Your R-O-I: Continuous Learning + Connecting Better  

Nov15 Houston   London Dec4   Paris Dec6    SiliconValley Jan17   WashingtonBeltway Jan30  New York Feb1  Fort Lauderdale March1  Scottsdale March8  Germany/Stuttgart/Mercedes April1  ..  

PRESS PASS  free registrations +speaking role +interview

Connect Better; GLOBALHR ExecutiveNetwork 15 Nov HOUSTON @AIG Travel PARIS 06 DEC CapGemini talks people strategy SiliconValley Jan17 ASSIGNEE WELL-BEING Fort Lauderdale March1 $150 ends Dec31 WashingtonBeltway Jan30 $150 ends Dec31 New York Feb1 $250 ends Dec31 Germany 1April @Mercedes 350€ Assignee well-being HOUSTON 15Nov PARIS 6 DEC perfect pitch 7 seconds PRESS PASS=free conf regis txt 619.787.3100 GERMANY 1April DAIMLER keynotes Capgemini faculty Paris DEC 6 HILTON exec Jan30 WashingtonBeltway NYC 1Feb reception 31Jan LatinoAmerican series; IN ? Canada series; IN ? midAMERICA series; IN ? PRESS PASS=speak/intro/interview PRESS PASS info txt 619.787.3100 PRESS PASS 4 u or company? $5/day advertise global; INFO? txt (+1)619.787.3100 $3/day advertise global; INFO? txt (+1)619.787.3100 Media training avail; txt 4 info (+1)619.787.3100

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Show the world what you have

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Workforce Strategy 2019+

Cities of the future and the future of work depend upon one vital element: PEOPLE.  New study by MERCER. 

(full report, click here)

What are people’s expectations and how well are the cities actually performing in delivering on what is important to them?

The focus of the MERCER study is to understand the under-examined yet highly critical human and social factors contributing to how cities function and prosper – and what motivates people to move to, stay within or leave a particular city or employer.

(see the full report, click here)


GET READY for the rise of XPAT GIGS and the new world for global mobility …click, see the full report


Understand Local Plus Compensation Approaches

By Olivier Meier, Mercer

Defining it; The Business Case; Practical Implication Tips; Limits and Risks. (see the full report, click here…)

(see the full report, click…)


WHAT COULD GO WRONG…?

(see the full report)

THANK YOU GIFTS: FREE Registrations,  speaking role, adspace discount, business intros, VIP INTERVIEW GlobalRadio. Menu: Select your PRESS PASS plan: 3 conferences or 6 or 12 or 30 …fits any budget. Let’s discuss. txt/tlk (+1) 619.787.3100


…and now a word about PARIS GLOBALHRNETWORK happening on December 6th inside the corporate offices of TRANSPERFECT 

LIVE TRAINING & NETWORKING attracts senior-level Global Talent Strategy CHRO & HR Business Executives, Recruit, Learning, CompBen, Mobility: click  Houston 15 Nov; London 4 Dec; Paris 6 Dec;Silicon Valley Jan17 Sunnyvale; Washington Beltway Jan30; Manhattan Feb1; Fort Lauderdale March1; Stuttgart 1 April; Madrid 4 April; plus to be announced LatinoAmerican caravan, Toronto/Canada series, MidAmerica series, Boston, Philadelphia, Carolina, Atlanta, and AsiaPacific.  


November 15 HOUSTON  (click)   GLOBAL HR NETWORK   CONVENES at the Allen Parkway campus of AIG TRAVEL  

It’s all about people…  Employee well-being = engagement = loyalty = communications = productivity = measurable ROI to the business


December 4 LONDON MAYFAIR

*WHAT ARE YOU MEASURING TODAY? Is it career development and talent management process for the globally mobile? Hmm.. *Do you already know the 10 Steps to Growing Global; *ROI Global Talent Careers; *FDI & globally mobile talent; *Plan to Succeed Despite Life-threatening Obstacles …Are you aware of what’s coming to mobility?


PARIS December 6 

*C-suite view of talent strategy and Learning in the digital era  *How to perfect your ‘pitch’ to 7 seconds;  *Accelerating Performance of multi-gen workforce; *Legal /compliance update; *Gigs / mobility programs


California SILICON VALLEY January 17

It’s all about people…  Employee well-being = engagement = loyalty = communications = productivity = measurable ROI to the business


WASHINGTON  BELTWAY January 30


NEW YORK February 1

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WORLD ECONOMY

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GROWTH  Opps

There are so many inspiring changes happening in the HR industry.

We see incredible potential for HR managers who have the desire to implement developing best practices in their HR departments and  organizations.

  1. Brand development from a hiring perspective: HR managers are being pulled into brand management based on who they hire and if they are able to hire top talent. Millennials are the growing employee base and they cannot be bribed by money alone. They are looking for company culture, job satisfaction, the ability to give back and flexibility. It is up to the HR managers to communicate company culture to prospective talent in a way that allows them to hire top candidates. This article by Undercover Recruiter has a great list of tools to help with employer branding.
  2. Engaging workforce using gamification: We see gamification becoming more prevalent as a means to increase employee engagement and to understand more about employees, how they think, and what they are motivated by. See this link for examples of how companies are using gamification as an informative tool.
  3. Employee Experience: Retaining employees is more cost effective than recruiting new people. Retaining employees makes for a more cohesive company culture. Think of your employee career stages as your marketing department would consider your company customer buying stages: Employees want individualized tailored career paths and experiences. Understand your employees from a personna perspective in order to better serve them and retain them. Know what path they will take along their employment journey and you will be better able to serve them. We found this article in HBR on this subject to be interesting and thought provoking.
  4. Human Resources is being asked to contribute to overall company strategy because HR is at the epicenter of everything going on within the company. This is where many career opportunities for HR will be found. Payroll and some types compliance are being automated. We are seeing a need for HR to strategize more deeply with C-Suite executives on issues like brand management, company strategies.
  5. HR should understand technology advances that relate to HR and company goals. It will be important to stay on top of technology that the company can use to manage employees. A large portion of the queries made by staff are the same, they most often relate to vacation, benefits and policy questions that a HR computerized bot can handle. Bots will be used more and more to help with HR related questions from employees. 
  6. Fast paced changes call for constant retraining and continuous employee reviews based on those changes. This will place new demands on HR. You will need to train your mind to be comfortable with constant change and also educate employees to do the same. Flexibility and willingness to see things from all angles and perspectives as the company grows and changes will be key. Having access to training programs, preferably online with some support is essential so new skills can be added quickly and inexpensively. CHECK-OUT  coursera.org and Udemy.com … examples of companies that provide training with a flexible schedule.
  7. Workplace diversity demands requires upgraded communication skills and understandings. Social media influences on recruitment are drastically changing the way new potential hires are recruited and retained. Compassion and understanding of differences will be much needed traits for HR.
  8. HR needs to be trained in understanding how to compile and communicate statistics for upper management. Traditional HR is continually evolving into evidence & people-based analytics, which will be driven by HR. HR is now able to use facts compiled by technology programs to push for HR intervention when needed and follow up with fact driven results. Statistical references also help HR to move into their more strategic role with top management by providing important data about the company that is needed during conversations regarding future planning.
  9. Contingent teams are increasing causing companies to be able to train on a dime to get part-timers and remote employees up to speed quickly during a crunch time. Also it will be important to communicate the company culture to these contingent teams so there is a tight company culture across teams no matter where they work in the world and whether they are full time or part time employees.
  10. Harassment Prevention needs to be ingrained into company culture in the HR department. Enforcing a company culture that does not tolerate harassment or discrimination can be challenging for some companies but if the company HR team states this intent right from the get-go there is a greater chance of success.
  11. HR digitized resource centers are increasing in popularity. It will be HR’s responsibility to create a happy medium between self service and customer service for employees.

Info supplied by NIM.MERSION https://blog.nimmersion.com/11-trends-we-see-in-global-hr          …click  been said before


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WHAT SAY YOU?

Tell us about your company?

Are you working with global inbound transferees?

Deployment to which states? 

Send us mail

LONDON, December 4

PARIS, December 6

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