Posts Tagged Global Marketplace
Going on an international assignment is a life changing opportunity. It teaches you how to be independent, how to interact with new people, how to cope up with an entirely new culture and so much more. When you come back, you’re an entirely different person than you were before; more knowledgeable, more experienced and stronger than ever.
Any association expanding globally is seeking a return on investment. And those organizations seeking better business returns should place an emphasis on relationship building.
As more and more associations grow internationally, regardless of where they are incorporated or headquartered, so too do the expectations and scrutiny by boards and senior leadership for quick membership growth, financial returns, and tangible programmatic results.
In a final post about a SHRM delegation visit to Cuba Oct. 11-17, Howard Wallack writes about prospects for the future.
The past is glorified and the future, if not dreaded, is uncomfortably uncertain. The best metaphor I have for Cuba is that visiting now is like trying to go up into your attic after a long period but the door is stuck halfway open. You can peer in and see wonderful treasures inside that evoke great memories, but, at the same time, you know that once the door is fully opened, you’ll see lots of dust and cobwebs that need cleaning out.
In the second of three posts about a SHRM delegation visit to Cuba Oct. 11-17, Howard Wallack writes about the group’s impressions of the island nation.
In the first of three posts, Howard Wallack writes about a SHRM delegation visit to Cuba.
The article in Sunday’s New York Times describing Amazon’s relentless, hard-driving work environment is, in many ways, a case study in how one very large company is responding to our changing work world.
Living abroad can be a life changing and eye opening experience. By submerging yourself in a new culture, you gain a new perspective on life, meet new and diverse people and feel connected to a community of global citizens. Not only can you benefit from the personal enrichment of living abroad, it is also an excellent career development opportunity and can pave the way for leadership opportunities.
The mobility landscape has evolved signiﬁcantly in the past five years. Businesses are increasingly looking outside of their home markets to broaden their talent pools and place key skills where they are needed most. This also means that as companies expand to beyond their home markets, talent mobility can be the key competitive differentiator for success.
Organizations report that their global mobility programs are critical to supporting new business growth, improving financial performance, and enhancing employee engagement, succession planning and talent management.
But organizations also say the mobility function remains a low strategic priority. And while many new expatriate assignments are predicted for the new year, a majority of companies report that their global mobility programs do not deliver value for the money spent.
Mobility Program Benefits Recognized
With a 7.2 percent rise in business travel spending expected for this year—up to $288.8 billion—as well as a rise in both global and domestic travel risks, organizations must take proactive measures to protect their traveling employees.
Whether your company has three employees or 30,000, the following simple steps can help you keep your traveling workforce safe and prevent legal, financial and reputational fallout.
Short-term business travelers aren’t always top of mind for those working in the HR, immigration and global mobility functions, but they should be, according to experts.
Savvy companies are investing in advances in HR service delivery as well as seizing opportunities to deploy sophisticated new technologies that can make the HR function more effective and efficient, according to a recently published survey report.
“Market trends in HR service delivery and technology can be summed up in a single sentence: More than ever before, possibilities to explore and opportunities for productive change abound,” global professional services company Towers Watson said in describing the results of its 2013 HR Service Delivery and Technology Survey.
Globalization and outsourcing have led many U.S.-based organizations to expand their business operations internationally and increase their hiring of foreigners. Hiring foreign nationals brings an additional challenge: conducting an international background check.
The need for international screening occurs when: