Antal Passport - Issue 2.compressed

www.passport.antal.comwww.antal.com

PassportThe Antal

Issue 2 Autumn / Winter 2013Issue 2 Autumn / Winter 2013

Automotive sectorIncreased need for skilled candidates

Pharmaceutical insight

Engaging the best talent

Give something back

Focus on:• China• South Africa

www.antal.com www.passport.antal.com

Foreword............................................................... 2

Engaging the best talent........................................ 3

Lawyer up!............................................................. 4

Growing need for skilled candidates...................... 5

The Antal Global Snapshot highlights................... 7

The power of our network...................................... 8

Country focus:

South Africa………………………….………. 9

China………………………………………….. 10

Logistics, a sector in movement............................. 11

The impact of Cloud technology................…......... 12

Pharmaceutical insight.............................….......... 13

Give something back.............................................. 14

Table of Contents

Contributions: If you wish to contribute to the next issue of the Antal Passport, please send an email to [email protected]

Antal International 20 years in careers

mailto:[email protected]


Welcome to the latest edition of the Antal Passport. 2013 has been a highly significant year for us, marking our 20

th year in international recruitment.

The anniversary has been just one landmark in a very busy 12 months. For example we were also awarded the accolade of ‘Best UK Overseas Operation’ by one of the recruitment sector’s top bodies and were officially recognised as an ‘Ambassador of the Polish Economy’ for the second year running. 2013 also brought us a new group CEO Tremayne Elson, an Antal veteran who has been responsible for developing our operations in Russia, APAC and Germany and who brings a wealth of experience to the role. All I can say is if the next 20 years are anywhere near as exciting as the last 20 then we are definitely in for a great time. However the Passport is not designed to be about Antal, it’s designed to be about you. So, in this issue we bring you in-depth analysis of some key international employment markets such as the automotive industry, life sciences and the logistics sector. We also look at the rise of the in-house lawyer and the pros and cons of hiring such individuals. The topic of talent management is central to this edition as we appreciate this is critical to the success of your business. We also focus the lens on China and South Africa and examine the challenges and opportunities that employers in these economies are facing up to. We hope that you find this Passport interesting, engaging and, above all, useful.

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Foreword

Foreword

Tony Goodwin Founder and Executive Chairman

www.antal.com www.passport.antal.com 3

Employee engagement and retention is emerging as the greatest challenge facing companies nowadays. Current trends in the job market raise the risk of losing good employees. Talent has been changing and what attracted employees 10 years ago does not attract them today. So what can be done to create a desirable employment situation that allows for acquisition, engagement

and retention of the best talent? Antal experts recommend the following tips to engage and retain the top

talent.

Engaging the best talent

Mayank Chandra - [email protected] Irina Vasile - [email protected]

Nina Anđal - [email protected] Ana Garcia - [email protected]

Talent management

Clarify expectations and deliverables to

minimise role overlap

I think the above point clearly helps the employee see their growth path in the organisation and also removes any unnecessary communication gap in terms of employer’s expectations. Success is the biggest motivator for any employee to make an extra effort for the

company and there is nothing better than to have a measurable performance system. This increases integration into the organisation and helps control the attrition. Mayank Chandra, Antal India

Demonstrate appreciation

The top talent will remain at their companies if they have a clear strategy and focus on long-term people development and building skills necessary for career success. Managers need to provide balanced and constructive feedback on

employee’s performance and demonstrate appreciation for their hard work.

Nina Anđal, Antal Croatia

Avoid price-quality mismatch and invest in your

recruitment

More and more we observe today’s paradigm of recruitment: employers trying to find and attract the best people to do more work but for lower salaries and paying lower recruitment fees. Every employer complains they are facing an

increasing key talent crisis as the top staff are not making job moves as easily as they did

previously. At the same time, the employers keep lower financial expectations for the lowest recruitment fees as possible. Irina Vasile, Antal Romania

Help your employees balance work and life

Generation Y talent are supposedly more socially aware, less driven by money and less loyal to their employers. They want more flexibility in everything – working times, working environment, working from home and so on. With today’s technology there is not necessarily a reason to work from the office nine to six. Remote working is a big thing and not all companies have quite got that yet. Ana Garcia, Antal Amsterdam


Irina Meidman - [email protected] - UK Kate Gallo - [email protected] - UK

Hiring a good in house lawyer is crucial to any successful business. A good legal counsel will provide vital assistance in almost every aspect of your business from basic compliance, copyright and trademark advice to formal business incorporation, lawsuits and liability. While each company's legal situation is different, according to Irina Meidman, our managing partner in the UK, there are times when you really should hire a lawyer. Below are the top 5 reasons why:

Lawyer up

Law

If you are not a lawyer you

probably have no business acting

like one in certain instances.

Failing to consult a lawyer when

starting a business, reviewing a

contract or embarking on other

endeavours with potential legal

liabilities can result in otherwise

avoidable pitfalls.

Do you really understand the fine

print of that contract you are

signing? A lawyer will.

Many companies report that modern business

operations create a compelling need for daily

legal advice. Almost every aspect of your

business is regulated. It is difficult to operate a

successful business and not be alert to all the

laws and regulations. An annual salary is often

substantially less costly than hourly rates of an

outside law firm.

It is probably better to avoid

problems in the first place

rather than try to fix them

once they arise. Hiring a

lawyer in many instances will

help you avoid potential legal

headaches down the road.

An experienced lawyer probably has seen cases

similar to yours or at least knows enough to make

a calculated guess about how it might resolve at

trial. Sometimes a settlement is the best choice,

while other times it makes more sense to see

your case through to trial. An attorney can also

help negotiate a fair settlement with the opposing

party.

Without the help of a lawyer you have to

navigate legal issues daily while running

operations. Hiring a lawyer will free up the

CEO to focus on operations and hunt for

acquisitions. Also, a staff counsel can

make acquisitions happen faster and help

to mitigate the risk of an acquisition deal

falling apart because of stalled legalities.

Not having a lawyer may actually cost you more

Law is complicated

An in house lawyer can also help you growing the business faster

A good lawyer can strike up a good settlement or plea bargain, if necessary

Staying in line with compliance on a daily basis can fend

off more serious litigation

5 Reasons to

HIRE a lawyer


In June 2013, Europe saw the worst car sales since 1996 with demand falling to 1.134 million vehicles - that is down 5.6% from the same period last year. Germany saw a decline in sales of 8.1%, Italy fell by 10.3%, Spain was down by 4.9% and France by 11.2% from a year earlier. The UK was the only major European car market to grow with sales up by 13.4%. Globally, China continues to be the largest car market and saw a rise in sales of 12% in June. The USA saw record highs in six years suggesting consumers are becoming more confident after the economic downturn. However, India saw a decline in sales of 9% as manufacturers claim there is less demand at home. It is apparent that most of the blame is directed at the global recession but with countries such as the UK and China hitting record sales highs and Poland opening new factories, it seems the automotive industry is growing, offering a haven for recruiters but is the talent readily available? Sales and demand have risen so much in the UK that the car industry and the UK Government are set to invest £1bn into researching low carbon engines. They claim this will help generate 30,000 jobs currently linked to the production of engines. However, it has been highlighted there is a shortage of engineers and other skilled workers that would need to be addressed if the UK car industry was to continue growing.

Increased need for skilled candidates

This funding into the automotive industry is also seeking to persuade foreign firms to move their operations to the UK. This is despite Ford shutting plants at Southampton and Dagenham. Luxury car manufacturer Rolls-Royce has announced that they are set to create more than 100 jobs by the end of the year with a few more at regional centres around the world following expected record sales growth for the fourth year running.

DID YOU KNOW?

In China, motorists are only allowed to drive their cars 6 days in the week d u e t o th e pollution and traffic controls in place.

Automotive industry

5

Vehicles Produced

Argentina

Slovakia

Iran

Indonesia

Turkey

Czech Republic

United Kingdom

France

Spain

Russia

Canada

Thailand

Mexico

Brazil

India

South Korea

Germany

Japan

USA

China

0 5,000,000 10,000,000 15,000,000 20,000,000 25,000,000


Carmaker Bentley will also be investing £800m into its headquarters in Crewe resulting in 1000 new jobs. This investment is to develop and build an SUV which will compete with cars like the Range Rover. Volkswagen who own Bentley did consider manufacturing the new car in Slovakia but the British Government pushed to keep the project in the UK. Jaguar Land Rover is set to create 1700 jobs as part of its plan to expand on its product range. The number jobs they have created at Solihull would reach 11,000 over three years. Artur Migon, Partner & Business Unit Director of Antal International in Poland believes that despite the global downturn in car sales, the automotive industry is expected to rise in the 3

rd

quarter of 2013. In Poland, for example, the majority of automotive manufacturers are Tier 1 and Tier 2 suppliers. 65% of these companies are not expected to reduce their staffing levels; in fact only 3% are, leaving the other 32% planning on hiring new employees this year. A very popular strategy for Polish automotive companies is the creation of R&D centres and several companies have already invested in this area. Artur Migon states that companies are still hiring 99% of their employees locally and with an already established demand for automotive engineers in Poland this is estimated to rise to several hundred in the next 3 years.

Despite China being the largest car market in the world, there is a lack of technical people in this sector locally. Companies such as BMW and VW are offering internships to local Chinese people giving them the opportunity to travel to Germany for training for 6 months to build their knowledge and skillset. The employees then go back to China to finish their internships and this mix along with trained foreigners is slowly replacing expats who have always dominated these roles. Max Price, Partner of Antal China commented that although manufacturers are recruiting locally, there is still a need for expats with technical knowledge in the sales division. They are also working with foreigners living in China who are looking to stay there to counter the shortage of knowledge required in these fields. Germany has a similar situation says Ingo Wagner, Managing Partner of Antal International Network. Following the problems with the EU in 1993, cars were not selling, companies stopped hiring and a high level of people stopped training in the automotive industry. Now the market is picking up and there is a big need for engineers but good candidates are hard to find in Germany. So with the obvious lack of trained individuals in the automotive industry, it seems companies may struggle to recruit skilled candidates locally. An organisation like Antal International is able to help source trained individuals with their global network of offices willing to work on a cross border basis to help ensure the right candidates are hired.

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Artur Migon - [email protected] - Poland Max Price - [email protected] - China Ingo Wagner - [email protected] - Germany

KEY POINTS

The UK was the only major European car market to grow

The lack of technical people is a global issue

The Polish automotive industry is expected to rise

The German car market is seeing an upturn for the first time since 1993


The Antal Global Snapshot highlights

AGS highlights

Find the answer in the most comprehensive study of hiring activity! The Antal Global Snapshot determines hiring and firing intentions among over 10,000 employers across 47 key countries on five continents. It helps to measure which sectors and disciplines are looking for new talent and which are letting their staff go. The research shows what skill sets are in demand and where the action is. The data is collected by online and telephone surveys conducted by Antal consultants working in key markets across the world. The output from this study will help you to manage your human resources even more effectively by anticipating fluctuations in your region. “With the global economy showing sporadic signs of improvement, it’s encouraging that levels of managerial and professional recruitment have begun to creep up on those registered in the last editions of the Snapshot,” says Antal’s CEO, Tony Goodwin. “Many figures in this latest survey suggest that there are green shoots of employment positivity. It’s perhaps difficult to create a complete picture, but reports from our network suggest that, having gone through an elongated period of doing more for less, many businesses are keen to refresh their senior level talent pipelines and gain further competitive advantage with new skills.”

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Find out more & email us on www.snapshot.antal.com Lee Narraway - [email protected] [email protected] - China

than other economies which have struggled over the last quarter. It is encouraging, though, that these levels are predicted to drop as employers look to at developing retention strategies in the UK. Manufacturing in the UK has been severely affected by the uncertainty around the economy and rather than take risks the sector has played extra safe, this has resulted in head count reduction and cost saving rather than going for increased sales and capacity demand. The longer term effects will be increased candidate driven vacancies as the candidates move into other sectors more willing to invest and push for revenue.”

“As the largest luxury goods’ market in the world after Japan,” says Jonathan Edwards, Partner at Antal China, “China promises a bright future to those established or trying to establish themselves in the market. The luxury goods arena in China grew by more than 223% from 2007 to 2012. Despite high recruitment levels in 2012, and a slight slowdown this year - along with global economic growth slowdown - recruitment in the sector is expected to take off again in the third quarter this year. In order to support the development of their sales, the new store openings will be looking for retail operations, merchandising, as well as PR & Marketing staff.”

“While talent management and retention are hot topics in the UK business environment, says Lee Narraway, Managing Partner at Antal Warrington (UK), “the country hasn’t fared as well when we look at the figures. Despite a vast number of business decision makers talking about keeping top talent in the company in order to maintain a competitive advantage, levels of firing are higher


The power of our network

Network power

Read more on www.parksiderec.com

Back in March 2013, we hired a consultant who had a very strong pre existing relationship with a lead Recruiter at global pharmaceutical research business. Unfortunately we could not do business with this client in the UK as the client has a team of people sourcing direct for UK roles however we uncovered the fact that whilst they attempted to recruit directly in the Europe too they often struggled. We took this opportunity to sell Antal and our international network of offices, low and behold the countries where they were struggling Antal have a dominant presence and specialist consultants dealing in Scientific and Clinical recruitment. The two territories we were given access to initially were Poland and Russia with a view that if we are successful here, our lead recruitment contact would recommend us to other areas in the region. I had the benefit of having met colleagues from both Antal Poland and Russia at the

Antal Global Conference 2012 so I knew who to contact immediately, talking directly to country directors in both regions they quickly put me in touch with their specialist teams and consultants. We set up calls for Poland and Russia directly with the client where they discussed requirements and agreed fantastic terms. The initial jobs that Poland and Russia worked on were by no means ‘easy fill’, Team Manager Joanna Kuziola from Poland and Consultant Timur Omelchenko worked tirelessly to source quality candidates for the client resulting in some great deals in September for Russia and October for Poland. We are now preferred suppliers of this client which demonstrates the true power of our Network.


Country focus

9

South Africa

Alan Russell - [email protected] - South Africa

It has been 3 years since South Africa hosted the Football World cup and the labour market of 3 specific industries namely Finance, Engineering and IT seems to be slowly but surely starting to enjoy the benefits of this event that was prophesied as a major economic boost. There is a high demand of certain professionals with certain skills in these industries and this is good news not only to executive recruiters but the wellbeing of the countries labour market and if it continues, South Africa may see a decrease in their current unemployment state. Gone are the days where if you think of someone in the accounting and finance field you envision a man in a black suit and a tie with a briefcase, going into his office in the morning and only emerging late afternoon. The finance professional of today needs to be a multifaceted individual being involved in system implementations, operational decision making and even human resource functionality. With that being said, this speaks to the qualification and exposure a finance candidate should consider. To give oneself the edge above the rest in the market a double barrel qualification should be considered. In the market, for example there definitely is an increase of individuals who have complemented their chartered accountants qualification with that of CIMA (Chartered Institute of Management Accountant). We also see an increase in subject matter specialisation, especially in the tax and investment fields. Continuous improvement lies in your own hands, but the demand from possible future employers for specific skills lies with them. In Engineering, Project, Construction & Management (EPCM), the biggest requirement is for professional engineers to be registered with the South African national engineering council, be it Electrical or Mechanical. There are precious few of these individuals in the market and most clients require this type of skill to actually tender for and acquire projects. They cannot even secure the new projects if they do not have this skill in place.

It goes without saying that the salary level of the more experienced engineers is almost becoming unaffordable for many clients. Another massive requirement in the industry is younger engineers between the ages of 30-40 years old who have solid project application experience and who have not job hopped in the industry. Companies are keen to groom these engineers but it is a constant struggle to keep these engineers longer than 3 or 4 years as they get poached by the opposition. From an IT point of view, there has been a big demand for experienced Java (J2SE/J2EE), PHP and Oracle Developers especially around Cape Town. Experienced developers with 5-8 years’ experience are paid well and most of them are in a massive comfort zone. Clients often do not understand the value of these developers when recruiting them and most of the time it is shocking to see what they are prepared to offer to get someone on board. On the other hand, the market is flooded with C# Developers, most of them jump ship every 2 years, and the salary expectations are getting higher and higher. So with buoyancy across the core industries and an increase in demand for highly qualified and experienced staff, there is a short fall in candidates. With this, South Africa has seen a steady increase in salary demands. To counteract this, companies need to invest heavily in training and development to avoid a skill shortage crisis in the future.


China

The low labour cost, which used to contribute to China’s rapid economic growth is fading and consequently, one of the most important competitive advantages of China is disappearing. Companies therefore have to be more and more certain in their hiring processes as the increased spend has to be justified. On the other hand, stability increases as employees are earning more money and so tend to move less often. Finally, with increased money comes increased spending power which means that job creation in the service and retail industries rises to meet demand. The problem along with the increase of labour cost is that more and more MNCs will invest in lower labour cost countries and China’s investment may reduce in certain sectors such as manufacturing. However on the other hand this labour cost increase implies higher salary and purchasing power for workers and this will eventually boost domestic demand and consumption in line with the central government’s strategy. In the meantime, it offers opportunities to expand business in China, especially in industries such as FMCG’s and luxury goods, and increases HR needs in these areas. Job seekers will need to understand that as salaries are increasing, they

might need to be prepared to provide more supporting information and to be

ready for a tougher interview process. Generally speaking, as the market

matures, more consistency and professionalism is expected from

candidates.

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James Darlington - [email protected] - China



Logistics, a sector in movement

The logistics industry includes two distinct sectors, the “extra-logistics” and the “intra-logistics”. The “extra-logistics” are all logistics involving the material handling between two companies and the “intra-logistics” are companies that supply technical systems and services to help other companies manage their in-house materials handling requirements. “Intra-logistics” manages material flows along the entire supply chain, so is called supply chain management. The biggest and worldwide challenge that the logistics sector is facing today is the lack of talent. There are several reasons for this skill shortage: A large percentage of skilled professionals are approaching retirement and the logistics industry does not seem as attractive to young workers as other sectors. The wages are comparatively low, the progress in careers is slow with difficult working conditions. Kevin LeGoff, our Managing Partner in Le Mans, France, says “it seems that candidates do not want to build their entire career in the logistics sector. I have met a lot of candidates who have decided to move to the manufacturing industry as this seems more stable and interesting than a career in logistics.”

It consequently makes it very difficult for companies to hire talented candidates and they are now more inclined to work with sub-contractors.” Nevertheless, experts are expecting an increase in the market by next year. Jost von Kuczkowski, Managing Partner in Dortmund, confirms: “In Germany, the logistics sector is still running at a high level, but it is not growing. There is a lack of investment as the budget is very low. The figures from the second quarter are positive and 2014 should be a good year”. The consequence of this increasing lack of talent is a battle for young and skilled workers, especially process experts, logistics analysts and planning and engineering customs process experts. To attract these professionals, companies will have to be smart and offer more to staff, making the future for young logistic experts very bright.

KEY POINTS

In Germany, good candidates are generally working for global companies who have the resources and can offer more advantages than small to medium sized companies. This makes it difficult for average companies to attract talented candidates, especially as these are generally in remote areas to be close to key transport links. A significant problem highlighted by Alan Russell, Managing Partner in South Africa, is that in African emerging markets are draining the number of candidates due to the market growth and tough employment regulations. “Before resorting to hire expats, companies in South Africa have to give preference to finding an equivalent local South African expert.

Alan Russell - [email protected] - South Africa Kevin LeGoff - [email protected] - France Jost Von Kuczkowski - [email protected] - Germany

Extra-logistics are logistics involving material handling between two companies

Intra-logistics manages material flows along the entire supply chain

Logistics



The IT industry is going through an evolution with more companies now providing their products as an online service. Service providers are developing the infrastructure and security to support this expansion into Cloud solutions as this is gaining momentum. With enhanced broadband width, it is now possible to move high levels of data quickly, overcoming the hang-ups about centralising resources. There are more and more examples of companies successfully embracing the technology to their advantage such as the CRM, Sales Force and Microsoft that offer their software on a lease basis. The use of the Cloud infrastructure to support a business provides a financially rational proposition for multiple reasons: The flexibility to start up quickly with less cost No penalisation for fluctuations in staffing Systems updated regularly and remain current Companies only pay for service elements used There is an ease in outsourcing other aspects of

the business such as IT support / email back up

The impact of Cloud technology

KEY POINTS

Flexibility into start up

No penalisation for staffing fluctuations

Regular system updates No payments for unused service

elements

Ease in outsourcing

The offices and working day at companies using cloud technologies are also changing with more people working remotely and when in the office they hot desk. In the Netherlands this is referred to as “Het nieuwe werken” (the new way of working). The impact on staffing is that the location of the employee is no longer an issue. However, there are challenges as the traditional management struggle to adapt to measuring the output from someone’s work rather than the hours in the office. With the rapid expansion in companies offering Cloud solutions, the expert from Antal International concluded that the only thing holding Cloud back is the industry wide concern about security.

Cloud Technology

Jim Foster - [email protected] - United Kingdom

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In general within the medical device sector we have seen a noticeable drive to improve and strengthen quality and regulatory systems throughout both the pre and post market environment. This move has been taken to ensure businesses comply with the increased regulations and compliance demands from the FDA (Food and Drug Administration) and the MHRA. According to David Crossley from the Antal Hadleigh office in the UK, the impact on staffing is that companies are bolstering their regulation, compliance and quality teams to be able to meet the stringent regulation requirements and has created a war for top talent. On the other side of the globe, Mexico boasts the second largest pharmaceutical market in Latin America, after Brazil, and is one of the 10 largest drug producers in the world representing 23% of the Latin American region. As the main trading partner of the USA,

Mexico has presented steady economic growth in recent years and is an attractive investment destination. Industry analysts estimate

that the Pharmaceutical market in Mexico will reach approximately $22.5 billion by 2020, while the Medical Device market is expected to reach approximately

On the other hand the German market has proven to be very stable; thus, Pharmaceutical and Medical Device companies have yearly high income rates. Sally-Sahel Pad from the Antal office in Frankfurt says that Germans are well known for their high settled mind regarding quality assurance and control, regulatory, clinical and sales & marketing. Nearly 66% of the Pharmaceutical companies are in hiring processes or are planning to hire, mainly in the sales & marketing or quality assurance segment. It is expected that by 2014 the average hiring process will be 0,8% per month for each company, counting small to mid size companies. Another factor impacting the industry as a whole is a general shortage of medical professionals interested in joining pharmaceutical and medical device companies. The main catalyst is the improved remuneration packages and high levels of intrinsic rewards offered by the medical professions. Pharmaceutical and medical device companies need to raise the bar to attract those highly skilled fresh graduates as they are no longer the first choice.

KEY POINTS

Impact of regulation is vast

Compliance and quality skills are in demand

More medical staff needed

Pharmaceutical insight

$4.9 billion by 2020. These positive trends in the Mexican healthcare market are driven by; an increasing elderly demographic, government initiatives for the prevention and management of chronic diseases, the North American Free Trade Agreement and an improved and updated regulatory environment. Throughout our network we have continued to see a growth within the Lifescience sector where there has been a noticeable drive for businesses within the capital equipment market to enhance their consumable sales and to build more creative ways of obtaining new and developing existing business. Despite this slight shift in strategy, the industry continues to thrive and is a significant contributor to the British economy with profits of £5 billion per annum according to figures from UK Trade Info, released by the HMRC in February.

Pharma & medical devices

David Crossley - [email protected] - UK Eva Piqué - [email protected] - Mexico Sally-Sahel Pad - [email protected] - Germany

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Many companies now choose to ‘Give Something Back’ by launching their own non-profit organisations (NPO’s) or foundations and engage in partnerships with existing charity organisations. Some businesses prefer to back local community charities and others choose to support on a national level. The idea of giving something back has been a trend with large corporations and SME’s for many years as part of their continuing corporate social responsibility. However, there are other factors that drive businesses to support the charities which include: 1. Highlighting corporate social

responsibility 2. Awareness & visibility 3. Brand differentiation 4. To increase brand loyalty In 2008, Tony Goodwin decided it was time to give something back so launched The Antal Charitable Foundation. The foundation supports a small selection of Charities all of which help children who are less privileged, and through no fault of their own find themselves in difficult situations. We asked Tony his reasons for setting up the Antal Charitable Foundation and his thoughts on companies who use charity work to boost their brand visibility in order to stand out from their competitors? “I do not believe anyone should be involved in charity work just for business objectives; to do this would undermine the whole reason for helping people. My reasons for setting up ACF were wholly to do with my rather chequered teenage years and how I managed to pull myself out of a difficult situation

Give something back

Giving back

and move to an altogether more stable, calmer and productive life combining work and achievement with social responsibility. Warren Buffett, the greatest investor of all time, often talks in his book about how lucky you are if you were born in a developed economy such as those of the West. And this is the starting point for me - attributing one’s success to good fortune. Yes we have to work hard as entrepreneurs; we have to strive, overcome difficulties, and sometimes experience awful levels of pressure and stress to achieve business success. But despite this very necessary resilience, ingenuity, determination and hard work we are still usually incredibly lucky even if it’s only to enjoy good health, this in itself being one of the greatest gifts to any man or woman. Therefore I agree with Bill Gates and many of the great business philanthropists of recent history that helping the disadvantaged is not just a good thing to do, as a fortunate human being, it is an absolute obligation whatever one’s religious and moral standpoint is. However I do not believe in indiscriminate hand-outs. There are many examples throughout the world where this has not worked or has even had negative connotations. I believe in careful, socially constructive and sustainable assistance that can be self-perpetuating if at all possible.”

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For up to date news and information on the work the Antal Charitable Foundation are doing, please see www.antalcharitablefoundation.com.

http://www.antalcharitablefoundation.com

Antal International has offices in the following geographic locations, is looking to expand their presence further in many ofthese countries and to open up additional international markets.

SwedenSwitzerlandTurkeyUAEUKUSA

BelgiumBrazilBulgariaCameroonChinaCroatiaCCzech Republic

EgyptFranceGermanyGhanaHungaryIndiaItItaly

KazakhstanLuxembourgMexicoNetherlandsNigeriaPakistanPPhilippines

PolandPortugalRomaniaRussiaSingaporeSouth AfricaSSpain

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Antal Passport - Issue 2.compressed