Business

Proton Preve, the story of the first “international car” of the original manufacturer

Published

2 years ago

July 4, 2022

The Proton Preve 2022 was a C-Segment model launched by the original manufacturer at the time, called the Global Car, and built with the highest specifications of domestic cars at the time. The original manufacturer was also very dedicated to this car at the time, and even got the legendary F1 driver to endorse it, but unfortunately, the car ended up in production before even a minor facelift.

According to the information, in 2009, it was revealed that the original manufacturer was building a new touring car, and the car was called Persona R, the Persona’s replacement, on the website at the time. The Tuah concept car was presented at the KLIMS 2010 and was seen as a prototype for the Persona R. By the standards of the time, the car was truly stunning in design.

After the Kuala Lumpur International Motor Show, a prototype of the car began to test on the road, and more news about the car came to light, including that the car was called P3-21A (P3 is the platform code, 21A is the model number), the car was built using Exora’s new scalable platform (equivalent to the current modular platform concept), and the car would adopt the then-popular turbo engine design in order to enter the European market. In order to enter the European market, the car will adopt the then-popular small exhaust turbo engine design and will have direct injection, but in 2011 the launch of the Exora Bold minor modification confirmed that the engine does not have direct injection technology, but consumers are still looking forward to this car, after all, from the Persona in 2007 to the Saga BLM in 2008, the Exora in 2009, the Inspira in 2010 Inspira all had a good response in the market, so this car, which was reportedly scheduled to be released in 2011, naturally earned a lot of attention.

In 2012, Proton began to announce details of the car, including the use of a turbocharged engine, the top version with four airbags, equipped with ESP (a rare feature in domestic cars at the time), and the introduction of hot-pressed steel up to 1480 MPa, and the NCAP 5-star standard, before the launch of the car reached the peak of its momentum, but half a month before the launch The Elantra MD was also launched in China, and because of its price advantage, the launch of the P3-21A was somewhat affected.

With the endorsement of former F1 champion driver Jean Alesi, the P3-21A was officially launched on April 16, 2012, with a total of three models, namely 1.6L IAFM+ MT, 1.6L IAFM+ CVT, and 1.6L Turbo CVT, of which the top version has shift paddles and manual shift mode, with a maximum horsepower of 138 Hp and peak torque of 205 Nm. It has a maximum horsepower of 138 Hp and peak torque of 205 Nm, while its transmission is also from Punch’s VT3 model, and according to official data, the car accelerates from 0-100 in 9.6 seconds.

The biggest question after the launch of this car is why the turbocharged engine horsepower and torque are so low? First of all, the car does not have direct injection technology, and then a little in order to meet the European emissions standards and marketed in Europe (although the European Proton has been released in the preview, but finally did not market in Europe) so the original factory reduced the horsepower output, but the initial release, the car sales results are still good, the average monthly sales can reach 2,000 units, and according to Wikipedia, the car sold 50,000 units worldwide in the first two years, which is not a bad achievement.

Subsequently, the ANCAP, the Australian NCAP agency, also announced the test results of the Preve, 5 stars, which is also the Proton’s best overseas test results, but at the time the Australian version of the Preve and China’s version has very obvious “difference in treatment”, mainly because China’s version is 4 airbags, the ordinary version only double airbags, while the Australian version is actually 6 airbags! This caused dissatisfaction among consumers at the time, so in 2013 the original manufacturer also launched a version of 6 airbags in China and corrected some problems, this version is also known as Preve ANCAP by the owners.

The car did perform well in terms of handling and safety, but because of some subsequent quality problems, such as the OCH problem that CamPro Turbo owners considered a nightmare, the car’s sales declined, so it almost became an invisible model, and the original manufacturer actually tried to continue the life of this car, and in 2018 the original manufacturer launched a minor upgrade of the Preve Version, the basic details without much improvement, mainly in the sound insulation and other places on the line to strengthen, and reduce the price, became the cheapest turbo models in our market at the time, but not much help for sales.

It is reported that Geely did not want to give up this model when they took over the Proton, because they felt that this model still had great potential, but because the two sides included a four-door saloon, positioning and Preve is very close, because the Preve and its brother Suprima S did not survive the minor revision was forced to stop production. It is reported that the successor to the Preve, codenamed SS11, will be released in China in the second half of this year, is a new generation of the Dihao, and will be released in 2022 in China, using a 1.5L turbocharged engine, but the positioning of the vehicle is B + Segment, so the price side can be guaranteed, only this car will not continue to use the name Preve, or as Will, the car continues to use the name Preve or, as rumored, the name S50? We need the official answer to us!

Up Next

High-value Italian retro street bike BENELLI LEONCINO 250!

Don't Miss

Have the Best Plumbing Services With the Best Company

Business

Why do Businesses Need Human resource Consulting Services?

Published

8 months ago

August 24, 2023

Asripasan

Human resource consulting firms play a vital role in today’s business landscape. They offer several key benefits and importance to organizations:

Expertise and Specialization:

HR consultants bring specialized knowledge and expertise to the table. They stay up-to-date with the latest HR trends, best practices, and legal regulations. This expertise is precious for businesses without dedicated HR staff or require support in complex HR areas.

Cost-Effective Solutions:

Engaging HR consultants can often be more cost-effective than hiring and maintaining an in-house HR department. Businesses can access high-quality HR services as needed, reducing fixed labor costs.

Customization:

HR consultants tailor their services to meet the specific needs of each client. Whether recruitment, employee training, or policy development, consultants design solutions that align with the organization’s unique goals and challenges.

Objective Perspective:

Consultants offer an objective and impartial perspective on HR matters. They can provide insights and recommendations without being influenced by internal biases or politics, which can be valuable for making difficult HR decisions.

Efficiency and Productivity:

HR consultants can streamline HR processes, making them more efficient. This can improve productivity, as employees spend less time on administrative tasks and more on strategic activities.

Compliance and Risk Management:

HR consultants help organizations comply with labor laws and regulations, reducing the risk of legal issues, fines, and reputational damage. They also assist in implementing best practices for risk management.

Strategic Focus:

Organizations can free up their internal resources by outsourcing HR tasks to consultants to focus on core business activities and strategic initiatives. This can lead to improved business performance and growth.

Scalability:

HR consulting firms can adapt to an organization’s changing needs. Whether a business is expanding, downsizing, or facing other transitions, consultants can provide flexible HR solutions to support these changes.

Access to Technology:

Many HR consulting firms have access to advanced HR technology and software solutions that may be cost-prohibitive for smaller organizations to implement independently. This technology can enhance HR processes and data management.

Talent Acquisition and Development:

HR consultants excel in talent acquisition and development. They can help organizations attract top talent, assess employee potential, and implement training and development programs to improve workforce skills.

Confidentiality:

HR consultants are bound by confidentiality agreements, ensuring that sensitive HR issues and employee data are handled with discretion and professionalism.

Conflict Resolution:

Consultants can mediate and assist in resolving workplace conflicts and issues, promoting a harmonious work environment.

Global Expertise:

For businesses with international operations, HR consultants with global expertise can help navigate the complexities of international HR regulations and practices.

In summary, human resources consulting firms provide valuable support to organizations by offering expertise, cost-effective solutions, and a strategic approach to managing their workforce.

Their ability to adapt to changing needs, ensure compliance, and improve HR processes makes them an essential resource for businesses looking to thrive in today’s competitive environment.

Business

PayPal quietly reintroduces $2,500 “misinformation” fine

Published

1 year ago

October 27, 2022

Rex

Not long after issuing an apology and retracting a $2,500 fine to its users, PayPal has quietly re-introduced the fine into their terms of service and legal agreements.

If enforced, the leading payment processor could fine users the hefty $2,500 sum for spreading “misinformation,” or “hate”, or whatever they deem “unfit for publication.”

While the wording has been changed up, the company has listed several things they would consider fining users over, purely based on speech:

PayPal restricted and prohibited activities
The promotion of hate, violence, racial or other forms of intolerance that is discriminatory or the financial exploitation of a crime
Items that are considered obscene
Certain sexually oriented materials or services
Act in a manner that is defamatory, trade libelous, threatening or harassing
Provide false, inaccurate or misleading information

The original documents, which PayPal said were published in error, had much looser language on what would get users fined $2,500 over – namely the “sending, posting, or publication” of any “messages, content, or materials” that are “harmful, obscene, harassing, or objectionable.”

PayPal has seemingly taken a firm stance against adult / pornographic content in both policies, while the former prohibited things that “depict or appear to depict nudity, sexual or other intimate activities” the new policy vaguely prohibits “certain sexually oriented materials or services.”

Finance

Employee Retention Tax Credit 2022

Published

2 years ago

September 16, 2022

Asripasan

The employee retention tax credit 2022 (ERC) is a tax credit available to employers who keep and retain their employees. The credit is available to employers with 100 or fewer full-time employees. It applies to qualifying wages paid to employees during the business’s first quarter.

If your business is a small business, you can use Form 941-X to claim the credit retroactively.

Employers with 100 or fewer full-time employees

Employers with 100 or fewer employees are eligible to claim a refundable payroll tax credit called the Employee Retention Tax Credit.

This credit was created by Congress under the CARES Act to encourage employers to retain employees. It was originally set to expire on January 1, 2022, but Congress has extended the credit twice. This means that eligible employers can still claim the credit for their taxes for 2020 and 2021.

The credit is limited to wages paid between March 12 and Sept. 30, 2021. In addition, wages paid under the Paycheck Protection Program (PPP) cannot qualify for the credit. The credit amount is limited to $5,000 per full-time employee in 2020. In 2021, it increases to $7,000 per quarter, with a total credit of up to $21,000 per employee.

Paycheck Protection Program loans are not eligible for the employee retention tax credit

The Employee Retention Credit (ERC) is a tax break for businesses that offer a payroll protection program for their employees. Until recently, employers could not qualify for both programs at the same time. But the new legislation has changed this and now businesses can take advantage of both programs.

To receive the credit, employers must file a Form 941-X, or Adjusted Employer’s Quarterly Federal Tax Return, for each quarter that an employee was a PPP borrower.

The credit is based on wages paid between March 13 and Dec. 31, 2020. For the third quarter of each year, the credit is available for up to $10,000 per employee.

Qualified wages are based on the quarter the business began

To qualify as a severely distressed employer, your business must have had a 90% decline in gross receipts in the previous year.

You must have employed at least one person during this time. The CARES Act does not apply to businesses that are still operating, but it does apply to those that have ceased operations and declined in gross receipts.

Form 941-X is used to retroactively file

The IRS has recently released a new form called Form 941-X. The new form is designed to be filed retroactively and corrects any mistakes that you may have made in filing your original Form 941.

The form must be filed no later than two years after you paid the tax. To file this form, you will need to mail it to the IRS. The IRS does not have the capability to accept it online. If you’ve made significant changes to your business, you may be eligible to claim the ERC. The ERC is equal to 6.4% of the wages you paid to employees during the credit generating period. This credit is not available to corporations with more than 500 employees