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GLOBAL RADIO interviews 2 very experienced “Global HR” professionals; Germany-based Soumen Chowdury and Dubai-based Sandrine Bardot. Key item: As a single-person consultancy my name is my brand; I only have my reputation to sell!
WHO IS SANDRINE? * Who You See Is Who You Get : I personally deliver the goods and don’t delegate to some junior consultant * Hands on experience : Over 20 years, I climbed the ladder in C&B at prestigious organisations (Microsoft, Fiat, Apple, Philips, Airbus…), eventually leading Global Performance & Reward teams for 2 multinationals with tens of thousands of employees across dozens of countries. * Care : As a single-person consultancy, my name is my brand. I only have my reputation to sell ! So, I will always care about the quality of the work I deliver for you. WHO IS SOUMEN? * HR Shared Services, HR Transformation, Talent Mobility, Global Payroll, Leaders Excellence-Harvard Square * Proven ability to develop individuals and build cohesive global teams with diverse skills through coaching and empowerment. * Places great emphasis on leveraging and working collaboratively with key business partners to gain maximum benefit and support to achieve personal and corporate objectives. GLOBAL RADIO TALKSHOW brings together 2 industry experts who have never before communicated to suddenly discuss current business. Hello and Welcome! SOUMEN CHOWDHURY currently living and working in Germany SANDRINE BARDOT currently living and working in Dubai
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GENERATION MOBILITY platform supports companies making transition abroad smoother for global workforce, raising employee engagement and wellness resulting in increased ROI.
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COMPENSATION INSIDER Sandrine Bardot, Dubai-based; digitalisation of HR
SANDRINE BARDOT, Dubai-based RECOGNIZED INTERNATIONAL COMPENSATION EXPERT, discusses how the digitalisation of HR can help provide an employee experience which is on par with the expectations we all now have as digital consumers. Hi, I am a Total Rewards consultant, trainer, and speaker with +25 years of experience and a strong edge on Middle East approaches. Read More… Subscribe to this blog ! Please go to the Subscribe section and fill in your name and email to receive the latest posts ? We discuss how the digitalisation of HR can help provide an employee experience which is on par with the expectations we all now have as digital consumers. Digitalisation of HR In our region, there is a huge push towards implementing the digitalisation of HR, and some organisations are super advanced. For instance I recently attended a truly breathtaking demo of a performance management system apparently implemented across many Smart Government entities in Dubai. But let’s be honest, despite all the hype towards digitalization, the HR systems that I see used at my clients are often old…very old… Like for example this client’s “fill this Excel performance appraisal template and send HR a paper copy (!) signed by your manager” which I had to deal with, well, in 2019 ! The gap between our expectations and the experience of using current enterprise systems Millennials are expected to represent 75% of the workforce by 2025. In Dubai, in 2016 already, around 51% of the workforce was between ages 20 and 34, as per Dubai Statistics Centre numbers. The Millennial generation grew up with the internet and cell phones, and technology could be considered part of their DNA. Millenials have definite expectations about how digital systems should behave, and see a significant gap between their experience of digital systems on the consumer side, and the reality of what digital systems in the enterprise can deliver Chris Pope, VP of Digital Strategy, Service Now – cited in Tawahultech.com Indeed, existing software solutions in organisations are often “behind” in terms of user interface and responding to internal customer expectations, and do not fit with the way that people want to interact with their screens nowadays. Today’s workforce is used to getting results fast from its personal suite of shiny new hardware and apps : social media, wearables tracking their health, getting instant coupons when entering a retail space… Also think online shopping (Amazon and its recommendations), customer service and instant accessibility on any screen (Netflix), relying on recommendations, user reviews and ratings (AirBnB or TripAdvisor)… You may say “Well, but this digitalisation has not affected HR yet”. Really ? Think about it : LinkedIn has more information on people than most HR systems do (languages spoken, skills, education and training/certifications, recommendations on the person’s professional achievements, and even career aspirations). Linkedin has also completely changed the way recruitment is done nowadays, and digital has almost finished to kill traditional classifieds in newspapers, and even job boards. Despite all their flaws, YouTube and short videos are becoming a by-default learning system. Who hasn’t looked for answers on a work-related question on YouTube, watched a TED video, taken a course on a MooC or a learning platform like Udemy or Coursera ? So how can these consumer trends translate in digital HR ? Imagine if your organisation could transform the employee experience through digital HR, for example by implementing some of these solutions : Integrating social and performance Some organisations use social integration and performance management results to reduce hiring time and improve hiring quality For example in the US, Macy’s track which of their seasonal workers are the most positive about their brand and re-invite the top performers year on year, thereby reducing the number of interviews required and the shorten the time-to-...
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CHRIS DEBNER: Challenges & Dilemmas for Talent Mobility Mgrs
Strategic Talent Mobility Advisory Award-winning Talent Mobility Thought Leader and frequent speaker on the future of HR and International HR; providing Strategic Global Mobility Advisory and Coaching Services. Chris Debner has more than 20 years of experience in international HR advisory and worked in over 35 countries across all industries. Chris runs his own consultancy for Strategic Global Mobility Advisory out of Zurich, Switzerland. For further info or to contact Chris https://www.linkedin.com/in/chrisdebner/ http://www.chrisdebner.com www.pickmybrainpaymylunch.com Chris Debner Challenges & Dilemmas; Talent Mobility CRISIS Originally published April 6, 2020; LinkedIn We currently have a black swan moment that comes with a massive loss of predictability and control. No surprise that travel restrictions and social distancing measures have especially impacted Talent Mobility programmes around the world. They do not only face challenges to which answers need to be found, but also some new dilemmas that are not easy to resolve. My constant interaction and recent discussions with players in the Talent Mobility market, but especially a virtual networking session with the Heads of Mobility of the Swiss SMI (Swiss Market Index) companies on April 3rd 2020, gave my some valuable insights worth sharing, that might help you to prepare yourself for decisions to be made and give you more confidence and comfort on decisions you already took. You will also learn about some new perspectives around some current dilemmas for Talent Mobility. Finally we will look on what the current crisis likely means in the long run, when it comes hopefully soon to an end. There are basically no differences between industries (all are effected in the same way) with the exception of the so-called system-relevant industries, such as pharma, medical supplies, food and supply chain etc.. While for them some exceptions from the travel restrictions are available, they are also far from business as usual. Different mobile employee groups at different stages of their travel or relocations were impacted by the wide-spread travel bans and immigration restrictions. The issues arose mainly in the following cases: Repatriations Postponed or cancelled assignments Foreign local hires Stranded Business travelers Cross-border workforce / daily commuters Home office abroad employees It is interesting to see, that currently Talent Mobility is getting involved in situations that they did not necessarily deal with before, such as home office situations of local employees, daily commuters and business travelers. HR is turning to Mobility to find answers to their questions in this situation. Talent Mobility challenges Let’s look at some of the challenges encountered with these employee groups: Compliance: taxation, social security, immigration (border closures), permanent establishment risk and medical support and insurance (duty of care) The early repatriation of assignees, while there are travel restrictions and lack of flights pose a challenge. Though one that most have already accomplished by now. Especially in Europe you will face situations where the employees choose to work from a home office in another country, maybe their home country, but sometimes also from their holiday homes abroad. The first task is to identify these cases, because when they simply work online it is not apparent for their employer where they work from. The awareness for the accompanying compliance issues (see list above) of such virtual work from abroad is very low among the business and employees and currently not on top of their agenda. It becomes the role of Talent Mobility to inform and advise the business and effected employees about the consequences and to develop approaches to deal with it. Stranded business travelers, who could not return to their home country before travel restrictions came into place, create compliance worries about tax,
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Washington-based, JEAN ABINADER; has work experience in over 40 countries providing services ranging from negotiations training, workforce dev, integrated marketing/com strategies.
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