The PRWIRE Press Releases https:// 2019-07-03T02:22:51Z Bendigo Writers Festival 2019 program 2019-07-03T02:22:51Z bendigo-writers-festival-2019-program-1 Bendigo Writers Festival has unveiled the full three-day program for August 9 to 11, with a galaxy of stars and a supernova of sessions set to light up the end of winter. “We’ve dusted off the mirror balls, for a bit of retro party-time,” Capital Venues and Events manager David Lloyd says. “With a new venue to add to our constellation, the Festival Precinct will now be even more accessible and welcoming, so audiences will enjoy hearing all the absolutely brilliant writers on this year’s program.” The Festival launch was held at Bendigo Bowls Club, which will host sessions throughout the day, and then become the Festival Club on Friday and Saturday nights. Festival director Rosemary Sorensen announced the international writers on the program, as well as some of the 150 Australian speakers heading to Bendigo in August. Festival guest Greg Fleet spoke about the writing life, as a comedian, memoirist and novelist. Feature events in Ulumbarra Theatre at the Festival this year include Friday night’s World of Food with Food Safari presenter, Maeve O’Meara. On Saturday night, world-renowned astrobiologist Paul Davies tackles the biggest question of them all - What Is Life? And for a dazzling finale, the internationally acclaimed surgeon Munjed Al Muderis will present the Closing Address on Sunday at 4.30pm, talking about how hope and courage can change lives. “Gastronomy is big on this year’s program,” Ms Sorensen said. “We are keen supporters of the City of Greater Bendigo’s bid to become a UNESCO City of Gastronomy, so we have food writer Jill Dupleix, sustainable farmer Charles Massy and food-and-mood expert Felice Jacka, on the program. “We’re welcoming British philosopher AC Grayling for discussions about democracy, criminal psychologist Julia Shaw, to talk about evil, and from New York, Min Jin Lee, to talk about Korea.” Also on the program: Clementine Ford on Boys Will Be Boys Louise Milligan on Cardinal John Marsden on Parenting Alan Kohler on Money and Ethics Benjamin Law on Growing Up Gay Ranjana Srivastava on A Better Death Speakers include Peter Doherty, Chloe Hooper, Kerry O’Brien, Ginger Gorman, Kate Forsyth, Jessica Rowe, Don Walker, Greg Fleet, Jane Caro and Don Watson. The Text Marks the Spot free schools program takes place on Friday, and a new series of Entrée Events on Friday morning give audiences a chance to get out and about in Bendigo. “We’re delighted to be collaborating with the Great Stupa of Universal Compassion, for an event with the “bad Buddhist”, Meshel Laurie,” Ms Sorensen said. “And in the heart of Bendigo, at the beautiful Soldiers Memorial Institute Military Museum on Pall Mall, there’s a first-time event about the women poets of Central Victoria writing during the First World War. “There’s a special launch too, of a new book about Bendigo, called Sludge, to be launched by John Brumby, Chancellor of La Trobe University.” Bendigo Writers Festival is presented by the City of Greater Bendigo in partnership with La Trobe University and supported by Bendigo Tourism. Study finds Australians are concerned for their mental health at work 2019-06-25T23:07:49Z study-finds-australians-are-concerned-for-their-mental-health-at-work New data released by data analytics and online visibility management platform SEMrush suggests Australians are concerned for their mental wellbeing at work or they’re trying to make ends meet by looking for a second job as a cleaner or truck driver – further supporting the rise in May’s underemployment figures released by the Australian Bureau of Statistics. The words ‘bullying’, ‘harassment’, ‘diversity’ and ‘discrimination’ were among the most used keywords for online searches associated with “at work” search terms made by Australians between May 2018 to May 2019. “The high-ranking search for ‘diversity at work’ is a positive sign, which could reflect the desire of Australians looking to work within a work culture that offers variety, however, our findings suggest that Australians are more concerned with their mental health or navigating unpleasant experiences in their workplace culture,” said Olga Andrienko, global marketing director, SEMrush. In the State of Workplace Mental Health in Australia report, only 52% of employees said they believe their workplace is mentally healthy compared to 76% for physical safety. The report also stated it is estimated that untreated mental health conditions cost Australian workplaces approximately $4.7 billion in absenteeism, $6.1 billion in poor productivity at work and $146 million in compensation claims. This sentiment is further supported by additional SEMrush findings, when comparing May 2019 with May 2017, which revealed online searches for ‘gaslighting at work’ recorded an alarming 30,100% increase. Other search increases during this same period included mental health (5,600%), drug testing (4,900%) and conflict (2,000%).  The online work search study also found that between April 2018-April 2019 the most popular types of job searches were for cleaning, truck driving and social work. The data suggests that more people are looking for part-time roles as second jobs or which offer flexible work options around study or family commitments. Searches for nursing, flight attendants and library jobs were also popular, followed by accounting, nanny, graphic designer and dental assistant. In terms of companies of interest, the SEMrush study hints students or people looking for part time hours influenced searches as retailers and fast food outlets dominated the list. Despite “work from home” ranking well ahead as the top searched Australian place of work, Coles, hostel work, Google work and Woolworths made the top five searches. This was followed by McDonalds, Kmart and KFC. Searches for employment overseas found Canada to be the most researched destination Googled by Australian residents. This was followed by work opportunities in Australia, Japan, UK, New Zealand and the United States. On a final note, when studying the top searches related to the search terms ‘working with’, it seems many prefer to work with children as this category was by far the most popular search. This was followed by ‘working with diverse people’ and ‘working with idiots at work’. To find out more visit ### About SEMrush SEMrush is an online visibility management and content marketing SaaS platform that ensures businesses get measurable results from online marketing. Trusted by more than 3,000,000 marketing professionals, SEMrush offers insights and solutions for companies in any industry to build, manage, and measure campaigns across all marketing channels. With 30 tools for search, content, social media and market research in the platform, data for more than 140 countries, seamless integration with Google and task management platforms, SEMrush is now a must-have solution for all companies who are serious about online. Search methodology: SEMrush estimate search volume using our proprietary algorithm based on processing of anonymized clickstream data provided by third-party data providers. More precisely, we built the model that allows us to estimate search volumes and trends based on real user activity in search engines. We use this data to calculate search volumes on global, national, and even local levels.  The Goethe-Institut’s Girls’ Day returns with Superstars of STEM 2019-06-17T02:57:13Z the-goethe-institut-s-girls-day-returns-with-superstars-of-stem MELBOURNE, Australia, June 12, 2019 - The Goethe-Institut in Australia is pleased to announce the return of the STEM career orientation event Girls’ Day on June 19th 2019. Australia-wide, over 300 female high-school students will visit companies and universities to find out more about professions in fields such as science, technology, engineering and research. Sonja Pluess, STEM Project Coordinator at the Goethe-Institut, is excited that Australia has once again joined Germany and over 20 other countries worldwide who have organised Girls’ Day programs in 2019. “The response this year has been fantastic. It’s enabled us to organise an extended program that now includes agricultural science, biology, astronomy and veterinary science. We are also very pleased to have three 2019 Superstars of STEM as hosts - Dr Sonja Dominik from CSIRO Agriculture and Food, Dr Deborah Bower from the University of New England and Dr Jennie Mallela from ANU Research School of Biology” she said. Eva Baker, the Goethe-Institut Deputy Director and Head of Language, is hoping the day will inspire more Australian young girls to pursue a career in STEM. “Since Girls’ Day started in Germany in 2000, there has been strong growth in the employment of women in scientific and technical professions. For many German companies, Girls’ Day has evolved as an important part of their recruitment strategy. The Goethe-Institut will continue to support Girls’ Day as part of our commitment to promoting STEM and CLIL (Content and Language Integrated Learning) in Australia” she said. Our 2019 Girls’ Day hosting partners: • CSIRO Agriculture and Food (Armidale NSW)• University of New England (Armidale NSW)• ANU Research School of Astronomy & Astrophysics (Canberra)• ANU Research School of Biology (Canberra)• ANU Research School of Earth Sciences (Canberra)• CSIRO Manufacturing (Melbourne) • Monash Biomedicine Discovery Institute (Melbourne) • Monash University - Material Science and Engineering (Melbourne)• Gruen Eco Design (Melbourne)• The Centre for Advanced Imaging - University of Queensland (Brisbane)• University of Sydney School of Veterinary Science (Sydney). Interviews or media opportunities with our Girls’ Day hosts can be arranged on request. More information To find out more information, visit our Girls’ Day online portal at  Watch our Girls' Day Promo video Dr Sonja Dominik’s Superstars of STEM profile Dr Deborah Bower’s Superstars of STEM profile Dr Jennie Mallela’s Superstars of STEM profile Contact: Sonja PluessProject Co-ordinatorGoethe-Institut Australiasonja.pluess@goethe.dePhone: 03 9864 8920            About the Goethe-InstitutThe Goethe-Institut is the cultural liaison between Germany and Australia. We are a not-for-profit, independent cultural organisation with a global reach. Our mandate is to promote the study of the German language abroad, and to encourage and facilitate international cultural exchange. The Goethe-Institut has 159 branches in 98 countries. Our branch in Melbourne was founded in 1972, followed by the Sydney branch in 1974. We work with partners and networks across Australia. Step Directly into your Target Audience at a Trade Show 2019-06-12T02:36:35Z step-directly-into-your-target-audience-at-a-trade-show Place your brand in the very middle of hundreds of members of your target audience at once – literally! Trade shows are a brilliant promotional strategy to acquire new prospects whilst in a competitive environment. Trade shows are generally industry-based, where consumers interested in beauty and skincare can attend a beauty convention, or passionate photographers can visit a photography trade show. Since only specific customer segments attend, you can sell and promote directly to customers interested in your industry and area of expertise, whilst avoiding uninterested by-passers you would come across during general shopping centre promotional activities. Attendees of trade shows attend due to their keen interest in the industry and are therefore likely to take to your brand offerings. Additional benefits of participating in a trade show include the following: - Create brand awareness.  - Enhance existing customer relationships by providing a physical touch point between the brand and customer, if the brand is currently only available online. - Widen customer database and expand distribution through acquisition opportunities. Encouraging membership sign-ups of attendees allows gathering of personal customer data. - Generate leads and prospects. - Form new B2B relationships and opportunities for future partnering. - Trade show hosts are briefed on your brand to ensure sufficient knowledge of your products/services, so they can project your brand’s energy and vision within their interactions with customers throughout the day. Outsourcing trade show staff allows your own employees to remain focused on core business activities in your office, for improved productivity. - May include product demonstrations which attract attention, directly show benefits and features of the product, or even encourage attendees to touch or try it out. For example, a VR company at a gaming trade show encouraging attendees to try a game. Some factors that your team should consider when contemplating getting involved with a trade show include: - Time. Unlike many promotional activities (such as flyer distribution) that generally last only a few hours, committing to a trade show means committing at least one day – if not two or three – to the event. A longer running trade show, although tiring, means longer exposure time to generate and build meaningful and impactful customer relationships. On the day of the event, travelling, setting up and participating can be time-consuming, but pre-planning, organising and designing promotional content before the event, and measurement of results after the event take additional time but are worth the effort. - Cost. Trade show events can be costly to participate in, as well as the promotional and planning activities beforehand and potentially measurement afterwards. - Competition. The nature of the industry-based event is competitive, with a high chance of significant competitors also attending. - Measurement of results can be difficult, as much of the data is qualitative and subject to interpretation. However, quantitative data such as numbers of goodie-bags given out, and number of sign-ups collected are quantitative and easily measured. - Ensure marketing objectives, goals, strategy, event plan/process, event promotion, time constraints and speaking scripts are all met. For trade show host inquiries call AMS Promotions on 1300 368 969 or email Trying Before Buying with Product Demonstrators 2019-06-06T02:02:43Z trying-before-buying-with-product-demonstrators It’s simple. Customers who try are more likely to buy. Product demonstrators and product samples are a great way to build an immediate relationship with customers and enhance brand awareness amongst a wide audience. Essentially, this method gives potential customers an experience with your brand or product (whether high or low-involvement) – such as watching a demonstration of a new blender making smoothies at a health food convention, sitting in a Tesla in a shopping centre, or trying out a new brand of chocolate in a supermarket. This encourages purchase or simply puts the brand or product in the consumer’s mind in the first place. It has been found that 41% of shoppers who view a demonstration complete their experience with a purchase – low-involvement products in supermarkets almost immediately, with the taster feeling compelled to give back to the demonstrator/sampler for their service or simply desiring more of the product after the ability to try it whilst out-and-about.   Consumers are savvy and don’t enjoy spending money on unknown products without knowing the value they provide, so allowing them to try before they buy directly shows the benefits and builds a trusting relationship between your brand and the consumer. Having this direct interaction and involving the audience and their five senses not only deepens the potential relationship, but also allows your brand to gain immediate feedback involving target audience desires, competitors and first impressions which can be used for future improvements. Potential considerations in using a product demonstrator may include: ·       -  Identifying the unique characteristic and choosing which of the five senses to engage. For example, a demonstration of perfume must include smell; a fluffy toy must include touch, and a delicious chocolate must include taste. ·       -  Time and budget. Distributing free samples means making some products free. However, it ultimately pays off. Time and budget are also affected by hiring, training and educating staff. ·      -   Educating the demonstrator. To most effectively translate a tester into a purchase, the demonstrator or sampler must be friendly and knowledgeable about your brand in order to answer potential questions and reflect the brand’s values. For demonstrator inquiries call AMS Promotions on 1300 368 969 or email Minuteman Press Franchise in Footscray Brings Fun and Expertise to Strong Partnerships with Clients Like The Western Bulldogs 2019-06-03T15:02:04Z minuteman-press-franchise-in-footscray-brings-fun-and-expertise-to-strong-partnerships-with-clients-like-the-western-bulldogs FOOTSCRAY, VIC – Fiona McDonnell is everything you would hope to have in a marketing services provider.  She collected an impressive and diverse professional career that lends itself to finding excitement, drawing it out in people and directing it into success.  As she and her husband Ed own the Minuteman Press franchise in Footscray, this means every one of their clients can count upon digital print, design and marketing from a most respected brand in the world.  They are only gaining more respect and having a grand time while they do it, fourteen years into their franchise ownership.  Prior to buying their business, Fiona gathered experience in a range of industries. She says, “Ed, my husband and business partner, says even after 21 years together he still has trouble piecing my career together. I've done so many fun things (often having 3 jobs at once). I've been a promotional model, worked as an Assistant Fashion Buyer, helped to manage and run a very popular Irish pub, marketed and sold everything from cosmetics to car alarms and aromatherapy. I also worked for GE, Lendlease and had two or three business partnerships.” She and Ed met when Fiona was a partner in a sales training and marketing business.   Even then, they were helping people sort out the best ways to communicate.  Fiona explains, “The company trained such clients as BHP, the largest Australian mining company to manage tele sales (training scientists to be less technical and listen to their own stories to make sure they translate to a non-technical audience).” Fiona did not intend to become an entrepreneur, but Ed approached her with exactly that in mind.  She says, “I had just returned to my first full time Account Management role after having our son, Scott. I was working hiring plants and maintenance services on plants into 5 Star Hotels and Corporate Offices when Ed got the idea that a Minuteman Press centre would be our future.” For Fiona, business ownership was not going to be a full-time endeavor, until after she attended training at Minuteman Press International and became particularly enthusiastic.  “I was supposed to be part -time but got so excited by the time we attended training on Long Island, New York.”  She has a personal history with print and working in her uncle’s print business as a child.  “I was hand-collating carbon duplicate sheets. I thought that it would be the last industry I would ever work in and yet I love it. The industry offers a lot more creativity than you can imagine looking in from the outside.” As Minuteman Press franchisees, Ed and Fiona also receive ongoing local support from Minuteman Press. Andy Barratt, Minuteman Press International Regional Vice President for Melbourne, says, “Fiona and Ed make an impressive team and their hard work over the years while following the Minuteman Press franchise system has really helped them build their business and do right by their clients.” “The opportunity to spend time overseas and in Australia with peers from the Minuteman Press franchise family of owners has been far more rewarding than we could have imagined 14 years ago. I was able to attend all the big events in our son’s school life and even go on interstate camps. There is so much diversity in my career that no two days are the same - it is never boring.” – Fiona McDonnell, Minuteman Press Franchisee A service culture is really a big part of what they do and how they welcome people into long-term partnerships with measurable growth for businesses of all sizes.  “Our whole team jumps to ensure the phones are answered within 3 rings and with a smile on their faces. We keep the Minuteman Press phone credo at every phone station and ask a lot of questions to ensure we understand what people need from us before they leave the call. It has also been vital to us that while ‘the customer is always right’ we educate the customer so that expectations are managed - this is particularly important to ensure clients get value from graphic design services,” she says. Fiona gives insight into the formidable business skills earned by her husband and attributes their centre’s success to him appropriately.  "Ed revolutionised the chocolate business in Australia when he arrived as the General Manager for Russell Stover Candies.” Ed became a tremendous asset to the companies for which he worked before he bought his franchise with Fiona. “Obviously, his additional experience with Johnson and Johnson Consumer products and Pepsi made him a very competitive marketer.” Adrian is the Manager at Minuteman Press in Footscray and he has been with Fiona and Ed for 10 years.  She adds a note about employee longevity and the outright fun attached to the projects they complete each day: “Most of our team has been with us over 7 years and, like us, they enjoy the diversity of a day at Minuteman Press, where you may be printing anything from branded toothbrushes to tea canisters along with more typical jobs of business cards, magazines and publishing books.” It is as if those who come to trust Fiona, Ed and their staff are drawn first to their enthusiasm for building business together, but they stay because it is clear very quickly that Minuteman Press is a true ally, especially under pressure.  Fiona shares, “We had a client call one day to say that the pizza he ordered for the lunch took longer to arrive than our business card order - a good relationship with the couriers certainly helps to establish a reputation in the community that we are so fast - you'll get windburn if you stand in our way. We had a client going overseas the other day and I was literally dropping the job on his doorstep as he pulled his cases out the front door - he thought there was no chance the manuals would be done in time. I got the biggest hug and a fab google review!” As it is their nature to anticipate the next smart move, Fiona and Ed got into promotional products early in their business ownership, buying a client list from another printer as well as some equipment including a wide format press.  We Are The Modern Printing Industry™ is a statement they made early and one they prove with each passing year through results.  She states, “The ability to do pull up banners on the same day has saved many of our clients headed for a trade show or presentation from going empty handed. There is a lot of satisfaction when clients light up about being able to do all their corporate or trade clothing with us and at the same time provide some unique branded gifts to their clients. We have done everything from rulers and pens to marquees and media walls.” As if to firmly punctuate the great range available to their clients, she continues, “Mouse matts and pens are an everyday item around here and we love tailoring ideas to a market or launch especially for some of our time-poor clients.” In business, people love the shortcut of talking to someone who is an expert in their field and willing to show them ways to move the business forward.  Fiona expands on this, “We put the title of “solution provider” on all our Business cards for a few years to remind us that is our prime reason to do what we do. There are fast track ways to grow a business and we have done it successfully across so many industries with our clients and our own business. Marketing is not a mysterious artform; it is a proven formula. We believe if we are looking after our customers, the profit is there and so far, we have been correct on that!” The Australian Rules Football Team Partners with their local Minuteman Press in Footscray for winning results on and off the field. Sometimes two passions collide as it did for Ed when his Australian Rules Football Team, The Western Bulldogs, won the premiership in 2016 after 54 years! As Fiona says, “We are in the local community and have sponsored the "Doggies" (as they are affectionately known) long before they were winning. They have often relied on us to pull a rabbit out of a hat and get printing, pull up banners, lectern signs etc. done in double fast time frames.” Ed's faith paid off and for many years The Bulldogs have been a trusted client.  When they won the premiership flag our A2 “Woof Woof” Posters were on every seat in the stadium,” Fiona says with pride. The “Woof Woof” they printed adorned every window of every business and home in the western suburbs. She adds, “As the coach relayed his instructions to the players on TV our foam core mounted signage (for another major sponsor) was beamed into millions of homes across the country.”   At last, for another job well done, The Bulldogs displayed class in their appreciation for Minuteman press.  According to Fiona, “As a thank you for all our help and support in that winning season we proudly hosted the Premiership Trophy in our centre, allowing us and our team to be photographed at our leisure as part of the “Doggies” Championship team; and that (as the advert we printed for them says) was priceless.” Australians embrace Minuteman Press and Fiona attests to the loyalty her brand has earned over the years.  “If a company moves into our geographical location and has been using Minuteman Press they tend to favor sticking with the brand they know. I think we also have a larger online presence as we have been doing SEO/SEM not just for a long time, but effectively for a long time.  The longer we have been doing this the more brand recognition is occurring in our marketplace. Let's face it. There is something of a foot in the door when people know the brand ahead of engaging with you.”  About Minuteman Press International Minuteman Press International is the number one rated business marketing and printing franchise that offers world class training and unparalleled ongoing local support. Started in 1973 by Roy Titus and his son Bob, Minuteman Press began franchising in 1975 and has grown to nearly 1,000 business service franchise locations worldwide including the U.S., Australia, Canada, South Africa, and the United Kingdom. Minuteman Press is ranked #1 in category by Entrepreneur 28 times and 16 years in a row, including 2019. Independent franchisee satisfaction firm Franchise Business Review has also named Minuteman Press International to its 2019 Top Franchises, 2018 Top Franchise Leaders, Top Franchises for Women, and Top Franchises for Veterans lists thanks to positive reviews from our owners. At Minuteman Press, We Are The Modern Printing Industry™ providing high quality products and services that meet the needs of today's business professionals and go way beyond ink on paper. Today, our franchises offer innovative branding solutions and produce custom designs, promotional products, branded apparel, direct mail marketing, large format printing (banners and posters), signs and graphics, and much more. Prior experience is not necessary to own and operate a successful Minuteman Press franchise. To learn more about #1 rated Minuteman Press franchise opportunities and speak with one of our experienced franchise representatives at no obligation, call 0390 690 309. Continue your franchise research, watch exclusive owner videos and access Minuteman Press franchise reviews at Solera | Autodata Acquires AutoMate Training 2019-06-03T12:35:02Z solera-autodata-acquires-automate-training MAIDENHEAD, UK and SYDNEY, Australia / 3rd June, 2019 – Autodata Publishing Group Limited (“Autodata”), a Solera Holdings, Inc. (“Solera”) group company and a global leader in automotive technical information, today confirmed the acquisition of AutoMate Training Pty. Ltd. (“AutoMate”), the automotive industry’s foremost provider of online technical training and professional development platforms. Founded and based in Sydney, Australia, AutoMate has rapidly expanded from a fledgling start-up to become a globally competitive player, offering automotive eLearning to thousands of automotive professionals and workshops in more than 60 countries. AutoMate’s unique, online training programs combine cutting-edge 3D visualisation with comprehensive real-vehicle analysis - all developed by a highly-experienced team of automotive experts and specialists. AutoMate and Autodata are both trusted and valued information service providers to more than eighty five thousand independent and enterprise automotive repair shops across the world, as well as corporate clients in the automotive service, maintenance and repair (“SMR”) industry. Autodata itself is recognised as the go-to automotive data solution for workshops with many countries seeing eight in ten workshops choosing Autodata to meet their SMR and automotive diagnostics needs. Jonathan Sampson, Managing Director and founder of AutoMate said: “Joining the Solera family is a logical and exciting next step on our strategic journey as a company. This union will see AutoMate’s renowned training programs made available in new global markets and will ensure increased business growth through further product development. AutoMate’s eLearning expertise, combined with Autodata’s highly advanced diagnostic and repair data, promises to deliver new and existing customers a compelling suite of products for the automotive mechanic.” Rod Williams, Managing Director of Autodata said: “AutoMate’s innovative solutions and strong management team provide immediate value with Solera. Together we provide immense value to Solera’s 400,000+ SMR users with AutoMate, enabling us to further capitalise on the opportunity to service both our existing users and beyond with AutoMate’s solutions.” -END- About Solera Solera was founded with the mission to digitalise and empower mobility transactions across the critical 54 and 250 lifecycle touchpoints of a vehicle, delivering true transparency and knowledge to all stakeholders. Today, Solera’s leading digital technologies manage and protect life’s most important assets: our cars, trucks, homes and digital identities. The company processes more than 300 million digital transactions annually for approximately 235,000 partners and customers in over 90 countries. For more information, please visit About Autodata  Established in 1972, Autodata is a trusted world leader in providing technical information to the automotive aftermarket. Autodata develops products for use in automotive workshops for the repair and servicing of cars and motorbikes, as well as corporate solutions for companies requiring bespoke platforms or integration with Autodata’s technical information. Through long-standing relationships, all data is licensed directly from 142 manufacturers, covering 34,000 models worldwide. The new Autodata web application features 90,000 diagrams and illustrations, covering over 600,000 step by step procedures. Autodata is part of the Solera group. For more information about Autodata and its latest developments, please visit About AutoMate Founded in 2014, AutoMate has made a name for itself as the industry’s leading provider of online technical training platforms for the automotive sector. AutoMate’s suite of digital training products are designed to support technicians throughout their entire automotive career, giving them easy, on-demand access to high-tech video training, covering fundamental and emerging automotive systems. AutoMate develops these knowledge solutions for trainee and professional technicians in over 60 countries, as well as corporate solutions for companies requiring bespoke training solutions. For more information, please visit Cautions About Forward-Looking Statements This press release contains forward-looking statements, including statements about: the benefits of the acquisition of AutoMate (the “Acquisition”), including but not limited to the benefits and value of products and services to Solera’s, Autodata’s and AutoMate’s customers, either alone or in conjunction with the products and services of other Solera group companies. These statements are based on Solera’s current expectations, estimates and assumptions and are subject to many risks, uncertainties and unknown future events that could cause actual results to differ materially. Actual results may differ materially from those set forth in this press release due to the risks and uncertainties inherent in transactions of this nature, and Solera’s, Autodata’s and AutoMate’s respective businesses, including, without limitation: the failure to realize the expected benefits of the Acquisition; risks associated with and possible negative consequences of acquisitions, investments, joint ventures and similar transactions; successfully integrating AutoMate’s solutions with or into Autodata’s or other Solera group offerings, including but not limited to, continued adoption of AutoMate’s Autodata’s and the Solera group’s products and services; effects of competition on product and service pricing and AutoMate’s, Autodata’s and the Solera group’s business; Solera’s ability to obtain additional financing as necessary to support its business or operations; rapid technology changes in Solera’s industry; and effects of security breaches on Solera’s business and reputation. Solera is under no obligation to (and specifically disclaims any such obligation to) update or alter its forward-looking statements whether as a result of new information, future events or otherwise. Why Your Approach to Hiring Is All Wrong 2019-05-30T23:57:05Z why-your-approach-to-hiring-is-all-wrong Businesses are hiring more than they have ever done before, and yet they have never done a worse job of finding, hiring, and keeping great candidates. There is no shortage of articles and surveys providing evidence supporting recruiting the right person for the job is hard. Here are some reasons sited; The war for talent Not enough resources Don’t know where the candidates are Candidates don’t show for interview High drop rate after interview On the back of these dificulties, the recruitment function has been disenfranchised by greedy corporates overcharging for access to talent pools. Entry level positions are inundated with hundreds of applications and it is next to impossible to compare apples with apples, while other positions recieve no applications at all. Additionally, the candidate experience has declined to the point of non-existence, and human bias has plagued the recruitment process. The big problem is many candidates with significant potential to succeed are simply overlooked, ignored, or excluded before they even get to interview. Recruitment Methods Are Broken So called modern recruitment methods and sytems are serving to exclude and filter out potential star-talent. Most processes don’t even look at personality and soft skill profiling untill the final stages, if at all. These systems, human or automated tend to favour those with proven or demonstrated skills and experience rather than potential to rapidly learn and adapt to rapidly changing business requirements of the modern workplace. Worse still, candidates are able to circumvent systems, by keyword loading their resume to get to interview. Often the best candidates don’t even get to the table. _Ask yourself this question: What if my competitor hires that star candidate I missed. You know, the one filled with potential The risk is suddenly repositioned and the loss to your business can be catastrophic. One person can move mountains and disrupt an industry, and when they do, you want them on your team. It’s time to change our approach and the recruitment industry is ripe for disruption. The Role of Data Science and Analytics in Recruitment People analytics is one of the most exciting, fast-growing domains of business and human resources that I have ever been involved in. The science of people helps us to create deeper insights into the way we operate and approach our work. How we can identify, grow and nurture human potential. By embracing data-driven decision making, we can improve productivity, performance and really make work exciting and engaging for people. Data is everywhere in organisations even in small businesses, you can and should start small and grow data within your business over time. Beware old data sets, they can be biased and introduce future bias. These biases are an encoded part of the human condition. The old tools that have collected and stored this data may need to be put in the recycling bin or the data normalized and adjusted to remove known bias before being used and applied in new recruitment approaches. Clean and unbias data is essential in forging the new frontier of recruitment. Human Cognitive Bias in Recruitment Human bias generally lives in one of four problem domains; Problem: Too much information. Problem: Not enough meaning Problem: Need to act fast Problem: What should we remember While the problem space of human cognitive bias in recruitment deserves multiple articles, rest to say each of these domains exists in spades in the recruitment space. The unfortunate part of the story is that we are often quite happy to ignore that they exist. To put it in another way often humans are unconsciously-incompetent in this area. To forge new frontiers in recruitment we need to become better humans and that takes work. It’s not going to happen overnight, there is no magic bullet that will change the world of recruitment. However, there is exciting movement in the people analytics and data science space that can enhance our decision-making processes removing bias helping us on the road to becoming better humans. Applied correctly, the science of people has the power and potential to help us move beyond human conditioning and bias, terraforming our recruitment terrain. Don’t let anyone tell you this requires no human intervention, it absolutely does. The outcomes of embracing this disruptive change could rapidly move our recruitment processes to new horizons developing richer and richer data sets, catapulting us into the realms of prescriptive recruitment analytics that we can really trust. So what’s all the fuss about? Artifical Intelligence in Recruitment Artificial Intelligence (AI) is an umbrella term that encapsulates the discipline or domain of creating intelligent machines. Within the domain of AI lives an ecosystem that includes, statistics, machine learning, deep learning, cognitive computing, artificial neural networks, natural language processing, automated speech recognition, and image or vision recognition. The realm of machine learning in layman’s terms refers to a subset of AI that predicts the future, based on data you already have. This area is teeming with dangers, primarily related to the use of existing human bias-infected data. We have some great evidence of poorly executed application of machine learning in Amazon’s whereby the AI became bias against women. How did this happen you might ask? It was definitely not the machines fault, trained with 10 years of data that contained human bias. The models simply learned to adopt those bias, based on patterns present in that dataset. In effect, the system taught itself to execute on human-bias. It should be noted that Amazon reported to Reuters that the system was never actually relied upon to make recruitment decisions. However, the scenario makes a great case, illustrating just how broken our human-driven recruitment processes are, and how critical it is for them to change. How AI Benefits Recruitment Correctly applied, the possibilities AI brings to recruitment are transformative, for every business, irrespective of size. You don’t have to understand the entire domain to get started and actualize some immediate benefits. Even the smallest business can now employ sophisticated, easy to use, intelligent, tools to assist in the process of taking a pioneer approach to recruiting for potential. As recruiters, hiring managers, and business leaders, if we keep doing what we have always done, we will just keep getting the results we always have! It’s impossible to get better at hiring quality candidates who are predisposed to success, if you can’t accurately predict candidate potential within the context of the job and your unique environment. In summary, the rise of tools empowering the automation of pre-employment testing and candidate ranking have transformational implications. Businesses using them to hire for potential and fit, can realise real strategic advantages over competitors. Act for Kids named employer of choice 2019-05-27T03:09:42Z act-for-kids-named-employer-of-choice St Leonards, NSW (24 May 2019) - Milton-headquartered Act for Kids has been selected for the annual Employer of Choice list released by Human Resources Director (HRD) magazine. The prestigious list recognizes the companies and organisations that stand out above the rest in the overall employment landscape. HRD’s Employer of Choice survey asked participating employees about key areas that have been identified as critical to feeling engaged at work. Chief among these were whether their employers provided career paths, offered suitable learning and development opportunities, and rewarded and recognised a job well done. Those companies that achieved the highest average scores from employees across all questions are highlighted as ‘top performers’ in each subcategory. The cream of the crop are the Employer of Choice winners. Gold, Silver and Bronze awards have been given to those employers in our three size categories that are truly going above and beyond. Act for Kids has been awarded Gold for Employer of Choice 100-499 Employees and recognised as a top performer in the Leadership, Work-life Balance, and Health and Wellbeing categories. “There’s no question that some employers are better to work for than others. So, what elevates a company to the level of Employer of Choice? It’s clear that employers cannot merely provide an office and a pay cheque – those days have long since disappeared into the ether. There must be additional incentive,’ says the Human Resources Director team. “The survey results are revealing. They provide key insights into the areas that employees value, the disparity that can exist between their views and what employers themselves may value, and how that gap can subsequently be closed.” Read the full report in issue 17.02 of Human Resources Director, out now or find out more about Act for Kids HERE. -ENDS- Human Resources Director is the only magazine written for and targeted purely at the most senior HR professionals (CHRO’s and HR Directors) and top corporate decision-makers. HRD concentrates on the real issues and challenges facing the HR professional and the Industry, with in-depth features and analysis of what really matters with content featuring high level case studies, international and local profiles, interviews with HRDs and industry leaders from around the globe as-well-as leading news makers in the field. Fly into Success with Flyer Distribution 2019-05-21T22:59:59Z fly-into-success-with-flyer-distribution Put your brand promotion directly into customer’s hands! The flyer distribution method of promotional marketing is one of the simplest, cheapest and most effective ways of reaching your target audience. Add this method to the list for your next business campaign as an additional means of communicating your brand message, and a new physical touch point between your brand and potential future customers. When factoring flyer distribution into your promotional campaign, it’s essential to make smart choices in the When, Where and Who areas. It is still important in a campaign like this to identify your target audience, as that will lead you to the Where and When stages. Identify your target market, and use information found through geographic and behavioural segmentation to detect whereabouts your target market will likely be, and when. For example, if your target market includes young businessmen living in Sydney, you may consider distributing flyers at peak hour, inside a busy train station in Sydney’s CBD. Flyer distributors can hand flyers to workers to read as they walk from the station to work, or they may keep it in their bag to read when on the train in the afternoon and keep stuck on their fridge at home. Using a physical advertisement like this that can be held onto, and not forgotten quite as quickly, is a huge bonus. A few flyer tips: -- Use one side of the flyer to draw attention. Use bold colours and styles that reflect your brand and capture the eye enough tencourage the user to keep the flyer in hand, and not in the garbage bin. Once they’re holding it and considering action, the objective is half-reached.   -- Use the other side of the flyer to share information. Keep it relevant and concise, yet informative enough to give the full picture  -- Include incentives. For example, a flyer may include a coupon for 50% off the first purchase. This encourages the user to keep the flyer with them in the chance they could make use of the good value. If the coupon code is exclusive to this set of flyers, it can be used to measure effectiveness of the campaign, in detecting the number of times the code has been translated into a sale. -- The flyer might only be the start of it! In more relaxed, less-busy circumstances, the flyer handover might spark a conversation, which could lead into the sharing of contact information such as an email and/or phone number to receive extra benefits or coupons, and more customer information for your database. -- The distributor should be friendly and approachable, as well as confident in approaching by-passers.  For flyer distribution staffing quotes and information call AMS Promotions on 1300 368 969 or email ALPMA 2019 Australian Legal Industry Salary & HR Issues Results 2019-05-17T04:20:55Z alpma-2019-australian-legal-industry-salary-amp-hr-issues-results The 2019 ALPMA Australian Legal Industry Salary & HR Issues Survey reveals that, in addition to employment projections remaining positive (53% of law firms expecting to grow employment at their firms in 2019, compared with 42% in 2018), salaries have increased for most roles across the legal industry within Australia. In 2019,76% of employees are also likely to receive a CPI or above increase, with a further 79% of firms offering bonuses this year. 312 law firms across Australia provided information on salaries paid for 70+ legal positions (from Managing Partners, Lawyers and Graduates through to executive management, legal operations and administration roles), expected pay increases, employment structures and the key HR issues keeping law firm leaders awake at night. In addition to providing salary tables based on firm size, location and practice area new this year is an additional breakdown of salary data by location – capital city/regional – addressing the question of how much more do CBD lawyers receive and does it off set the lack of work-life balance that may be afforded to the more regional lawyers. “In relation to salaries, it is particularly good news for those working in West Australia law firms with 25-74 staff seeing the highest salaries,” said Emma Elliott, General Manager, ALPMA. “This might be an attraction and retention strategy that WA firms are having to use given their location”. With staff turnover rates remaining relatively consistent to prior years at 21% for lawyers and 26% for admin/support roles, Retention/Talent Management Strategies is not surprisingly identified as the top key challenge for legal firms, followed by providing regular feedback and mentoring & coaching, which are new entries on the HR challenges list in 2019. Other emerging issues in 2019 are managing mental health and managing innovation and change management. “Given the shortage of top talent in the legal industry, focusing efforts on retaining current staff always makes commercial sense,” said Ms Elliott, “I’d also urge law firms to have quite a robust training (or retraining) program in place to equip their lawyers with the skillset they need in the future.” Despite the industry being dominated by females, with 65% of all positions held by women, gender inequality remains an issue, with 40% of respondents believing there is a gender pay gap in the industry and continued under-representation by women amongst law firm partner ranks. While 58% of lawyers are female and women dominate all legal operational positions, they represent only 19% of equity partners and 38% of salaried partners at Australian law firms covered by the survey. “The perception of a gender pay gap is clear,” said Ms Elliott, “but while 40% of respondents believe there is a gender pay gap, 85% of respondents said there wasn’t one at their firm. 21% of respondents conducted a pay gap analysis in 2018 with mixed results, so there is clearly much work still to be done to understand this issue within legal firms.” Of the 21% of respondents who conducted a pay gap analysis, 76% found there was no gender pay gap, while 24% found there was, with gaps ranging from 1% to 20+%. Law firms with 75-149 staff were most likely to find gaps of between 1-5% (22%) or gaps greater than 20% (22%). Firms with 150+ employees were most likely to find gaps between 6-10% (25%) with 50% of results finding no gaps. “It seems that the smaller firms of 1-24 employees found the least gender pay gaps, with 94% finding no gaps at all,” said Ms Elliott. Only 18% of law firms have formal diversity and inclusion programs in place with work-life flexibility, gender equality and gender equality the most likely provisions to be included. Larger firms are more likely to have a formal diversity program and generally consider this to be a priority. Smaller Australian law firms generally lack the required staff to implement a formal diversity policy, do not have employees experienced in this field or do not consider this to be a major priority. “However, direct feedback from many law firms indicated that employment of new staff was based on merit, and that their firm was culturally and ethically-diverse through informal policies,” said Ms Elliott. Almost one-third (32%) of legal firms in Australia provide paid parental leave entitlements over and above government schemes to the primary care giver. The most common time period provided is 11 to 14 weeks, with almost half (48%) providing paid parental leave in excess of 11 weeks. Two out of 10 respondent law firms (21%) also provide additional parental leave to non-primary care givers, with most (89%) providing one or two weeks. “Given the proportion of females within the legal industry I’m surprised by the lack of paid parental leave policies in place at Australian law firms, that go over and above government entitlements. This is a clear attraction and recruitment strategy that is being overlooked by 68% of firms. This could easily set firms apart and give them a competitive edge in the war on talent” said Ms Elliott. Most firms offer flexible working arrangements with between 73-100% offering flexible working hours. Overall the report showed that permanent part-time positions largely remain stable again this year at around 20% of the opportunities on offer. Not surprisingly law firms with over 150 employees are leading the way and have the most alternate employment arrangements with only 65% of their staff employed on permanent fulltime arrangements. 19% are permanent part-time with a further 8% on contracted/temporary full-time arrangements. “In today’s legal landscape this flexibility of hours worked is almost a necessity however it doesn’t seem to have translated overall into more flexible working arrangements on an employment front,” said Ms Elliott. There was little movement in fee earner ratios in 2018, with Australian law firms employing 1.45 fee earners for every non-fee earner which was down slightly from 1.52 in 2017. Secretarial support is also servicing a decreasing number of fee earners with support ratios reported at 2.73. “Staffing ratios are not surprising this year and could be a reflection of a market shortage of experienced lawyers,” said Ms Elliott. For more information about the ALPMA Australian Legal Industry Salary & HR Issues survey and to purchase the report, visit   *** ENDS ***   About the ALPMA Australian Legal Industry Salary & HR Issues Survey Every year, the Australasian Legal Practice Management Association (ALPMA) is proud to produce a key remuneration tool for the Australian Legal Industry. ALPMA’s Australian Legal Industry Salary & HR Issues Survey provides an annual overview of salaries paid by law firms across the country. It is the largest and most comprehensive independent survey of salaries and other HR issues across Australian law firms. The survey is a key tool to assist ALPMA members and law firm business leaders to benchmark their remuneration strategies against similar firms, and to gain insights into the remuneration, HR and employment trends across the industry. In addition to salary data, the survey includes information about staff employment profiles, employment benefits, bonuses paid, employment and salary projections for the next 12 months, and HR issues facing law firms in 2019. Thanks to our research partners, Carlyle Kingswood Global, In2View Recruitment, KBE Legal Hub and u&u Recruitment for their contribution to make this study possible.   About ALPMA: The Australasian Legal Practice Management Association, (ALPMA) is the peak body representing managers and lawyers with a legal practice management role. ALPMA provides an authoritative voice on issues relevant to legal practice management. Members of ALPMA provide professional management services to legal practices in areas of financial management, strategic management, technology, human resources, facilities and operational management, marketing and information services and technology. For more information visit Sydney Criminal Lawyers Criminal Law Scholarship established to encourage and support law students pursuing a career in criminal defence. 2019-05-16T14:24:23Z sydney-criminal-lawyers-criminal-law-scholarship-established-to-encourage-and-support-law-students-pursuing-a-career-in-criminal-defence The Scholarship, is open now, and is valued at $5,000. The successful applicant may also be offered Practical Legal Training placement with Sydney Criminal Lawyers.Investing in the future."We want to do more than just encourage those students with an interest in pursuing careers in criminal law, we want support them to actively get their career off the ground and a scholarship is an ideal way to do that," says Principal of Sydney Criminal Lawyers, Mr Ugur Nedim."As a firm, Sydney Criminal Lawyers has a strong interest in nurturing young talent. We know that our team benefits greatly from the freshness and enthusiasm of graduates who accept jobs with us, or partake in work experience. But more than that, over the long term, enabling young lawyers to pursue a career in criminal law simply ensures that the profession overall continues to thrive.""We see the scholarship as a way of not just giving back to the profession that has given us all very rewarding careers, but also as a way of investing in its future in a meaningful way - attracting the best, most talented people and facilitating their career pathway, along with seeking to continually improve and evolve what we do and how we do it, for the benefit of our clients and the wider community."About the scholarship.The Sydney Criminal Lawyers Scholarship will be awarded on the basis of academic merit - especially in criminal law-related subjects and applicants will also be judged on the quality of their overall application, including resume, covering letter and interview with the firm's principal."Criminal law is a demanding, but gratifying career," says Mr Nedim. "It tends to suit people who have strong advocacy, listening and communication skills, as well as a keen interest in the way the law impacts our lives," says Mr Nedim.How to Apply.Applicants must have Australian citizenship or Australian permanent residency and enrolled in their penultimate or final year in an LL.B, Juris Doctor or Legal Practitioners Admission Board course, or undertaking a Graduate Diploma in Legal Practice, in New South Wales or the ACT.To apply, email a covering letter, resume and academic record to Mr Ugur Nedim at Include all contact information. Applications close at 11.59pm, 30 November 2019.Contact Sydney Criminal Lawyers: Ugur Nedim, Principal Lawyer, Sydney Criminal Lawyers, Museum Towers, Suite 503, 267 Castlereagh St., Sydney, NSW, 2000, Australia. Phone: +61 (0)2 9261 8884 Fax: +61 (0)2 9264 0880 E-mail: Source: Bite Me! The modern guide to working with people you just don’t get! 2019-05-13T01:04:24Z bite-me-the-modern-guide-to-working-with-people-you-just-don-t-get Whether it’s conflict with co-workers or dealing with difficult customers or even suppliers, working with people you just don't get can be extremely stressful and performance-sapping.   Written by renowned behaviour and communications trainer, Lynne Schinella, new book Bite Me! and Other Do’s and Don’ts of Dealing with our Differences is a refreshing, practical and fun guide that helps readers navigate the challenges of working with various personalities and behaviours.    “Drawing on the classic four personality types, the book forces readers to take a reluctant look at themselves and learn why they connect with some people and not others and what they can do about it. It is packed full of practical ideas, advice, tips and strategies – that readers can apply straight away.” Says Lynne.   While there are many personality/behaviour books that offer a wealth of in-depth research and detailed behaviour traits, Lynne's relaxed style of storytelling, based on real-life scenarios is what sets this book apart from the rest.  Bite Me!addresses the needs of the reader in 2019: fast, simple, easy to digest and full of practical and actionable outcomes.    Another unique feature of Bite Me! is Lynne’s Fruit Personality Profiling System, which is central to the book and which she created as a contemporary alternative to existing personality profiling systems.  It draws on the work of many leaders in the field but is designed for today’s fast-paced workplace.   “I use Fruit to reflect behaviour preferences…. Apples are hardcore and don’t break easily. Mangoes are luscious, messy and larger than life. Limes are concentrated and intense, but not in your face. Bananas are sweet and pliable with many uses!  People really engage with our Fruit profiling because it’s fun and blameless, and makes the complex simple and memorable.” Says Lynne.   Readers can complete Lynne’s personality profile in less than 15 minutes and discover if their preference is for Apple, Mango, Lime or Banana behaviours, and what that means for them and people around them.   Bite Me!is designed to be used as a reference book and can be read from beginning to end or just picked up when you need it. Although it is written for anyone in the workplace – employees, contractors, managers, business executives and owners, because of its broad nature the book has a natural spillover into personal life too.   The book has already been highly praised:   Refreshingly honest. Highly effective. Practical and fun. Tourism Australia has been using Lynne for over 5 years now to motivate and inspire confidence in our teams as well as our industry. For any executive or business trying to build a high performing culture, Lynne’s book is a must read!  JOHN O’SULLIVAN, MANAGING DIRECTOR, TOURISM AUSTRALIA   In Bite Me!Lynne has formulated a practical and personal approach for helping us all navigate the difficult world of people's various personalities and behaviours. A must-read for anyone who deals with others, getting straight to the point in a wonderfully fun way. TODD HALLIDAY, PRINCIPAL, NORTHROP CONSULTING ENGINEERS   As a business professional who works with lots of teams, I need to quickly understand people’s preferences and how they behave under pressure. Bite Me!and Lynne’s style is refreshing, fun and easy to read. I loved the lightbulb moments, particularly when recognising my own fruity preferences.  KAREN CLARKE, CHIEF EXECUTIVE, TREGASKIS BROWN   About the author   Lynne is a highly regarded behaviour and communications expert who works with individuals and organisations to help them connect with influence and respect. Lynne’s audiences get real value from her practical down to earth approach, her honest, engaging and entertaining delivery and her talent for making the complex simple and relevant. Lynne is the creator of the RIPE Personality Profiling System and lives and breathes Fruit, from mentoring to training teams to deliver her message of respect, connect and thrive.    Lynne is also the creator of the video training programme: Working With People You Just Don’t Get! This programme helps small teams to better understand each other, as well as customers and suppliers and how to leverage their differences to work more effectively, with less stress and greater productivity.  For more information     What Fruit are you? Find out by undertaking this short quiz:      For a copy of the book (for review), or to request an interview, please contact Sarika Shah, Publicity and Marketing, SShah PR & Communications  email or call 0414 291 440 Major Training Group Celebrates 20 Years with New Logo 2019-05-09T04:26:09Z major-training-group-celebrates-20-years-with-new-logo Founded by Alex Tenkate in 1998, Major Training continues to be proudly family owned and operated. Alex’s son Matthew Tenkate has worked alongside Alex for 15 years, taking the reins as General Manager in 2013. The Queensland-based company has revealed an updated logo design intended to reflect a new era. The logo has kept the classic Major Training Group colour-palette of blue and red, but has opted for a more modern, round-case font than the past logo’s block font. It has also moved away from the focus on trucks and machinery to make way for a new brand identity that communicates quality, innovation, and flexibility. Matthew hopes the modernised logo reflects the progression of Major Training and its innovation of service offerings, as well as the company’s core values. “A lot of people know us for trucks and machinery,” he states. “But for a very long time, we have done so much more.” The business has evolved from a plant hire/transport business into one of Queensland’s largest RTOs, and a diverse and broad-scope educational business delivering nationally recognised qualifications. Major Training Group has adapted to changes in industry legislations and market demands to maintain its place as an industry leader. “We strategise regularly with our professional advisors to ensure we are continuously improving and seeking better ways to do things,” says Matthew. Major Training Group’s future direction focuses on further expanding service offerings and innovative delivery methods. Matthew states he’d like to see the organisation having a national active footprint, with training hubs accessible to everyone, while finding a balance of digital and hands-on offerings. Major Training aims to expand its marketing share across Queensland and interstate while staying true to its values: “Be proud of what we do. Be remembered by leaving an impact. Be moral by doing the right thing, always.” The company owners would like to take this opportunity to thank past and present students, employers, and staff for their support. Synology Host Solutions Exhibition alongside Computex, 2019 2019-05-08T22:30:00Z synology-host-solutions-exhibition-alongside-computex-2019 Data lies at the core of every industry transformation. Synology provides a wide array of solutions to ensure business continuity. Join us to explore the data life cycle and discover infinite possibilities of file access, storage, and backup. Synology will be hosting its own Solution Exhibition alongside Computex 2019 and you're invited! Join Synology at their new HQ in Taiwan! Date: 29th May 2019 - 31st May 2019 Time: 10am - 6pm Venue: Synology HQ - TPKA in Taipei Far Eastern Telecom Park (1F, No.1, Yuandong Rd., Banqiao Dist., New Taipei City 220) 8-minute walk from the Far Eastern Hospital MRT station (Exit 3) For more information: If of interest and for RSVP, please contact: Shazana Roseli at, John Wanna at or Stacey Toskas at +61 029415 4528