. "The Public Service is working towards supporting greater work flexibility in the post-Covid new normal," a Public Service Division spokesman told The Straits Times. "This will go towards meeting the needs of officers, and at the same time balancing organisational needs." Two weeks ago, the multi-ministerial task force tackling the pandemic announced that working from home would no longer be the default from Aug 19. Instead, up to 50 per cent of employees able to work remotely would be allowed back into the office. This has not been the case since May 8. Companies had scrambled to make hybrid work possible - sometimes haphazardly - when Covid-19 first arrived in Singapore last year. But after more than a year of such arrangements, most firms and their staff seem to have found a rhythm. Law firm Dentons Rodyk said it plans to allow employees a fixed number of work-from-home days each week, with more flexible reporting times. At the same time, it is considering making social and cohesion activities mandatory, given that working in the office may not be compulsory. "This is to ensure the culture of our firm - one of familial cohesion and camaraderie - does not erode with the hybrid work model," said Mr Loh Kia Meng, the firm's chief operating officer. The law firm is also planning to implement a "buddy system" to foster greater engagement between colleagues, and engage a professional counselling agency to help support staff mental well-being. Other companies, including DBS and security provider Certis, said they are redesigning their workspaces to reflect a growing priority - collaboration. But both acknowledged the positives of working from home, with DBS saying it plans to give all employees the flexibility to work from home up to 40 per cent of the time. More on this topic   Related Story Working from home but burning out   Related Story Work amid the pandemic: How companies transform to adapt to a hybrid work arrangement Food and facilities management firm Sodexo, which helps companies implement return-to-work incentives, added that many employers are experimenting with different ideas. These range from providing relatively basic perks such as free snacks and office meals, to more elaborate solutions like having baristas in the office once a week. "These incentives support employee engagement, allowing people to re-establish social connections they might have lost over the past 18 months," said Ms Jessica Carr, managing director of Sodexo's in-house workplace consultancy Wx. A thing to keep in mind is that employees will likely have varying preferences onreturning to the office, observed Mr Lee Yun-Han, director of human capital consulting at Deloitte Southeast Asia. He added that younger workers or caregivers, for example, are likely to be in favour of the flexibility that remote working enables. "Companies need to have flexibility in processes and policies to cater to both ends of the spectrum," he said. "The option to work from home... will become one of the key aspects in attracting and retaining talent." No matter the arrangements, employers will have to walk the talk. If spurring collaboration is cited as the main reason for having workers return to the office, the physical space and working style should be redesigned to reflect this, said Ms Jaya Dass, managing director for Singapore and Malaysia at recruitment firm Randstad Singapore. She suggested updating human resource policies to reflect the new work conditionsand conducting regular employee surveys to understand how employees feel about the new model of doing things. "Employees who come back to the office only to find that they are reverting to old ways of working will be curious to find out what collaboration means to them," she added.   Related Stories:  Related Story Not just coughing and sneezing - talking and singing can also spread Covid-19: NUS study Related Story Xi signals that China's zero-tolerance approach to Covid-19 will not change Related Story Uncontrollable Covid-19 spiral in Japan akin to a natural disaster: Experts Related Story Signs of a third Covid-19 wave in at least 10 Indian states Related Story Suspected saline switch sparks Covid-19 vaccine stir in Germany Related Story Thai volunteers provide lifeline to elderly, sick cut off by Covid-19 pandemic Related Story How Spain took the lead on vaccinations against Covid-19 Related Story US CDC recommends Covid-19 vaccination for pregnant women Related Story Moderna vaccine may be superior to Pfizer vaccine against Covid-19 Delta variant: Reports Related Story Covid-19 fight: Is the future just a spike protein stamping on a human face, forever?

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Schools, polytechnics and ITE started fast-and-easy Covid-19 testing in July: MOE

SINGAPORE - Staff working at schools, polytechnics and the Institute of Technical Education (ITE) have had to do fast and easy testing (FET) for Covid-19, swabbing themselves since mid-July, while autonomous universities here will start testing when term resumes this month and next. Cleaners, teachers and canteen vendors are among the staff at educational institutions who test themselves using Antigen Rapid Test (ART) kits, under the supervision of a trained staff member. They have to do a test every 14 days, the Ministry of Education (MOE) told The Straits Times on Thursday (Aug 5). The FET requirement was introduced in June as part of a set of measures for staff working in higher-risk settings that involve unmasked individuals. They include teachers, coaches and instructors who interact with students in settings like physical education lessons, sports activities, music and drama classes and performing arts co-curricular activities. Food and beverage operators such as canteen vendors and cafe staff must also be tested, along with cleaners in schools that have unvaccinated students under the age of 12 or whose duties include cleaning venues where unmasked activities take place, like canteens and sports facilities. On Wednesday, the National University of Singapore (NUS) announced in a circular sent to students that it would implement FET from Aug 10. NUS staff and students will be given ART kits and the frequency of their testing will depend on their vaccination status and whether they are residents on campus. More on this topic   Related Story 129 students, 17 school staff have tested positive for Covid-19 in the past three months: Chan Chun Sing   Related Story Students who get MOH health risk warning can return to school after Covid-19 negative swab test

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NParks working with town councils to stop use of poison in wildlife control measures

SINGAPORE - The National Parks Board (NParks) is working with town councils to stop the use of poison in animal control measures. Senior Minister of State for National Development Sim Ann told Parliament on Tuesday (Aug 3) that NParks does not use poison in its efforts to control pest birds. "NParks is also working with the town councils to encourage them to move away from the use of toxins and to adopt animal control measures and practices that are humane and safe," she said. Ms Sim was responding to questions from Mr Louis Ng (Nee Soon GRC), who asked if NParks could stop the practice of poisoning wild animals as it is often not only members of the target species that die. "There's a huge knock-on effect. Just recently, Acres rescued a white-bellied sea eagle which had consumed the poisoned wildlife," Mr Ng said, referring to the non-governmental organisation, the Animal Concerns Research and Education Society (Acres). "Thankfully, it has recovered and was released back into the wild but there are many cases where cats, dogs and other animals consume the poisoned animal and subsequently dies. "So can I ask whether we can stop this practice? Not have measures in place during the poisoning exercise but stop this practice altogether." Mr Ng had also asked if the National Development Ministry will develop an action plan for urban wildlife management focusing on co-existence rather than removal of wildlife. Ms Sim said NParks works closely with various stakeholders such as nature groups, academics, agencies and the community on various initiatives. These include developing educational resources and outreach initiatives to advise the community on how to respond to wildlife sightings and working with nature groups on matters like wildlife rescue, rehabilitation and release, she added. "Notwithstanding this, NParks may have to carry out measures such as the removal of wildlife to safeguard public safety, where needed," Ms Sim said. She added: "NParks will continue to work closely with the community to promote harmonious human-wildlife co-existence, as part of our efforts to transform Singapore into a City in Nature. "All of us can also play our part by not feeding wildlife, keeping our residential areas clean and appreciating wildlife from a safe distance." More on this topic   Related Story NParks to open wildlife rehabilitation facility as Singapore becomes a City in Nature   Related Story Experts working on map to help S'pore's wild animals navigate fragmented forests

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GBA Healthcare Working Group Releases White Paper as First Asset in Blockchain Ethical Design Framework for Healthcare

Washington, D.C., Mar 8, 2021 - (ACN Newswire via SEAPRWire.com) - Beginning early 2020, the Government Blockchain Association (GBA) Healthcare Working Group (HWG) began undertaking the development of an ethical design framework for blockchain solutions in the healthcare industry as a service to the public. The GBA HWG is releasing the first asset in the Blockchain Ethical Design (BED) Framework for Healthcare in the form of a White Paper. "We are excited to offer this guidance to healthcare policymakers, decision-makers and innovators in implementing blockchain featured technology in the healthcare space. The BED Framework for Healthcare is being developed collaboratively by members in the HWG including caregivers, entrepreneurs, healthcare technologists and legal professionals from around the world. We cover a comprehensive spectrum of use cases, regulatory and legal scenarios, and procedural insights based on real world experience in healthcare technology innovation. This White Paper is only the first asset in a suite of guiding tools the GBA HWG will be releasing through 2021, and we are looking forward to the feedback of our audience," Marquis Allen, GBA Healthcare Working Group Chair The purpose of this publication is to:- Identify potential ethical issues of blockchain used in health service delivery- Discuss potential ethical issues for stakeholders across the healthcare ecosystem including regulatory and compliance segments- Propose a conceptual framework of blockchain ethics as it applies specifically to its design, implementation and use in healthcare. - Create an outline from which the Blockchain Ethical Design (BED) Framework for Healthcare and its assets, tools, documents and content will be developed by the GBA HWG. - Raise awareness and stimulate further debate on the ethics of blockchain in the healthcare IT, health system governance and regulatory communities.The GBA invites you to contact them for more information.Learn more about the GBA: gbaglobal.orgFor more information about the GBA Healthcare Working Group: gbaglobal.org/HWGTo download the whitepaper: gbaglobal.org/downloadContact: Kathy Dache @ Kathy.Dache@gbaglobal.org Copyright 2021 ACN Newswire. All rights reserved. (via SEAPRWire)

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AI in healthcare: Helping assess risk of patients falling in wards, 3D holograms to assist doctors

SINGAPORE - From a computer model that predicts how likely patients are to fall over to a device that creates 3D holograms to assist doctors, the healthcare of the future is looking towards artificial intelligence (AI). These new developments were showcased last Friday (Dec 11) by the National University Health System (NUHS) at the Singapore Healthcare AI Expo. "There is a digital transformation coming to the whole of society," said Professor Yeoh Khay Guan, chief executive of NUHS. "Healthcare systems are transforming worldwide and we must be ready for that." Increasing efficiency is a goal of Dr Siti Zubaidah Mordiffii and her team. The assistant director of nursing at the National University Hospital (NUH) is working with collaborators to create an AI-enabled model that can analyse a multitude of data and produce a faster, more comprehensive and more accurate prediction for fall risks for wards. Assessing such risks is critical in preventing falls and fall-related injuries for hospital patients. Nurses perform evaluations daily, but there is only so much they can do. "It's unimaginable to take into consideration all the factors that we need," said Dr Siti. "Too many, and the nurses will get very confused and fatigued." Meanwhile, another arena being explored is the use of mixed reality (MR) in healthcare. For the past year, NUHS has been working with Microsoft and German company apoQlar on using 3D holographic imaging for medical purposes. Their aim is to synthesise many forms of data such as MRI and CT scans into a fully interactive 3D hologram, for example of a patient's skull or tissues. This can be overlaid on the real world using HoloLens2, a MR device produced by Microsoft. It opens up different ways of improving healthcare, such as increasing patient safety and operating efficiency. "It offers the opportunity for us to streamline everything we do," explained Dr Gao Yujia, programme lead of NUHS HoloMedicine. "Even on a trial basis... It is something that has endless possibilities." Professor Ngiam Kee Yuan, group chief technology officer at NUHS, added: "We designed this in a programmatic approach because we see more than one use for this... such as in administration and education." Prof Ngiam also leads a team of NUHS researchers as the only representatives for Singapore and Asia in 4CE, an international consortium studying the effects and epidemiology of Covid-19. More on this topic   Related Story Local health bodies and tech firms using AI to fight Covid-19   Related Story Tapping AI to battle Covid-19 AI is also having an impact on cancer treatment. For over two years, NUHS has been working with China-based Ping An Health Technology on a clinical decision platform for managing gastroesophageal cancers. Currently, the "gold standard" for cancer treatments is having a multidisciplinary team (MDT) with various specialists who discuss patient cases and decide on a treatment plan, said Professor Jimmy So, head of surgical oncology at the National University Cancer Institute. "As you can see, this process is quite labour-intensive and resource-heavy," Prof So added. "Unfortunately, this type of MDT is also not available for many smaller hospitals or clinics." With the new platform, the first of its kind in Singapore, oncologists can enter a patient's information and receive updated treatment recommendations. These will be based on evidence from the latest medical research, which will hopefully help health professionals strapped for time. More on this topic   Related Story Using AI to interpret eye images for major health risks   Related Story Cyber security, 5G, AI 3 key drivers of post-Covid-19 digital economy

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7 Myanmar nationals arrested on suspicion of working illegally at Lim Chu Kang farm

SINGAPORE - Seven Myanmar nationals suspected of working illegally at a farm in Lim Chu Kang have been arrested. The seven, all men, were found sleeping in six makeshift shelters on the vegetable farm in Sungei Tengah Road during a joint operation by the Immigration and Checkpoints Authority (ICA) and the Singapore Police Force on Monday (Nov 9). In a statement on Thursday, the ICA said that during preliminary investigations, the men, aged between 30 and 42, admitted that they had been staying in Singapore without valid immigration passes and had been working on the farm without valid work passes. The authorities are still investigating. The ICA warned that those who overstay in Singapore face a jail term of up to six months and a minimum of three strokes of the cane. It added that it takes a firm stance against any person who employs immigration offenders. Anyone found guilty of employing an immigration offender is liable to be punished with imprisonment for a term of at least six months and up to two years, and a fine of up to$6,000. The ICA said: "Singaporeans and home owners are reminded to exercise due diligence in checking the status of foreigners before offering them employment or renting out their premises." It added that immigration offenders would not find Singapore attractive "without the prospect of illegal employment or shelter".

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Hitachi: “Paperless & Office” Innovations to Achieve New Workstyles in the New Normal

TOKYO, Oct 27, 2020 - (JCN Newswire) - Hitachi, Ltd. (TSE:6501) announced today that it is undertaking efforts with a view toward adopting new workstyles under the "New Normal," in which a use of "Working from Home" will be the standard, starting from April 2021. Initiatives will include process innovations and office innovations, such as eliminating personal seals (commonly used in Japan in place of signatures), and reducing paper usage by about 500 million pages per year. At the same time, Hitachi will further promote a "Time- & Location-Free" workstyle, in which employees are not required to work at a specified office location.Hitachi will further encourage a diversification of workstyles, in which "Working from Home" serves as a driver for innovations. Furthermore, to draw out the full potential of each employee and increase productivity, it will apply frameworks based on job descriptions and performance management to further accelerate the transition to job-based human resources (HR) management, in which each employee's work, role, and the expected output are clearly defined.Main initiatives targeting new workstyles under the "New Normal"1. Process innovations eliminating the use of paper and personal sealsUp to now, one of the main factors necessitating an employee's presence in Japanese offices was the need to put their personal seal on documents. By the end of FY2021, the use of personal seals for the internal operations will be completely eliminated, and work processes will be reviewed, as the company undergoes a migration to an Internet-based workflow system. The use of personal seals in interactions with outside parties will be coordinated with the persons involved, as part of efforts to adopt electronic documents and processes. Specifically, in October 2020, Hitachi began using an electronic signature service provided by the Hitachi Group in sales and procurement operations. In addition to cutting back on the use of personal seals, an in-house paperless promoting project was initiated, targeting a reduction in the Hitachi Group's annual use of paper in Japan (excluding listed group companies) from 700 million pages in FY2019 (converted to A4 size) to about 200 million pages in FY2020 (approx. 70% reduction). Through these initiatives and co-creation activities, Hitachi will increase the social value and environmental value of not only Hitachi but also various stakeholders including the customers.2. Office innovationsBy clearly defining the types of work done in each of three workplace categories--Base Offices, Satellite Offices, and Working from Home - Hitachi will enable employees to flexibly choose where they will work, depending on the nature of the task at hand. Base offices will incorporate a "free address" format, in which desks are not assigned to increase office efficiency, and the office space itself will change in keeping with the way in which space is used; for example, with enhanced real communication space, or the installation of private soundproof booths for online communications. In addition, to support remote environments, in January 2021, Hitachi will begin introducing new client PCs that are not susceptible to communication delays even when connected from external networks.3. Support for "Working from Home" managementTo promote smooth communication and management in working from home, Hitachi started management training in October, targeting Hitachi Group managers including 8,000 managers of Hitachi, Ltd. The managers can learn skills and knowledge necessary for daily management in working from home. We support activation of mutual communication between managers and subordinates and the effective operation of online meetings.Promotion of Job-based HR managementIn order to expand Social Innovation Business on a global scale, Hitachi has been shifting to Job-based HR management starting from development of global HR management platform in FY2011*.The Job-based HR management, which Hitachi is aiming for, is maximizing the performance of both organizations and individuals by visualizing both "responsibilities" and "human resources" and assigning the right people for the right positions.For managers and subordinates to achieve individual performance goals and growth through further activated communications, Hitachi plans to introduce frameworks for "visualization" such as Job Descriptions and Talent Reviews until FY2020, linking them with existing Performance Management.Since it is important for each employee to deeply understand Job-based workstyles and work autonomously, the Company will communicate the overview of Hitachi's "Job- based HR management" to all employees by organization role and layer.In specific, Hitachi will promote understanding of Job-based workstyles through various opportunities and methods such as providing information via a new intranet site (from October) and e-learning programs (from November), interactive dialogue in small number, and discussion and exchanges of opinions at town hall meetings and training programs.*Please refer to the following news release of the details of Hitachi's global HR management initiatives in the past. http://www.hitachi.com/New/cnews/month/2017/11/171128.htmlAbout Hitachi, Ltd.Hitachi, Ltd. (TSE: 6501), headquartered in Tokyo, Japan, is focused on its Social Innovation Business that combines information technology (IT), operational technology (OT) and products. The company's consolidated revenues for fiscal year 2019 (ended March 31, 2020) totaled 8,767.2 billion yen ($80.4 billion), and it employed approximately 301,000 people worldwide. Hitachi drives digital innovation across five sectors - Mobility, Smart Life, Industry, Energy and IT - through Lumada, Hitachi's advanced digital solutions, services, and technologies for turning data into insights to drive digital innovation. Its purpose is to deliver solutions that increase social, environmental and economic value for its customers. For more information on Hitachi, please visit the company's website at https://www.hitachi.com. Copyright 2020 JCN Newswire. All rights reserved. www.jcnnewswire.com

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