Thursday, December 30, 2010

Malaysia: Competent Expats and 10 Years Residence Pass

Recently, Malaysia's Department of Immigration has created a Residence Pass Program that will incentivize highly skilled professionals (Expatriates) who would like to live and work in Malaysia for a long term.

Malaysians who have acquired Citizenship outside Malaysia are also given the same privilege.



The Resident Pass will take effect in April 1, 2011.  Its duration is 10 Years and renewable. 

Perspectives:
1. It is a great advantage for those who are willing to work and live in Malaysia and  collaboratively share their knowledge and expertise in the economic and professional advancement of the Country and its people.

2. Organizations that will deploy their Expatriates to Malaysia will gain advantages as well in a long term view because their expats can gain long term residency and it will eliminate few bureaucratic procedures in renewing their work permits or authorization in the country.  However, Mobility Managers must be mindful on the taxation consequences of this program.  It will be worth looking the details and its implications to both the Expat and the corporation.

3. Original Malaysians who acquired their Citizenship in other countries can get back to Malaysia under the Program which will be a great advantage. They too can share their expertise and knowledge they gained from other countries with their current Citizenship.

4. Malaysian government is looking ahead on how they can leverage fluidity of better opportunities in the future. This is through a program that will encourage professionals to remain in Malaysia to enjoy its amenities at the same time collaboratively engaging in the development, progress and advancement economically and professionally.


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Wednesday, December 22, 2010

Wishing Everyone with the Spirit of Christmas

Wednesday, December 15, 2010

Holidays & the Frills of Gift Giving


Holidays & the Frills of Gift Giving


It’s ten days before Christmas Day and the doors of every retail stores are wide open to welcome each and everyone for their holiday shopping.  All sorts of coupons and marketing campaigns are everywhere to be found.  Shoppers are somehow challenged on which items are great for gift giving for their family members, dear friends or for special someone.

The internet is full of ideas, bloggers provide various perspectives, all forms of media have their share in providing consumers with some ideas that may be useful.  

Globally, the  Christmas Holidays are the most commercialized events across the globe. Regardless of location, there is something unique and ways in celebrating Christmas Season. Every culture around  the globe celebrates Christmas in different forms but the real message is Peace on Earth and the Joy of celebrating with family and friends.

Of course, we do not forget that during this Holiday Season besides the Christmas Day, there are many other festivities and cultural holidays that each one partake.  These holidays like Thanksgiving, Yule, Hanukkah, Kwanzaa, Black Friday, Boxing Day, New Years Eve and other globally celebrated days  are equally interesting to note of their importance. 

In the USA,  gift giving has always been a tradition among family members and friends. Corporate world has also embraced the practice of the tradition at certain level.  Some organizations provide Christmas bonuses while others give ‘Gift Certificates’, basket of goodies and in the modern world the ‘Gift Card’. 


“The Gift Card as a Taxable Gift”   


When I was in my morning read time. I come across the article “Don't be a Scrooge by Giving a Gift Card”, written by Jason Fell, Senior Online Editor of Entrepreneur.com in New York City. It is interesting to note of the benefit and disadvantage of giving a Gift Card as a gift to employees. 

Jason's article indicated some facts on gift giving including how the IRS view the ‘gift card’ as a taxable gift to an employee. Jason Fell granted us permission to re-publish and quote parts of his article here at JNTC Articles so that I can share to our readers. A dedicated link to the entire article was provided below so keep on reading.

“Giving gift cards to your employees for the holidays may be convenient for you, but not so simple, or desirable, for the employee."

“And while gift cards seem like a quick and easy alternative to more personalized gifts, what you might not know is the Internal Revenue Service considers gift cards to be additional compensation, so it's taxable income. That's right. Employees will have to declare money, gift certificates or gift cards -- pretty much anything that can be converted into cash -- with their usual taxes. "You can give $5 or $500, it doesn't matter," says Gary Grush, partner at audit, tax and advisory firm Grant Thornton Ltd. "No matter the value, you have to tell your employees that their W-2 form will include the value of the gift as taxable income."

Perspectives:
For any organization’s manager who may be thinking of giving ‘Gift Card’ as a gift to their employees. It may be useful to note the implications of such gift towards the burden of taxable income to your employee. The article of Jason has illustrated some examples as alternatives in making your best choices when giving a gift to your employees. 

During this economic times, a taxable income of  $25.00 in a Gift Card is a burden if not treated properly.

To all of you, we wish you the moments of Joy, Peace and Love during this Holiday Season. Merry Christmas.


While it is easy to pick one of your credit cards and purchase whatever that you like to give as a gift to anyone you like.  Be mindful of the fact that spend only what you have instead of spending what you will anticipate to receive from your hard earned income.  The latter is not a good strategy when considering the current economic conditions and uncertainties of jobs everywhere.

There are many ways to demonstrate love and care to special people in your life without spending much that you don't have.  Spending quality time together is the best option and this cannot be replaced by any items that will add clutter to your home.

To read the entire article of Jason Fell please click on the link “Don't be a Scrooge by Giving a Gift Card”


Please click on the link  Subscribe JNTC Articles to receive the most recent published article.

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Wednesday, December 8, 2010

USA: IRS Issued 2011 Optional Standard Mileage Rate

Effective January 1st 2011, the optional standard mileage rates use to calculate the deductible costs of operating an automobile for business, charitable, medical or moving purposes are the following:

  • 51 cents per mile for business miles driven
  • 19 cents per mile driven for medical or moving purposes
  • 14 cents per mile driven in service of charitable organizations

Click the link to learn more about Revenue Procedure 2010-51 which explains more details regarding Standard Mileage Rates.

To read the complete announcement, go to IRS Issued Mileage Rates for 2011.

Perspectives:
It would be ideal for anyone who is involved in the reimbursement of mileage to update their records and Forms so that it will reflect the current rates when such request will take place in 2011.


When in doubt with the correct calculations in relation to your current situations or circumstances, please contact an experienced professional to assist you. 

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Thursday, October 14, 2010

Peace Corps is 50 Years from its Conception!

As we celebrate the upcoming Golden Anniversary of the US Peace Corps as the globally serving US organization.  We celebrate the many lives that the "Peace Corps Ambassadors of Goodwill" have touched and affected in the last 50 Years.



In October 14, 1960,  then, Senator John F. Kennedy spoke to the students of University of Michigan and challenged them to serve their country in the cause of peace and by living and working in developing countries, of  which inspired the creation of the Peace Corps.

In March 1, 1961 - President John F. Kennedy, signed the Executive Order 10924, the creation of the Peace Corps Act with a purpose;
"to promote world peace and friendship through a Peace Corps, which shall make available to interested countries and areas men and women of the United States qualified for service abroad and willing to serve, under conditions of hardship if necessary, to help the peoples of such countries and areas in meeting their needs for trained manpower, particularly in meeting the basic needs of those living in the poorest areas of such countries, and to help promote a better understanding of the American people on the part of the peoples served and a better understanding of other peoples on the part of the American people."

Today, Fifty years later - the US Peace Corps;
1.  Currently Serving in 77 countries
2.  7,671 Volunteers and Trainees
3.  139 countries served

To read more statistical data about the activities of the Peace Corps, please visit Fast Facts Peace Corps:

Indeed, with great achievements, the Peace Corps have made a difference to many countries and their people across the world. It was a great opportunity to be a part of its mission and have worked in the Peace Corps.

There are more and more Americans today who are inspired in joining the Peace Corps.

President Obama promised to: "double the size of the Peace Corps from 7,800 volunteers to 16,000 by its 50th Anniversary in 2011". 
  
As we move forward with the Peace Corps Torch, its light will shine further across the globe and communities afar.

For your comments, please share to the space provided below or email it to: info@jntconsulting.com

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Friday, October 1, 2010

Newly Published - Consolidated Healthcare Resource

The newly published website of the Healthcare.gov is now live in the internet. Check out if how this website can give you an advantage in selecting a healtcare insurance that is pro-patient instead of the pro-profit insurer.

Website:  Healthcare.Gov

Per initial test, there is a great information that this resource can bring to anyone.  Try it out and see what and how it will help you as an individual, family or an employer. It has most of the individual's status.  As every new website experience, expect to encounter some glitches or bugs - don't panic as you can provide your feedback immediately.

It has options per different states and different categories. Do you feel that your category has been covered?  Explore what this website possibilities can provide. Of course, many will go over this exploration in the website and expect every inch of critique.  However, those critiques that will come out will help the adjustments of every pieces of the Programs mandated by the amended version of the Law that was put in placed in March 30, 2010, now called "Affordable Care Act".

Take a look and then participate in the evaluation. Your insights will be equally great for the formation of a new dynamic and useful Healthcare that will protect everyone's health in this country.

Feel free to share us your thoughts .. you can append it here or email to: info@jntconsulting.com

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Friday, September 24, 2010

Tuesday, September 14, 2010

Ten Pointers of Self Value

What makes a difference in today's economic challenges in relation to personal and career needs?  

The concepts in the above question are interrelated with each other. When you were affected with a job lay off, bankruptcy of an organization you have invested most of your lifetime,  real estate bubble explosion, has been unemployed for longer period than you have anticipated, lost your home. The impact  of the economy was so great and demeaning to oneself.

The economy is still sluggishly struggling. The unemployment rate is still very high to 9.6% according to the recent August 2010 Bureau of Labor Statistics Report. 

Finding the 'real opportunity' is a challenge. Career opportunities are nowhere to be found. Jobs are unrealistic and selfishly driven by combined responsibilities of two people that were merged into one role, are becoming baits to abusive business practices. Employers are taking advantage of people's experiences by paying them lower than what is commensurate. Employers who put their new hires into an extended probationary period as means to avoid paying corporate benefits. There are organizations that expect their workforce to work more than ten hours a day and seven days a week under the disguise of a global operation. Where did we grow from the 19th and 20th Century?

With the current economic condition, people are forced to work regardless of conditions provided by the employer. Individuals accept these as they are only means to earning a living, keep ends meet, raise their family, keep a roof over their heads at best they can and pay their obligations.  We are losing the respectfulness to our workforce.

Our political spectrum is totally out of touch to the realities. The politics of money is greatly influencing what matters to fewer than the most.  Notwithstanding the implications and consequences of actions that resulted to our current economic situations. From the corruption of multi-billion organizations, recklessness of banks and their officers, the real estate greediness, and most recently the irresponsibility to the safety of the consumers. Where are the responsible and ethical leaders of today's generation? Do they have a space in the carnival stage - only time can tell when "real people use their common sense and become pragmatic in the real essence and meaning of life".

Despite of all these challenges surrounding us, let's keep our optimism to the right perspectives and leverage our self esteem. The following Ten Pointers of Self Value offer some strategies that will differentiate you from the rest.  It will help to establish some level of standards for your own self.  

Ten Pointers of Self Value:
1. Reflect about your personal interest, vocation, ethical principles and passion in life, avoid sacrificing them
2. Identify, 
explore your personal and professional values and competencies , go beyond your comfort zones, co-explore your capabilities at the same time

3. Highlight these true valuable pieces when you are searching for employment, which will lead you to a career and not just a job
4. Integrate these values in your resume, 
gain additional development for your career , nothing is wrong when you keep learning new things and dimensions of skills for your advantage

5. Demonstrate these integrated responsible values as not an option by the prospective employer
6. Seek for employers that will value your abilities and competencies, employ your investigative approach in learning about them, research their background, who is running them, learn about the business culture, organizational behavior, locate people that worked there and ask of their experiences

7. Communicate affectively only to employers who acknowledge the value on your abilities and ignore anyone who do not. Be confident to say "NO"
8. Put an extra effort in searching that quality employer for long term gains not for short term convenience, use critical thinking in making sure you are applying to the right organization
9. Learn to interview interactively and strategically, 
get an interviewing Coach to experience important scenarios and learn the art of interviewing
10. Negotiate, offer your competencies and what can you do in adding value to the hiring organization and not emphasizing your traditional skills



The ten pointers above are not easy to handle in conjunction to the current economic landscape. But take it as a compromise to yourself. Performing an elimination process and selection is a valuable activity. You are giving yourself a credit and in many ways, you are building your confidence.  


At the end, it will give you a better comfort, confidence, greater fulfilment and energy when you begin working with an employer that embraces you. 


Peter Bregman , CEO of Bregman Partners says, "If you want to be original - to really think out of the box - you might be better off starting from a different box that you're in". You can be original with your approaches in challenging current situations. 


Share us your comments and thoughts, how are you experiencing our current economic challenges? You can add your comments below or send us an email to: info@jntconsulting.com



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Wednesday, September 1, 2010

Competitiveness & Strategic Competence - Differentiator of New HR and Business Partner

     Competitiveness is an illustrative capability of "high performing organization" in conducting strategic and actionable undertakings that differentiates you in the market regardless of status, time, industry and location. 
     Being competitive, it drastically change the dynamics in achieving your business goals.  The competencies that you will utilize are the facilitators and objective influencers to your results.


Four Specific Categories of  Business Values that will make you become competitive in any market today and in the next decade?
1. Competencies: strategic skills, decision making, problem solving, expertise, consultative, experience
2. Behaviors: like-able, pragmatism, awareness, listener, team player, initiative, persuasive, common sense sensitivity
3. Capabilities: negotiator, communicator,  leadership, development, concretizing the concepts into realistic actions
4. Results: ROI, objective, advancement, retention, productivity, creativity, strength, empowerment


     When you apply the Four Specific Categories in your business practices on a day to day basis. Your results will be objectively different because of your drive and passion.  Today, the shift is dramatically increasing from traditional concepts, the usual approaches and techniques within the auspices of 'assembly line mindset' towards more radical methodologies in transcribing realistic scenarios. 


©JNTConsulting


     Within the Strategic HR and Business Partner, the Practitioner will negotiate, discuss and solve the identified issues, enlighten current practices, review the entire landscape, device specific steps necessary to take, illustrate mechanics of handling hurdles and challenges that will be affecting and or may be influencing the results, review the strategies of each component, looking through the clarity of understanding among people who participate in the business, provide workshops that are meaningfully useful immediately after the sessions, feedback handling and managing conflicts, evaluate the structures, mapping and procedures whether or not they demonstrate openness to flexibility, growth and advancement. Advocate of common sense and integrating ethical business practices, return on investments and risks among people across business units, reinforce gaps of competencies that will increase efficiency, higher productivity and bottom lines. 


     JNT Consulting utilizes the integrated business values in delivering right solutions to the business needs of their clients.




Comments:
Your insights are welcome. Please provide it to the space provided below or email it to:  info@jntconsulting.com


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Friday, August 27, 2010

External HR Business Partner - Its Advantages to your Organization

Your current issues that were unresolved by your current employees in your HR Organization, will be addressed with a new breath of competencies, consultative and strategic techniques that solve your problems when you take advantage the value of External HR Business Partner from JNT Consulting.

The External HR Business Partner at JNT Consulting helps you manage the long term impact and business problems when resolved and devised with proper solutions that are associated with various business management directions.

What is the differentiator of External HR Business Partner to many HR functions today having the similar titles as HR Business Partner? For those managers who have experienced working with 'real' HR Business Partners, they can differentiate the output of someone with experiences in this strategic function. You can spot from a mile, someone whose position title is 'HR Business Partner' but does not know how to execute the function. This is because they do not have strategic mindset, approach and methodologies. Majority of their experiences were tactically and administratively focused. They perform support roles instead of sitting on the table as Partners in the Business. There are many HR professionals in the field whose positions are incognito as HR Business Partner but their responsibilities are ingrained with tactical administravia. This misleading practices in many organizations mock the professional competencies and credibility of those who are qualified to be called HR Business Partners and Practitioners.

A real "HR Business Partner Practitioner" is not a Generalist. The techniques used by HR Generalists are based on common practices and general knowledge adapted from different organizations and industry.

Instead, this External HR Business Partner Practitioner is highly consultative, a specialist, strategic minded with competencies integrating business expertise, organizational management in a big picture, the complex human capital management and resources, identify the ROI of people and overall business enterprise. Practitioners in the HR Business Partner possess the acumen of business understanding, financial and revenue planning, business objectives realization, strategic initiatives, people, staffing, programs and resources management, resolutions of issues and high level of competencies in human capital management. They are real partners to business owners, executive management, business units directors and managers. They provide both the intellectual and practical guidance towards the growth and advancement of the entire organization.



Top Seven Advantages why you work with us at JNTC:
1. Translate your business strategies and business goals into actions through HR initiatives that will drive your entire organizations
2. Develop leadership competencies among new, mid level and executive managers through workshops and professionally conducted coaching to accelerate effectiveness of teams, organization as a whole and accountability
3. Navigate the integration of partnerships among all players in all business units to advance the organization from tactical endeavors to strategically positioned and competitively evolving organization
4. Develop the competencies of HR professionals in driving their functions to become effective, strategically efficient as partner, demonstrate human capital competencies with every business units they support
5. Develop and co-implement effective programs that will reflect the business culture of your organization across units and drive these with proper communications, globally
6. Manage and direct the implementation of strategic sourcing and staffing that tap quality and retainable talents within your organization
7. Provide specifically designed solutions that will support your entire organization

Additional Insights:
In the Entrepreneurs’ June 2009 Issue, Dave Ulrich & Wayne Brockbank shared their perspectives about the evolution of HR Professionals become an essential parts of the business processes.

In The JuNcTion May 2005 Issue, Juntee Terrenal, MA, GMS presented the future and evolving role of HR Professionals who become integrated as decision contributors towards the directions of businesses.

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Wednesday, August 25, 2010

Pre-Hire Credit Check - Illinois' Employers prohibited by the New Law HB 4658

The new law in Illinois HB 4658 'Employee Credit Privacy Act' was signed into Law by Governor Pat Quinn on August 10, 2010. This  law will take effect on January 1, 2011.  Under this act, Illinoi's employers may not use a person's credit history to determine employment, recruiting, discharge or compensation.

This new Law forbids employers to execute a credit check of an applicant to a specific job by obtaining a credit history or credit report.  The Society of the Human Resources Management was quoted at the Press Release of the Governor Quinn's Office dated August 10, 2010 that it found 60 percent of  employers run a credit check on at least some applicants. 42 percent increase from 2006 data and 25 percent in 1998.

Governor Quinn emphasized, "A job seeker's ability to earn a decent living should not depend on how well they are weathering the greatest economic recession since 1930's. This law will stop employers from denying  a job or promotion based on information that is not an indicator of a person's character or ability to do a job well."

To read the complete details please click the link on the Press Release.

Perspectives:

This Law is a great protection for any job seeker in Illinois from the unprecedented increased of employers' practices relating to Pre-Employment Credit Checks.

HR Professionals who are within the auspices of an Illinois employer must be mindful on the implications, limitations and penalties of this new Law. They should understand the particulars of this Law when they will exercise the option of using the Credit Check or Credit Report as a requisite  of a particular job.

However, employers who may be hiring a job seeker from Illinois for an employment opportunity outside the state of Illinois was not spelled in the Press Release whether or not the new law protects the job seeker from being inquired with Credit History or Report.

Generally, employers that demonstrate effective business practices however uphold the 'Non-Discrimination Laws' to protect any job seeker.

Be pro-active as an HR Business Partner in your organization.  Provide guidance to your Executives when making decisions pertaining to the management of people. If you don't have competencies of being an efficient HR Business Partner call us at JNT Consulting. Our External HR Business Partner expertise can be a great help to you and your organization.

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Tuesday, July 13, 2010

Are you looking for Competitive Workforce Solutions?

There are times in your day of the week that you are challenged in your current function. Contributing Factors might be any of the following: short of staff, ineffective organizational setup, using old policies, there are no programs that exist, lack of knowledge, lack of experience, performing a function without career path planning, cross culture issues, new hire and on-boarding, immigration and visas, relocation of employees, there are no applicable curriculum or session plans, and may be a new concept that is being added in your responsibilities.

In every organization, whether what type and nature of your business. There are always moments that you will experience these challenges. It is a good idea to keep our contact information available to you at any time.
When you are experiencing any of the above, It is suggested that you will call for some assistance and guidance at +1 650 241 3207.

Our consultative and collaborative approaches will be beneficial to you and your organization. We will partner with you while we learn about your existing organizational issues, listen and understand your current business needs then we will recommend appropriate actions that will eliminate your challenges and problems.

In that way, you will be equipped with greater competencies in running your organization whether small or big at any location. JNT Consulting is your Guide and Partner in achieving greater success.



What are specific business values that will make you become competitive in any market today and in the next ten years?
1. Competencies: strategic skills, decision making, problem solving, expertise, consultative, seasoned
2. Behaviors: like-ability, pragmatism, awareness, listener, team player, initiative, persuasive
3. Capabilities: negotiator, communicator,  leadership, development, concretizing concepts to actions
4. Results: ROI, objective, advancement, retention, productivity, creativity, strength, empowerment

Read some of the suggested solutions at the link of Competitive Workforce Solutions 
For any querries, please do not hesitate to call 1 650 241 3207 or send us an email at: info@jntconsulting.com
 
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Saturday, June 12, 2010

JNTC: Global Strategy - Talent Mobility Management include Relocation, Immigration & Destination Services - The ReloNavigator Solution

To become successful in your strategy in global talent management, integrating mobility management as a solution will make you on top of the game.  ReloNavigator is a strategy that will provide you every solution that will make your hiring of top talents across borders be happy, high retention level, effective and organizational adaptable.

Experience in the management of global mobility programs is important. It will make your employees become more productive, concentrate their responsibilities, stay with you for longer period of time and comfort ability of their family members. Effective Partnership is a key when moving to a new location.


How and what are the best ways to implement expatriate planning? For the assignee or transferee, approach an experienced individual with this kind of lifestyle. For the HR side, make a search of an experienced Global Mobility & Human Capital Consultant with successful experiences in global mobility management. Both types of individuals can provide you an experiential insights and perspectives 'the pros and cons' about Expatriate Living abroad. Inquire about the challenges, the advantges and disadvantages. Identify to yourself the value of this experience for your personal fulfillment or growth. Set a short term goal and long term goal as both will help you achieve a balance to your lifestyle being an Expat inlcuding your family members (where applicable).


Scope of the Solution:

 Pre-Hire Planning, Compensation Analysis, Expense Determination, Job Roles Evaluation, Packaging and Logistics Management

 Foreign Hire - Immigration Compliance & Management

 Global Mobility Management (Asia Pacific, EMEA, North America, Latin America)

 Destination Services Management

 Settling-In Resources Management

 Cultural Adjustments Coaching

 Strategic Repatriation Management

Perspectives:
Whether you are a small business owner or a big organization, there is a time when your needs for growth and advancement become apparent. You do not know where to begin and how to become compliant to international rules and regulations. Or may be as a part of growth and advancement, you don't have the necessary experience in global business needs. You will need to increase your Cross Cultural Competencies.

At JNT Consulting we provide full resources in Human Capital Management. We become your Partner during your growth and advancement. Contact us at any time to discuss your current challenges. Our number is (650) 241-3207 or send us an email to: info@jntconsulting.com 

We will be happy to listen and understand how we can help you. You don't need to use the entire scope of solutions above if your needs are different. An Ala-carte' Approach can be tailored to your needs.

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JNTC: Learning & Growth Solution

Growth is facilitated through learning, and expertise. It also provides the right course to the development of your organization and teams. Professional techniques of experienced coach and trainer will increase competencies, acquisition of technical knowledge and efficiencies.

Through our continuous research, development on strategic concepts and current practices that reinforce the undeniable link between coaching, learning and development, personal and professional achievement and sustained with high performance. Organizations that demonstrate genuine coaching, learning development and integrating cultures possess a key competitive advantage during the 21st Century.

At JNT Consulting we developed a range of coaching and mentoring development programs for organizations and individuals who possess the passion of being current for the 21st Century Competitiveness. We integrate the wholistic view of the landscape of every setting in order to become strategically relevant to the business needs.

Scope of the Solution:


Getting Results Through people:
- Strategic Coaching & Competency-based Coaching
- Competency Index Utilization
- Adult Learning & Collaborative Approach
- Professional Development
- Strategies & Techniques
- Negotiations in Practice
- Mobility Engagements for growth
- Ideas & Conversations

As Business Partner:
- Assessment & Benchmarking
- Training Analytics
- Competitiveness
- Strategic Content
- Evaluation & Metrics
- New Hire Eligibility
- Current Trends & Practices
- Team Development

Consultative Resources:
- Curricula Development
- Interactive Workshops
- Collaborative Coaching
- Leadership & Partnership Development
- Integrating Cross Culture within the organization
- Career & Succession Planning
- Other Areas

Programs & Curricula:
- Managing Successful Teams
- Manager's Competencies for a Diverse Workforce
- Performance Morphing
- Communication Style & Techniques
- Conflict & Feedback Handling
- Interviewing within the Law
- Essentials in Leading & Managing Workforce
- Where do we go from here?
- Effective Immigration Management in Practice
- Acquiring Language Proficiency Through Workshop
- Other specific needs

 Perspectives:

Whether you are a small business owner or a big organization, there is a time when your needs for growth and advancement become apparent. When you do not know where to begin and how to become compliant to rules and regulations. When you don't have the necessary experience on a particular business needs. A great part of your strategic growth and advancement is by learning through an experienced, ethical and responsible Human Capital Management Consultant.

At JNT Consulting we provide full resources in Human Capital Management. We become your Partner during your growth and advancement. Contact us at any time to discuss your current challenges. Our number is (650) 241-3207 or send us an email to: info@jntconsulting.com 

We will be happy to listen and understand how we can help you. The scope of this solution is based on identified actual need. Each item is independent from each other.

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JNTC: Policies, Programs & Curricula are Solutions Guide to Effectiveness


Providing you with consultative guidance and development of your policies and curricula that will support advancement, diversity and inclusive culture, retention and high productivity of your employees.

This solution will help you in transforming your existing policies to become current, integrate best practices, compliant to rules and regulations and morph it into a program that sustain effectiveness and growth.


Scope of the Service:

 Policy Handbook, Guidelines, Process & Procedures

 Strategic Staffing: Recruitment & Hiring Processes Mapping

 On-boarding Techniques

 Corporate Immigration (Nonimmigrant & Immigrant)

 I-9, H1-B Public File, AEC Perm

 Global Mobility & Management

 Diversity & Inclusion

 Performance Management

 Training Curricula & Syllabi

 Coaching

 Travel

 Other specific needs

Perspectives:

Whether you are a small business owner or a big organization, there is a time when your needs for growth and advancement become apparent. You do not know where to begin and how to become compliant to rules and regulations. May be as a part of growth and advancement, you don't have the necessary experience on a particular business needs.

At JNT Consulting we provide full resources in Human Capital Management. We become your Partner during your growth and advancement. Contact us at any time to discuss your current challenges. Our number is (650) 241-3207 or send us an email to: info@jntconsulting.com .

We will be happy to listen and understand how we can help you. The scope of this solution is based on identified actual need. Each item is independent from each other.

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JNTC: Strategic Sourcing & Staffing - Competitive Hiring Solution


Your Key to Success is by having a Strategic Sourcing and Staffing resource on your behalf  in your organizational backbone. In this way, you will become an employer of choice for the top talents and you gain highly productive employees who can do the job and support your overall business goals.  JNTC Careers plays a continuous recruiting campaign role in this program.

Scope of Service:
 Effective Sourcing / Recruiting / Head Hunting

 Relevant Job Description & Compensation

 Sourcing passive and active candidates

 Recruitment Strategies: tapping top talents

 Become an Employer of Choice

 Interviewing Techniques

 Reference Check and Selection

 Negotiation: Offer Package

 Pre-Hire Compliance, Background Check

 On-boarding: Acceptance, Start Date

 Compliance to Employment Laws, Regulations and Immigration

Perspectives:

Whether you are a small business owner or a big organization, there is a time when your needs for growth and advancement become apparent. You do not know where to begin and how to become compliant to rules and regulations. May be as a part of growth and advancement, you don't have the necessary experience on a particular business needs.

At JNT Consulting we provide full resources in Human Capital Management. We become your Partner during your growth and advancement. Contact us at any time to discuss your current challenges. Our number is (650) 241-3207 or send us an email to: info@jntconsulting.com 

We will be happy to listen and understand how we can help you. Based on your specific needs we can tailor an ala-carte' solution for you.

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JNTC: External HR Business Partner - Your Organizational Solution

The External HR (Human Resources) Business Partner -  is a solution that will execute your role in the Human Resources and compliance to regulations while you will focus your efforts in other business matters. Smaller organizations can take advantage with this solution.















Scope of External HR Business Partner:

 HR Strategy, organization & assessment of resources

 Guide for Compliance to rules & regulations (State & Federal)

 Pre-Hire Compensation Analysis, benchmark & Offer package

 Hiring & On-boarding Strategies (Strategic Staffing & Management)

 Employee Communications & Relationships

 Performance Review & Management

 Managing Diverse Workforce & Inclusion, EEO Reporting, etc.

 Effective People Development & Training 

 Policies, Programs & Curricula Development

 Contingent Workforce: Temporary Staffing, Contractors , Vendors Management

 Other Specific needs

Perspectives:

Whether you are a small business owner or a medium or big organization, there is a time when your needs for growth and advancement become apparent. You do not know where to begin and how to become compliant to rules and regulations. May be as a part of growth and advancement, you don't have the necessary experience on a particular business needs.

Utilizing current practices, employing strategic mindset with actions 'not written visions' within the organization through External HR Business Partner at JNT Consulting will increase effectiveness and efficiency. The Teams of different Business Units and Line Managers will grow and advance through the development of their competencies while on the job. Creating an environment that is engaging, allowing talents and inquisitive resources within the organization will demonstrate an inclusive growth through partnership.

At JNT Consulting we provide full resources in Human Capital Management. We become your Partner during your growth and advancement. Our number is (650) 241-3207 or send us an email to: info@jntconsulting.com .

Contact us at any time to discuss your current challenges. We will be happy to listen and understand how we can help you.  You don't need to  hire someone + providing benefits in your Payroll instead you can hire the expertise of External HR Business Partner at JNT Global Resources.

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Solutions for Effectiveness Increase Competitiveness and Reduce Inefficiencies

The Competitive Workforce Solutions provides a comprehensive package of useful solutions that will assist the growth and advancement of client's organizations. These solutions cater to any size of organization whether privately or publicly operating regardless of locations.

JNT Consulting practices a sound consultative approach by listening and understanding the client's business needs. Strategic solutions that address the identified challenges will be developed. The initiatives will integrate business culture and align the same to client's business strategic goals. During the implementation of deliverables, JNTC Consultant collaborates with all team members to effectively achieve successful results.

Overview of Competitive Workforce Solutions that our clients are benefiting from their results.

1. External HR Business Partner
This is an external service that will execute the function within the organization and will facilitate compliance management to regulations while your efforts will be focused in other business matters. As your HR Business Partner, our acumen in strategic and consultative business integrate human capital management expertise in addition to the usual human resources practice that are focused on generic yet tactical activities. Smaller and any type of organizations can take advantage with this solution.

©JNT Consulting

2. Strategic Sourcing & Staffing
Having a strategic partner in sourcing and staffing, as a resource will give you peace of mind in your organizational setup. In this way, you will become an employer of choice for the top talents and you gain top talents and employees who can do the job and support your overall business goals. We search for the 'A' talents with exceptional experiences that will optimize competitiveness in your organization.

©JNT Consulting

3. Standards & Initiatives - Policies, Programs and Curricula Development
Providing you with consultative guidance and development of your policies that will support advancement, inclusive culture, retention and productivity of your employees. Will help you in transforming your existing policies to become current, integrate best practices, compliant to rules and regulations and or morph it into a program that will enhance effectiveness and facilitate strategic growth.

©JNT Consulting

4. Learning & Growth - Coaching, Organizational & Team Development
Growth is facilitated through learning, and expertise provide the right course to the development of your organization and teams. Professional techniques of experienced coach and trainer will increase competencies, acquisition of technical knowledge and efficiencies. Language proficiency bridges effective communication.

©JNT Consulting

5. ReloNavigator - Global Mobility, Corporate Immigration and Destination Services

©JNT Consulting


Perspectives:
Whether you are a small business owner, medium or a big organization, there is a time when your needs for growth and advancement become apparent. You don't know where to begin and how to become compliant to rules and regulations. May be as a part of growth and advancement, you don't have the necessary experience on a particular business needs.

At JNT Consulting we provide full resources in Human Capital Management. We become your Partner during your growth and advancement. Contact us at any time to discuss your current challenges. Our number is (650) 241-3207 or send us an email to: info@jntconsulting.com.

We will be happy to listen and understand how we can help you.


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Job Opportunities are available at: JNTC Careers

We partner with you to provide the right "Competitive Workforce Solutions" that meet your business and cultural needs. With a highly experienced international team and a global network of partners, we have the right expertise to manage your organization’s mobile workforce globally.

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