TOPICS OF INTEREST

Accelerating development and performance of the new gen talent as we enter the Digital era.

How are companies..or how should leadership communicate with the workforce consisting of multi-ages, multi-cultures?

Managers of Global Talent Mobility: What methods are you using?  How are you forecasting/projecting costs for assignments/projects? Describe communications with stakeholders.

MIAMI International - Thursday, 1 August 9am-2:30; Blue Lagoon ACCELERATE DEVELOPMENT NEW GEN FOR DIGITAL ERA COMMUNICATIONS; MULTI-CULTURES MULTI-AGES BRANDING; EMPLOYER, PERSONAL BRAND/CULTURE DRIVE POLICY HR AND MARKETING TIE-IN PEAK SEASON REVIEW; ANYTHING NEW? SESSION; WHY I DO WHAT I DO LATIN AMERICA COUNTRY NEWS SESSION; TELL YOUR STORY INCLUSION MEANS ... ONLINE ASSIGNEE PERFORMANCE COACHING TALENT SKILLS GAP GLOBAL TALENT/ LEADERSHIP PIPELINE CHANGE MGT: HR’S ROLE CHANGE MGT: HOW DO I BECOME A GIG WORKER? CHANGE MGT: MOBILITY DEPARTMENT REGISTRATION $250 ...but BE SMART, SAVE $55 buy 2 - 5 seats @ $195/seat. Get a group together and we will do individual invoicing. Why pay more?

CONTACT Ed for more info or to REGISTER text/talk 619.787.3100 or  publisher@globalbusiness.media

COSPONSOR EDUCATION simply add $250 and you will enjoy very high-profile PR pre-conference across social media and a great display on the conference site. Additional Benefits: speaking role, banner in room, provide a handout, logo+speaker‘s image on PR media/website, be introduced, receive delegate list. 

INTERVIEW  CONVERSATION

MARK A. BICOCCHI

Senior Manager, Global Mobility

(1)  Global Mobility Policy Changes & Evolution …How we approach sensitive topics… define an accompanying dependent, “family size”, who is authorized, etc., how we define “domestic partner” from a Mobility & Benefits perspective, etc.

(2)  Industry differences regarding exception management and control – certain industries have tighter reigns on policy, while others seem to follow a more “open” approach.  Commercial world vs Government contractors very different

(3)      Carving out “a seat at the table” for your Mobility Program:  How do we continue to drive Mobility’s value and create more awareness within our organizations on what Mobility is, how we can support the various functional areas with expertise, guidance, etc., and connecting all of the dots with our suppliers and internal stakeholders and their buy-in

(4)      The importance of Technology and Assignment Management in Mobility;  Many organizations light years ahead of others – still many out there using very manual processes to track; this damages opportunities for compliance and duty of care.  One key is obtaining buy-in from leadership in enabling the program to purchase feasible technology to allow effective tracking from a payroll & tax perspective


INTERVIEW CONVERSATION

NADINE VOGEL MBA, Global CSP; Chief Executive Officer, Springboard Consulting

Diversity, Work Life, Human Resources, Compliance & Marketing as it relates to the largest minority market in the world; people with disabilities and their family

 


Keynote session

HR’s ROLE is CHANGING as a RESULT of DEMOGRAPHICS, TECH, IMPACT of MARKETING on EMPLOYEE ENGAGEMENT and COMMUNICATIONS INTERNAL and EXTERNAL

will be led by

JOSE TOMAS

Principal, Managing Partner at BrandSparc

What does your brand say to potential team members?
How about current ones?
You might have a great culture, but does it emanate outside your walls?
We help you build a true identity as a desirable place to work that transcends any single moment in time.


Keynote session

LATIN AMERICA & CARIB COUNTRY REPORTS

will be led by

Gustavo Higuera, Regional Vice-President, Latin America; Weichert Workforce Mobility – Latin America Center of Excellence

Malu López-Llamozas, GMS-T; Client Services Manager at Weichert Workforce Mobility – Latin America Center of Excellence

 


Corporate Perspective on Global Talent Pipeline

KEN FINNERAN, GHCS

Vice President, Global Human Resources


Venue: BLUE LAGOON, 800 Waterford Conference Center

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