Nick Day wins The Global Vision Award at the 42nd Payroll Congress!

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JGA Recruitment Group is thrilled to announce that our CEO, Nick Day, has received the esteemed Global Vision Award at the recent 42nd Payroll Congress – the world’s largest gathering of payroll professionals!

 

Nick has long been inspired by past winners like Sheri Sullivan and Catherine Honey, and this recognition as the 2024 recipient is a true privilege. His commitment to elevating the global profile of the payroll industry goes beyond words.

 

Whether it’s through JGA Recruitment Group, where he helps talented individuals secure career-defining opportunities, or by showcasing industry legends on The Payroll Podcast, Nick’s dedication is unwavering.

 

The past two decades have flown by in a whirlwind of activity, yet every moment has been cherished. Sharing the stage with Dan Maddux and the newly appointed President, Jim Bolek, CPP, to receive this award was a truly humbling experience. Nick’s signature smile says it all – pure joy and immense gratitude!

 

A heartfelt thank you goes out to everyone who contributes to the magic of the payroll industry. Over the past 22 years, Nick has had the pleasure of meeting countless remarkable individuals, and their support and the connections forged are deeply treasured.

 

Nick says “Thank you for allowing me to share this incredible journey with you. A huge thank you to everyone who has made this possible. I am truly humbled and unbelievably grateful to you all.”

 

Join us in congratulating Nick on this well-deserved recognition! His passion for the payroll industry is a beacon for all, and we at JGA Recruitment Group are incredibly proud to have him at the helm.

 

Looking for the next step in your career? Or looking for the best Payroll & HR talent to join your organisation? Contact our team on:

 

Book a call: https://calendly.com/jganatalielloyd

Telephone: 01727800377

Email: info@jgarecruitment.com

Website: https://jgarecruitment.com

Effective Onboarding Strategies for New Hires

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Onboarding Done Right: Retaining Top Talent Starts on Day One

First impressions matter. Especially when it comes to welcoming new hires to your organisation. Effective onboarding sets the tone for the employee experience and plays a crucial role in retention. New hires are often brimming with enthusiasm and a desire to contribute. A well-structured onboarding program capitalises on this initial wave of excitement, integrating them seamlessly into the team and ensuring they feel valued and supported. Here are some effective onboarding strategies to help you create a positive first impression and set your new hires up for success:

 

Preboarding: A Warm Welcome Awaits

The onboarding journey shouldn’t begin on the first day. Preboarding allows you to connect with new hires even before they step into the office. This could involve sending a welcome email with essential information, company swag, or even a video message from their future manager.

 

Hitting the Ground Running: A Smooth First Day

The first day can be overwhelming for new hires. Prepare their workstation beforehand, ensure their login details are set up, and have a clear schedule outlining their day. Introduce them to key colleagues, including their team members, HR representative, and any mentors they may have.

 

Learning and Development: Investing in Your People

Don’t just throw new hires into the deep end. Structured training sessions are crucial for familiarising them with company policies, processes, and tools. This can include product knowledge sessions, HR policy presentations, and software tutorials. But learning goes beyond formal training. Encourage mentorship programs where experienced colleagues can guide and support new hires.

 

Social Integration: Building Connections

A strong team culture creates a sense of belonging. Schedule team lunches or coffee breaks to help new hires integrate socially. Encourage team-building activities and informal interactions.

 

Feedback and Goal Setting: A Roadmap to Success

Regular check-ins with new hires allow you to address any concerns, answer questions, and provide feedback on their progress. Set clear goals and expectations for the first few weeks and months. This ongoing dialogue creates a sense of direction and builds trust between new hires and their managers.

 

Celebrating Success: Big Wins and Small Victories

Recognition goes a long way in motivating new hires. Acknowledge their contributions, no matter how small. Celebrate milestones and achievements – it shows you value their work and encourages continued effort.

 

Building a Strong Foundation for Long-Term Success

Effective onboarding is an investment that pays dividends. By creating a positive first impression, equipping new hires with the tools they need to succeed, and creating a sense of belonging, you set the stage for long-term success. Your new hires will be more engaged, productive, and likely to stay with your organisation for the long haul.

 

Onboarding is an ongoing process, not a one-time event.

By implementing these effective strategies, you can create a positive first impression, equip new hires with the knowledge and skills they need to succeed, and create a sense of belonging that keeps them engaged and motivated in the long run. Investing in a well-structured onboarding program is an investment in your most valuable asset – your people. It sets the stage for a positive and productive employee experience, leading to higher retention rates, increased productivity, and a more successful organisation overall.

 

JGA Recruitment Group: Building Winning Teams

Finding the right talent is the first step towards a successful onboarding process. JGA Recruitment Group is a leading provider of recruitment solutions, specialising in Payroll and HR. Our team of experienced recruiters has a deep understanding of the Payroll & HR landscapes and can help you identify and attract top talent that perfectly aligns with your organisation’s needs.

 

Looking for the next step in your career? Or looking for the best Payroll & HR talent to join your organisation? Contact our team on:

Book a call with our Customer Success Manager Natalie Lloyd: https://calendly.com/jganatalielloyd

Telephone: 01727800377

Email: info@jgarecruitment.com

Website: https://jgarecruitment.com

Building a Positive Company Culture

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Company culture isn’t just about ping pong tables and free snacks (although those can be perks!). It’s the heart and soul of an organisation, encompassing the shared values, beliefs, attitudes, and behaviours that shape the employee experience. A positive company culture creates a sense of belonging, motivates employees, and drives overall success.

 

Here are some key strategies to build a positive company culture:

 

1. Define Your Values and Live Them:

Develop a clear set of core values that reflect your organisation’s mission and vision. These values shouldn’t be just words on a poster; they should be embedded in everyday practices. Ensure leadership actively demonstrates these values in their decisions and interactions with employees.

 

2. Open Communication and Transparency:

Create a culture of open communication where employees feel comfortable expressing ideas, raising concerns, and providing feedback. Regular company updates, town hall meetings, and anonymous surveys can help keep employees informed and engaged.

 

3. Recognition and Appreciation:

A simple “thank you” goes a long way. Recognise and appreciate employee contributions, big and small. Public recognition at team meetings, rewards programs, or even handwritten thank-you notes can significantly boost morale and motivation.

 

4. Empowerment and Ownership:

Give employees the tools and resources they need to succeed. Delegate tasks, encourage innovation, and allow employees to take ownership of their work. This creates a sense of responsibility and builds confidence.

 

5. Work-Life Balance and Flexibility:

Employees value a healthy work-life balance. Offer flexible work arrangements, remote work options, and encourage employees to take their allotted holidays. Respecting personal time demonstrates that you value their well-being and contributes to a happier, more productive workforce.

 

6. Professional Development and Learning:

Investing in your employees’ professional development shows you’re committed to their growth. Offer training programs, conference attendance opportunities, or tuition reimbursement to help them develop new skills and advance their careers.

 

7. Teamwork and Collaboration:

Encourage collaboration and teamwork across departments. This creates a sense of community, breaks down silos, and leads to better problem-solving and innovation. Team-building activities and social events can help build stronger relationships amongst colleagues.

 

8. Fun and Celebration:

Work doesn’t have to be all serious! Celebrate milestones, team achievements, and company holidays. Organise social events, team outings, or casual Friday dress codes to inject a bit of fun into the work atmosphere.

 

Building a positive company culture is an ongoing process that requires continuous effort and dedication. By implementing these strategies, you can create a thriving workplace where employees feel valued, respected, and motivated to contribute their best work.

 

Conclusion: Investing in Your People – Building a Strong Future

A positive company culture isn’t just about employee satisfaction; it’s a strategic investment in your organisation’s future. It leads to increased employee engagement, reduced turnover rates, and improved overall performance. Happy employees are more productive, innovative, and become strong brand ambassadors for your organisation.

 

JGA Recruitment Group: Building Your Dream Team

The right team is crucial for creating a positive company culture. JGA Recruitment Group can help you find the talent you need to build a thriving workplace. Our experienced recruiters specialise in identifying high-performing individuals who not only possess the necessary skills but also align with your organisation’s values.

 

Let JGA Recruitment Group help you build a team that embodies your company culture and drives success.

 

Looking for the next step in your career? Or looking for the best Payroll & HR talent to join your organisation? Contact our team on:

Telephone: 01727800377

Email: info@jgarecruitment.com

Website: https://jgarecruitment.com

Closing the Gap: Steps We Can All Take for Equal Pay

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In the UK, women typically work an extra 52 days (almost two months) to earn what men do on average. This disparity is unacceptable, and achieving equal pay for equal work demands action from all of us.

JGA Recruitment Group is firmly committed to promoting fair compensation practices and fostering a diverse and inclusive work environment. While we actively work towards these goals within our own recruitment services, the responsibility for achieving equal pay extends far beyond any one organisation. Here’s a look at steps we can all take to bridge the gender pay gap:

 

  1. Challenge Unconscious Bias:

Unconscious bias can creep into the hiring process, leading to the undervaluing candidates. Here’s how to mitigate this:

  • Utilise anonymous resumes: By removing names and other identifying information, hiring managers can focus solely on qualifications and experience.
  • Standardise interview questions: Develop a set of pre-determined questions for all candidates in a specific role. This ensures a fair and objective evaluation process.
  • Train hiring managers on unconscious bias: Educate those involved in the hiring process on recognising and mitigating unconscious bias.

 

  1. Promote Salary Transparency

Open communication about salary expectations is crucial for achieving fair pay. Here are some ways to encourage transparency:

  • Research salary benchmarks: Conduct research to understand the average salary range for a specific role and location. This information can be a valuable starting point for salary discussions.
  • Disclose salary ranges in job postings: Providing salary ranges upfront allows candidates to make informed decisions about applying for a position.
  • Normalise salary discussions during interviews: Encourage open dialogue about salary expectations during the interview process.

 

  1. Advocate for Fair Compensation

Negotiating for fair pay is a vital skill. Here’s how to advocate for yourself and others:

  • Be prepared with data: Research salary benchmarks for your position and experience level. This data will strengthen your case when negotiating salary.
  • Practice your negotiation skills: Role-playing salary negotiations can help build confidence and ensure you present your worth effectively.
  • Speak up for colleagues: If you witness a gender-based pay disparity, use your voice to advocate for fair compensation for your colleagues.

 

  1. Support Upskilling Initiatives

Equipping employees with the skills and qualifications needed for advancement is crucial for closing the pay gap.

  • Support training programs: Encourage and support opportunities for employees to develop new skills and qualifications, making them strong contenders for higher-paying positions.
  • Promote mentorship programs: Mentorship programs can provide employees with guidance and support as they navigate their careers.
  • Advocate for flexible work arrangements: Flexible work arrangements can help employees better balance work and family responsibilities, allowing them to pursue career advancement without sacrificing personal needs.

 

Closing the Gap: A Collective Effort

Equal pay is not just a goal, it’s a necessity. By taking these steps and fostering a culture of transparency and accountability, we can all play a role in closing the gender pay gap. JGA Recruitment Group is committed to working with businesses that prioritise diversity and equal opportunities. Let’s work together to create a workplace where everyone is valued and rewarded fairly!

 

Looking for the next step in your career? Or looking for the best Payroll & HR talent to join your organisation? Contact our team on:

JGA recognised as one of the Best Workplaces in the UK by Great Place to Work for two years in a row!

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JGA Recruitment Group is recognised as one of the Best Workplaces in the UK by Great Place to Work for two years in a row! ✨

We are delighted to announce that JGA Recruitment Group has been recognised as one of the Best Workplaces in the UK 2024 by Great Place to Work®! This is a huge achievement for our team and we are incredibly proud of what we have achieved together. 🍾

Great Place to Work® is the global authority on workplace culture. They conduct research to identify the best workplaces in the world and help organisations create great places to work for all.

 

Our Founder and CEO Nick Day, prides himself on making JGA a great place to work for everyone and is delighted that it has been made official two years running. Speaking about the certification, Nick said:

“At JGA Recruitment Group, we’re honoured to be recognised as one of the UK’s Best Workplaces by Great Place to Work. A positive workplace culture fostering inclusion, wellbeing, and growth is critical to creating a sustainable and successful business. That’s why we’re deeply committed to investing in our employees’ mental and physical health and providing a nurturing and supportive environment for everyone in our business.

We are thrilled to see our initiatives’ impact on our workplace culture and are dedicated to continuing to improve and evolve. This recognition is a testament to our team’s hard work and dedication, and we’re proud to be included on this prestigious list. We’ll continue to prioritise the wellbeing of our employees because we know that when our team members thrive, our business thrives.”

 

We are excited to build on our success and continue to improve our workplace for our team in the years to come! 🎉

 

About Great Place To Work UK

Great Place to Work is the global authority on workplace culture. Since 1992, they have surveyed more than 100 million employees worldwide and used those deep insights to define what makes a great workplace: trust. In 2022, they launched the first-ever annual UK’s Best Workplaces™ for Wellbeing list of organisations that delivered exceptional wellbeing support for employees across all levels and departments. For more information, visit www.greatplacetowork.co.uk

 

Contact JGA Recruitment Group

Contact JGA Recruitment to find out more and discover how in partnership, we can locate the top talent for your business and take positive steps to create a sustainable, brighter future for all: info@jgarecruitment.com.

JGA Recruitment also publishes two leading business podcasts: The Payroll Podcast and The HR L&D Podcast.

The importance of Stories to the History of Working Women

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History often celebrates grand gestures and prominent figures in the fight for women’s rights. We remember the landmark legislation and the iconic names, but these milestones can obscure a crucial element: the lived experience of the average working woman.

This article by Zoe Lewis, Senior Associate here at JGA Recruitment Group and a history graduate with a passion for equality, dives into the gap between the rhetoric of progress and the everyday struggles of women in the workforce. Zoe uses “unusual examples” to shed light on the disparity between legal rights and practical realities.

Through these untold stories, Zoe argues that achieving true equality requires more than just inclusion on paper. It demands a workplace environment where women feel they genuinely belong.

 

Momentum in Women’s history is often marked by legal recognition or prominent historical figures. The Equality Act of 1970 or The Sex Disqualification (Removal) Act of 1919 were huge steps towards achieving a more equal legal canvas for men and women. Names such as Emeline Pankhurst, Virginia Woolf, Maya Angelou, and Madonna are admirable examples for their representation of women across political, cultural, and social landscapes.

These were critical catalysts for change, however what is less often recognised is what this looked like for a working woman. For the women who heard of these fantastic examples of strides toward equality but struggled to see it in practice in their workplace. The individual stories of working women across history are crucial to understanding why there exists a disparity between what the movement has achieved and why the conversation needs to continue.

There are multiple examples across history that highlight the difference between Inclusion and reality. I will visit the impact of WW1 and WW2, advancements in the professional fields of law and medicine and the reality of the Equal Pay Act of 1970. I will present this using some more unusual examples you may not have heard before.

 

The First Major Shift: War

More than a million women joined the workforce in the UK between 1914 to 1918. The main reason for such an influx was to support the gap left by a generation of working men who had joined military efforts. Women took on positions in agriculture, medicine, and manufacturing. To encourage women’s participation in the workforce, rhetoric focused on ‘community,’ ‘heroism’ and ‘victory.’ This was the first-time women were empowered by their working roles and were directly contributing to a broader purpose than their immediate families and communities. However, whilst by 1951 the number of working women had almost returned to pre-war levels, trade unions still defended higher wages for men, despite an increase in women’s union membership.

The ‘Hello Girls’ were women who were bilingual in French and English and served as telephone switchboard operators on the Western front. They underwent physical training, observed strict military protocol, and worked very closely to the front lines. They were admired for their focus ad bravery under pressure and were, in many respects crucial to the day-to-day operations of the frontline. However, the ‘Hello Girls’ did not receive Veteran status or benefits that were afforded their male counterparts. They didn’t receive recognition until 1977.

 

Professional advancement

Constance Markievicz, an Irish politician, was the first female to be elected as an MP in 1918.  She rejected this in an act of protest and refused to acknowledge the authority of the British government. She became the second female cabinet Minister in Europe when she was elected Minister for Labour in the First Dail. She had been actively involved in nationalist politics in Ireland in 1908 and was a major supporter of the suffragette movement. Her role in the Manchester by-elections in 1908 was a key reason Churchill lost the election to a Conservative candidate. This was not without resistance.

Dr Ivy Williams was the first woman to be called to the Bar in England in 1922 and the first woman to receive a degree as a Doctor of Civil Law from Oxford in 1923. This was due to the Sex Disqualification Act in 1919 which removed the discriminatory policies that disqualified women from certain positions. However, Ivy Williams and her peers struggled to be accepted and survive as barristers. Williams spent most of her career as a Tutor in Jurisprudence.

 

Equal Pay Act?

A ford factory in Dagenham in 1968 was the theatre of a catalyst for the Equal Pay Act of 1970. 187 female workers at this factory protested their male colleagues earning 15% more than them. Median pay for all employees was 14.3% less for women than for men in April 2023.

 

What is clear across all such examples is a difference between the illusion of Inclusion, and the reality of the working world for women. McKinsey’s ‘Women in the Workplace’ report over the past 9 years focuses on Myth versus Reality, across perceptions of the ‘glass ceiling,’ ‘Microaggressions,’ and flexible working. Since 2015, the number of women in the C-suite has increased from 17 to 28%, but stories around Belonging for women who are not in companies with women in C-suite positions demonstrates how far parity is out of reach.

 

About the Author

Zoe Lewis is a Senior Associate here at JGA Recruitment Group and a History graduate with a deep commitment to gender equality.

5 Top Tips to Cultivate a Happy and Engaged Workforce

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Employee happiness isn’t just a feel-good notion; it’s a strategic advantage. Studies consistently show that happy employees are more productive, creative, and loyal to their companies. But how do you create a work environment that fosters this kind of positive employee experience?

At JGA Recruitment Group, we understand the importance of building a happy and engaged workforce. Here, we share five key tips to get you started:

1. Recognition and Appreciation

Everyone wants to feel valued. A simple “thank you” or a public shout-out for a job well done can make a big difference. Make recognition a regular part of your company culture, and watch your team morale soar.

2. Invest in Growth

Employees who feel there’s a path for them to learn and develop are more likely to be engaged and stay with your company. Provide opportunities for training, mentorship, or even conference attendance. Investing in your employees’ growth shows you value them as individuals and their long-term contribution to the company.

3. Embrace Flexibility

In today’s world, a healthy work-life balance is essential. Consider offering flexible work arrangements, remote work options, or compressed workweeks. This allows employees to manage their personal commitments without sacrificing their work contributions.

4. Foster Open Communication

Transparency and open communication are key to building trust. Keep your team informed about company developments, and encourage honest feedback. Regular team meetings, anonymous surveys, and open-door policies can help create a space where employees feel comfortable sharing their thoughts and concerns.

5. Celebrate Wins (Big and Small!)

Don’t wait for a major milestone to celebrate your team’s achievements. Acknowledge and celebrate successes big and small. Organise social events, team outings, or even casual dress days to boost team spirit and morale.

Building a happy and thriving workforce is an ongoing process, but the rewards are significant. By implementing these tips, you can create a work environment where employees feel valued, motivated, and empowered to do their best work.

Contact JGA Recruitment Group

Contact JGA Recruitment to find out more and discover how in partnership, we can locate the top talent for your business and take positive steps to create a sustainable, brighter future for all: info@jgarecruitment.com.

JGA Recruitment also publishes two leading business podcasts: The Payroll Podcast and The HR L&D Podcast.

Our Impact

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Sustainability and environmental impact are paramount to JGA Recruitment Group as we recognise our responsibility to minimise our footprint and contribute positively to the planet.

We believe that fostering a sustainable business model not only benefits the environment but also enhances the well-being of our communities and strengthens our brand reputation.

Through mindful practices, such as reducing waste, conserving resources, and supporting eco-friendly initiatives, we aim to lead by example in creating a brighter, greener future for generations to come.

 

Negotiating Salaries via Email: Why More Employees are Choosing this Route

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It’s not surprising that salary negotiations have gone digital. Email is the go-to method of communication at work, for 74% of people. This is likely a reflection of contemporary working and a need for efficiency. Discussing compensation packages in this way eliminates awkward silences and makes sure key points aren’t missed. It also allows more time to curate responses.

Some candidates may be hesitant to be forceful or unsure what to mention, but emails provide a neutral platform for communicating a person’s needs and wants.

So why does this digital shift make sense?

 

More time to collect evidence and present proof

Discussing salary by email gives candidates the space and time to compile and present proof of their value. The rapid pace of face-to-face negotiations can overshadow the case they’re presenting. An effective email conversation provides a chance to meticulously construct an argument.

 

It’s quick but effective

Involved parties can reply in their timeframe and keep control of the negotiation. It also removes the pressure to instantly respond. Proper analysis of a counteroffer can be completed, and confidence can be expressed in the wording used.

 

A digital trail of every conversation

There’s no worries about discrepancies for applicants going forward as there’s a digital record of the whole conversation. It’s a reliable reference of all topics discussed and mutually agreed terms. The added layer of protection prevents miscommunication and conflicts later on.

 

How to craft an ideal salary negotiation email?

  1. Show appreciation and drive

Begin positively. Thank your new potential employer for offering you the role and let them know of your excitement. This will set the tone for the rest of the email.

 

  1. Express your intention to reach an agreement

Prepare your new employer for the topic of conversation. Be open and honest about your intentions to discuss your salary.

 

  1. Make your argument

Present your case. Why are you certain your value exceeds the initial amount proposed? Revisit your experience, achievements and any skills which are relevant to the role.

 

  1. Have a counteroffer ready

Look into the industry norms for your secured position. Propose a new figure that matches your value. It should be confident but remain within reasonable bounds. Back this up with supporting evidence.

 

  1. Ask their thoughts

Propose a call or meeting to speak about your counteroffer. This paves the way for continued negotiating. It also guarantees prompt responses to any queries or concerns.

 

  1. Be professional when signing off

Sign your email by reiterating your enthusiasm for the role at hand. Voice your eagerness to settle the discussion on pay, with a result that suits both sides.

 

Summary

In-person interactions still hold the most value, but using emails for salary negotiations presents a technical advantage. They illuminate the stress of direct discussions, allowing candidates to articulate their points without worry of being thrown off by unexpected queries.

Constructing a negotiation email properly demonstrates professionalism and assurance. Both traits should be recognised positively by a prospective employer.

Don’t underestimate emails as a key tool for salary negotiating. When it’s used correctly, outcomes can be secured that are mutually beneficial.

 

Written by Hannah Walters

https://hannahmillercontentncoffee.wordpress.com/

The HR L&D Podcast Ranks 13th on the Talent LMS Best 55 Workplace Podcasts

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In the ever-evolving landscape of human resources (HR) and learning and development (L&D), staying informed and up-to-date is crucial for professionals seeking to enhance their skills and knowledge. Podcasts have become a popular medium for delivering valuable insights, and JGA Recruitment Group’s HR L&D Podcast has recently earned recognition by securing the 13th spot on Talent LMS‘s prestigious list of the Best 55 Workplace Podcasts from the L&D, HR, and people management space.

The HR L&D Podcast: Hosted by JGA Recruitment Group‘s Nick Day, The HR L&D Podcast has been making waves in the industry by providing engaging and insightful conversations with thought leaders, experts, and professionals in the fields of HR and L&D. The podcast covers a wide range of topics, from talent acquisition and employee engagement to leadership development and organisational culture.

Recognition on Talent LMS’s Best 55 List: Talent LMS, a leading platform in the learning management system space, recently released its annual list of the Best 55 Workplace Podcasts. This list aims to spotlight podcasts that offer valuable content, unique perspectives, and practical insights for professionals working in HR, L&D, and people management. JGA Recruitment Group’s HR L&D Podcast proudly secured the 13th position on this esteemed list.

Key Factors that Set The HR L&D Podcast Apart:

  1. Expert Guests: The podcast features interviews with renowned experts, industry leaders, and influencers in HR and L&D, offering listeners the opportunity to gain insights from the best in the business.
  2. Timely and Relevant Content: The HR L&D Podcast addresses current trends, challenges, and innovations in HR and L&D, ensuring that listeners stay well-informed about the latest developments in the industry.
  3. Engaging Conversations: The hosts of the podcast create a dynamic and engaging atmosphere, making each episode both informative and enjoyable for listeners.
  4. Practical Takeaways: Listeners can expect to gain actionable advice and practical tips that they can apply to their own professional development and workplace strategies.

The Impact of Recognition: Securing the 13th spot on Talent LMS’s Best 55 Workplace Podcasts list is a testament to the quality and impact of The HR L&D Podcast. The recognition not only reflects the podcast’s commitment to excellence but also highlights its contribution to the professional growth of HR and L&D practitioners.

As the workplace landscape continues to evolve, podcasts like The HR L&D Podcast play a crucial role in keeping professionals informed, inspired, and connected. Here’s to continued success in providing valuable content to the HR and L&D community!

Listen to The HR L&D Podcast here or on all major streaming platforms.

JGA Recruitment Group Ltd

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