Wednesday, August 31, 2011

Strategic Approaches and Competencies Make Global Mobility Successful

The ReloNavigator Solution - Global Mobility Management in Relocation, Immigration, Culture and Destination Services 
Experiences in the management of global mobility programs, people and culture are essentials to success. These 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 in order to adjust smoothly after moving to a new location.

(c)2011 JNTConsulting

How and what are the best ways to implement expatriate planning? Every individual assignee or transferee who may relocate to a new city or country, must utilize an experienced professional as a resource for this kind of lifestyle. Any HR professional, who is involved in bridging the origin country and the destination city must make a search of an experienced Global Mobility & Human Capital and Resources Management Consultant with successful experiences in global mobility management, particularly when the In-house HR professionals do not have adequate knowledge and experiences.

Both types of individuals can provide you an experiential insights and perspectives 'the pros and cons' about Expatriate Success in Living abroad. Inquire about the challenges, the advantges and disadvantages.  Identify to yourself the value of this experience for your personal growth. Set short and long term goals because both will help you achieve a balance to your lifestyle, being an Expat and your family members (where applicable).

The Landscape of the Strategic Competencies:

The following graph is an illustration of technical skills and competencies that are required in managing an effective 'ReloNavigator Solution' for any expat or impat regardless of countries. Our Global HCM & Resources Consultants demonstrate 10 plus years of cross-cultural experiences globally to over 40 countries.


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 your 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 & Resources Management. 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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Tuesday, August 23, 2011

Unemployment and Economic Growth Must Be in Partnership to Recovery

What can the American people expect from the President when he will take the podium on Labor Day of 2011?
"Readiness 'to unroll the details and specifics' in trouble shooting unemployment issues for 9+ % Americans must be the prime goal of Mr. President and not only 'visionary talks' but a realistic implementable actions that will be felt by the majority of the Americans looking for a JOB! Americans like to work and earn a decent living, food and shelter for the family." - source:
The Huffington Post has illustrated some activities and techniques that Mr. President has been doing while he was vacationing at the Martha's Vineyard.
Photo Source: REUTERS / Kevin Lamarque

Friday, August 19, 2011

US Unemployment Paradox of 9 Plus Percent Equals Economic Windfall, People Minus Jobs

The Stigma of Recession:
"The failure to match willing employers with appropriate workers is contributing to a jobless rate that has stalled around 9 percent or higher since April 2009 and is keeping the unemployed on the sidelines for longer. The rate was 9.1 percent in July, when payrolls rose by 117,000 workers after an increase of 46,000 a month earlier, the Labor Department said Aug. 5." (Ref. Article "Employers REady to Hire ..., By Vivien Lou Chen and Jillian Berman - Aug 7, 2011)

Why do Employers cannot find workers at 9.1 Percent of Unemployment?
On August 13th, 2011, Juntee Terrenal, MA, GMS - provided his insights (see below) to a similar question that was run at LinkedIn's Staffing Discussion Group, posted by Marjorie Liles PHR, a colleague in Human 

"Agree with Valentino's inputs 100% (please go to LinkedIn and read the details).
One 'stigma' that employer's representative demonstrate is their inability to look through beyond resume. These people who are looking for specific resume formatting were not trained to pre-screen candidates who has the qualifications. On the other hand, many job seekers cannot afford to pay the cost of Resume Writing (an industry that always find its way in demand during the recession). The point is, resume review is not the only technique in finding the right person who will do the job. A conversation and discussion is a great option in exploring the competencies of people in performing particular job.

My observations, there are so many sloppy descriptions of jobs that do not demonstrate the realities of the functions. You can see that these were copied somewhere else in the internet as you read through the language and match to the company background and business.

Employers do not provide On-the-Job-Training:
"It is not hard for employer to provide an on-the-job training /orientation for people who are new into the industry. One of the problem that I have seen in many organizations - there are many individuals who don't have the ability to 'mentor new colleagues or they do not like to participate in this cross-training / mentoring newbees because of their fear of being eliminated. It is a self protection of their own comfort zone." The realities are ... when you provide a space ~ people are creative in learning new information and process. They will use their experiences and educational background to navigate their ways through adaptation in a new location. New environments are another segment of life where to use previous learnings.
More successful organizations demonstrate their initiatives and creativity in pooling talents and invest on their abilities. The bottom line, when employers say they cannot find talents from 9+% of unemployed, it is an excuse. There are many individuals around who may qualify to work the job that are being advertised. It is a matter of strategic approach and mindset among talent acquisition people and hiring managers in utilizing available resources of skills. Instead of using the usual 'assembly line mentality approach' in matching jobs and people."
A Follow up discussion on August 18th 2011:
"My views on this type of problem is to look at what are the reasons why prospective candidates are not liking the job. Many issues why the persistence of candidates of disliking the jobs are: (1) pay is lower than the required scope of the function, (2) location of the job is far from a willing candidate and the compensation is not commensurate to the distance of commuting, (3) the position might be too vague where the prospective candidates cannot determine their matching skills and will not waste their time to apply as they would not see any future progress of their application, (4) Job owners are looking for gods to do the job but they are not ready to pay the compensation of getting a 'god' for the job - meaning cheap employer like exceptional worker, (5) Experienced people are willing to do the job lower than their prior experiences but they deserve respect and value proposition (6) When candidates will make a research on the employer and find that the hiring employer have had issues with employees before - smart candidates will not take the risk of being associated with this type of employer, (7) technical skilled, non-skilled and labor workers know what they are worth and know the difference of good employer from the bad. (8) job descriptions may not be demonstrating the correct functional responsibilities, (9) hiring managers may not have the right mindset and readiness to fill their job vacancy, (10) Recruiter may not have the right techniques and innovative skills in finding the right candidate for the job.

My suggestion is to look through beyond what is going on. There seems to be an evidence of facts that are contributing to the hurdles of not finding the right individual to work for those jobs. Or may be consider some external help that might provide better options.

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