International Mobility

International mobility, where professional employees are required to work cross-border and remotely in order to meet corporate and client needs, is set to become even more virtual and certainly more widespread in the future. The need for an internationally mobile workforce comes as a result of sharpened competition, the pace of globalisation and the pressure to operate on a trans-national basis. Although expected to expand increasingly over the coming years, cost pressures, lifestyle choices, changing work practices and improved technology will be making changes to the traditional nature of international mobility. But having good people amounts to nothing if a company doesn’t have good people management. For companies that do business globally, the need for broad, comprehensive HR programs that anticipate, and address, the myriad issues that come with having an internationally-dispersed workforce is absolutely crucial. It’s essential that you have in place a competitive international mobility programme that is not only aligned with your business strategy but also facilitates the transactional aspects of international mobility.

If this is your situation:

• You need to ensure that your international assignment policies are aligned with and meet the needs of your business while being cost efficient.
• You want your international assignment delivery structure to be efficient and to use technology effectively.
• You need tax-efficient international assignment structures and policies.
• You need to manage risks by complying with regulations in the locations where your global workforce is deployed.
• You need tax-efficient international assignment structures and policies.
• You want to ensure you are selecting the right staff for international assignments and that their performance is meeting business objectives.

Your comments and ideas are welcomed please reply to this blog.

Human Resource Strategy & Business Effectiveness

The world of work is changing: outsourcing, international mobility, talent shortages, new labour laws, globalisation, shifting demographics, an ageing workforce. Where, how, and for whom, people work is, in turn, transforming company structures and cultures. Over the next decade, the convergence of dominant business, demographic, and social trends will only accelerate the changes sweeping through today's workplace. In fact, people issues within the workplace are now a priority on the boardroom agenda. Companies have realised that a successful business depends on how you design and implement a people strategy that is properly aligned with, and supports, your business strategy. Only then can HR become an actively participating strategic business partner in implementing plans and achieving budgets. As a result, HR leaders are under more pressure than ever to demonstrate results from their workforce practices and policies; they are being encouraged to implement people strategies that support the organisation's business objectives and increase accountability and transparency around people management and reporting. The bottom line: HR is increasingly seen as a strategic linchpin—one that needs to work closely with operations, finance, and other corporate departments to help drive business strategy and success.

If this is your situation:

• You need guidance in developing and deploying HR strategy and planning services.
• You want to create a new HR service delivery model.
• You have decided to create and implement HR scorecards but don’t know where to begin.
• You have to benchmark your core HR processes—locally and globally.
• You need to identify key performance indicators for your HR function.
• You must align your HR strategy with your organisational culture, values and business strategies.
• You want to leverage your HR resources so that you become an employer of choice.

Your comments and additional ideas are welcomed.

EEO-1 Deadline is September 30

Employers have less than two weeks to prepare and submit their EEO-1 reports. SHRM members can receive resources on this topic from SHRM's Express Request service (select key term "FALL: EEO-1.")