Wednesday, April 25, 2012

Canada: A Strategic Option for Competitive Future

With the emerging intensity of globalization, countries all over the world are developing their strategies that will give impact to their economic and human capital future.

Source: members.shaw.ca

Canada's private and public sectors have convened to discuss about the future. A research by HRPA (Human Resources and Professionals Association) and Deloitte (Canada) has issued some points of their strategic actions that will propel their economy as well as their investments on human capital development. Both examined four areas that are considered the drivers of change;
a. Demographic shifts
b. Economic prosperity
c. Technological adoption
d. Sustainability

The intent of the study was to recognize the continuing real problems that exist, and to identify strategies that will resolve issues, sustain industries, competitiveness of organizations, employment quality that include workplaces and level of innovations. A series of conversations was held among notable CEOs, Chairs of Canadian organizations, ex-Ministers, current Assistant Deputy Ministers, leading academics and economists.

The following captures what they call "invented future", it exemplified that success can be achieved through innovative experiential learning to be sustainable.

  • Modernize education – prepare future talent with the tools, technology and skills from K-12 to post-secondary, and consider changes to improve teaching performance.
  • Reform immigration – correct long-standing challenges with immigrant accreditation and integration to fully leverage the skills and potential of new Canadians.
  • Improve employment flexibility – address looming skill gaps and shortages by fully tapping into the potential of all Canadians (through flexible and customized work arrangements and regulations).
  • Invest in industry excellence – create the conditions for Canadian companies to win in strategic sectors (through incentives, investment and infrastructure).
  • Infrastructure for access to talent – invest in infrastructure to enable labour mobility, access to diverse talent pools and improved take-up of distributed work.
“Canada’s success will depend on creation of a diverse and sustainable economy built on human capital – an effective workforce that has the right people, with the right skills, in the right jobs,” “The strategies discussed in CanadaWorks 2025 encourage a healthy relationship between employer and employee, and help develop a workforce to promote the advantages of Brand Canada. Employment is shifting now and both public and private dialogue and collaboration are necessary to build our future,” concluded William (Bill) Greenhalgh, CEO HRPA.

Perspectives:
1. Canadian organizations involved in CanadaWorks continue to be pro-active in defining ways to sustain economic and human capital shifts in the future in order to be competitive.

2. Other countries like Australia, United States, and others strive to develop their own strategic options with similar considerations.  Human Capital and Resources Management is a focus because of its intensifying globalization, its impact to local businesses and economic challenges.

Comments:
We like to hear about your insights. You can email your comments to: info@jntconsulting.com or write in the provided message field at the end of this article.

About JNT Consulting
JNT Consulting Global Resources offers professional consulting and resources managementprovides workforce solutions that will achieve the "High Performance Organization" regardless of size and location.

JNT Consulting has its headquarters in San Jose, California and is "Your Partner for Growth & Development”, “Your Professional Coach”, and “Your Provider of Global Resources”. You can contact us by calling +1 650 241-3207 or visit our website.
 
Reference:
1 http://www.hrpa.ca
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The Key to Hiring the Right Person with R.O.I. and Results

The key to a successful finding and hiring the right person for the job vacancy is by having the appropriate person or team of individuals who are responsible, strategically thinking, experienced in people-sourcing, demonstrate an implementable-vision of results and R.O.I. driven recruitment strategies, a business partner who drives the multiple processes involving the planning, recruitment, sourcing, candidate experience and management, hiring negotiations, on-boarding and start date. These type of individuals will carry out effective hiring and its consequential long term retention.

The traditional technique in finding the candidates for a job vacancy through the media of various recruitment activities such as posting job description at job boards, Craigslist, applicant tracking system, hiring an external agency, hiring a recruiter that will fill in the position, advertising in a professional magazine, and attending trade shows have not given high R.O.I. All of these did not generate guaranteed and effective results. Employers spent money, gained hires that filled their vacancies but ROIs were limited and turn over were very high.

"Talent Management indicated that many companies lack confidence in their recruiting programs. 52 percent of HR professionals say that their recruiting programs are only 'somewhat successful'.

Today, many are flocking to the band-wagon of  'social media' sourcing. What does that mean? Would it mean to have a Facebook, LinkedIn or Twitter account, etc? Social media is a venue of communication among individuals who share either personal, fun, insights, experience or travels to interesting places, hobbies, professional perspectives to their social acquaintances and friends. It is not a medium where you can just pick immediate hires.

Hiring through social media will not happen until there is an intimate connection with someone who demonstrate interest to a vacancy, and there is a clear understanding about the individual for the job vacancy.  A sales process will need to take place by demonstrating many of the recruitment ways and means. In that way, the person of interest and the head hunter will establish a connection, a mutual understanding about what is being offered and its benefits for growth and advancement.


©2012 JNTConsulting

A global fact across industries, is the existence of blurry understanding among many people in the HR/Staffing department who cannot differentiate sourcing from recruiting, and the effectiveness of finding the right people who will stay with the organization for a long term.  You can spot on those inexperienced ones because they interchangeably use the terms  as they refer to the recruitment processes and sourcing activities. 

The following might help you understand who is doing the right function and responsibilities;
1. Recruiting Clerk or Admin Assistant - someone who sorts resumes, read through, check the box and identify technical skills identified by the hiring manager, search resumes at the Applicant Tracking System, coordinate resumes with hiring manager and calendar interviews 

2. Recruiter - someone who executes the sales process including closure, convincing a prospective candidate to become a part of a particular team, lead a team, be an executive or an individual contributor. This same individual is responsible in making sure that the expectations of the hiring manager are in alignment with the human resources support to the hiring of the individual, not withstanding with the factual engagement to the overall business goals of the company. The recruiter is the liaison and driver to the many areas such as (recruiting activities, referral programs, tactically-based job boards and applicant systems, strategic closing of candidate, on-boarding techniques)  that will make the experience of the candidate become effective and successful. 

3. Human Resources Management - it is the team of people who will collaborate in putting together various R.O.I and Results-driven programs, supporting documentation, experiential learning avenues, organizational platforms, rewards and compensation, compliance to rules and regulations, road map of employee engagement to success and long term retention. 

4. Hiring Manager - this is the individual who will be responsible in managing the experience of the candidates, new hires and employee(s) in the team. Must be the articulate facilitator of success and influencer of cultural growth, advancement, problem solver of conflicts and career path of the individuals in the team. 

5. Business Partner - someone who will execute the responsibilities that your organization or team will share in an effort to accomplish a successful goal, such as hiring the right individual. The business partner is either an external consultant who demonstrate exceptional skills in augmenting the gaps within your organization or an internal person who will liaise requirements between parties. Your Partner will help you to become efficient with your responsibilities. They will facilitate the achievement of higher results, better R.O.I. because they will help you underscores the challenges along the road.

In many settings in today's business environs all of the above items were combined into one or two role(s) under the disguise as a Recruiter or Staffing Professional. For economic reasons, many professionals are forced to accept these roles because opportunities are scarce and people need to earn a living. Organizations take advantage of the economic instability, and gladly use these combined roles as a bait to hire experienced professionals who cannot say no because of economic reasons. However, it is a short sightedness among candidates when they don't negotiate with prospective employers and do not look for better environment.

The organizations that value the skills of people, they hire them based on their competencies, trade expertise, and experience. Many organization would like to become one among the so called high performance organization, however they do not like to spend money in acquiring that right individual who can show or collaborate in making sure that they are in the right path of becoming one. 

Becoming the high performance organization is not that easy. It requires a talented individual who will manage, play and think through the many puzzles that are involved within the human capital and resources organization. That person must demonstrate, independent, critical and strategic mindset to evaluate all areas of the organization where human capital is a vital force. 

©2012 JNTConsulting

Achieving success with the right type of people comes with big challenges; clear communication; competent professionals and leaders; the workforce adaptability to the global culture within the organization and its extended environment - the personal background of every employee; and the overall Human Capital and Resources Strategy that will support the business goals of the organization.

What this means to you?
1. When hiring, learn the landscape and art of recruiting - the selling of your product (your company and the vacancy) to the prospective buyer (the candidate for the job)
2. Make extra effort in understanding the differences and layers of many activities that involve hiring, this include from planning up to date of start of the new hire.
3. Make sure you understand your business goals, and that your human capital strategy is in line with all the areas of the organization
4. R.O.I. and results-driven techniques, programs, partners and activities must be demonstrated at all cost and levels, no excuses. Examples of these programs that brought "A" type of individuals are; mobility, corporate immigration, destination assistance, pay right for the highly qualified person instead of underpay their qualifications and experience
5. If you don't have a strategic plan (see item #4 above), contact an experienced human capital and resources management professional who can assist you with the endeavors.  There is no option than hiring one that knows the concepts, up-to-date practices including rules and regulations, implementation and evaluation of results. These are all integrated as part of the landscape.

Comments:
We like to hear about your insights. You can email your comments to: info@jntconsulting.com or write in the provided message field at the end of this article.

About JNT Consulting
JNT Consulting Global Resources offers professional consulting in human capital and resources managementprovides workforce solutions that will achieve the "High Performance Organization" regardless of size and location.

JNT Consulting has its headquarters in San Jose, California and is "Your Partner for Growth & Development”, “Your Professional Coach”, and “Your Provider of Global Resources”. You can contact us by calling +1 650 241-3207 or visit our website.
Reference:
4 Twitter/JNTConsulting
5 http://www.recruitingtrends.com  
6 http://talentmgt.com
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Australia: Injured Traveling Worker Compensated

Regardless of location and setting, employers or their representative arrange for the accommodation of a traveling member of the workforce.  While the self-arranged accommodation for travel is becoming a trend nowadays among employees because of conveniences and usage of personal mileage perks. However, employers approved such travels as these relate to business.

©2012 JNTConsulting

Recently, New South Wales, Australia was in the front of newspapers because a traveling worker (Human Relations Section of the Commonwealth Government agency) got injured during her travel time. Notwithstanding that she was injured while having sex with an acquaintance when a light fixture fell on her. 

New South Wales, Australia - source: travelpoint.com.au

In April 19 2012, the Federal Court Justice John Nicholas ruled that the woman was injured during her "course of employment". He added, "if the applicant had been injured while playing a game of cards in her motel room she would be entitled to compensation" and the fact that the woman was engaged in sexual activity rather than some other lawful recreational activity while in her hotel room does not lead to any different result. 

What this means to you?
1. When it is a business travel, the responsibility of the employer is not limited to the actual time when the job is being performed. 

2. Regardless of your country location where business transactions are being conducted. There is an extended responsibility of employer during the entire travel period of any member of the workforce. 

3. This result of a court case becomes a precedent.

4. While this case was in Australia, depending on your business location employers who may be influenced by their 'liability insurance underwriter' may now create a travel clause that will exclude injuries incurred during sexual activities while on business travel.

In the US, many employers react immediately on cases like this and employment related advisers suggest to their clients to review their travel policies.

To read the full article, please click "Worker injured during sex" 


Comments:
We like to hear about your insights. You can email your comments to: info@jntconsulting.com or write in the provided message field at the end of this article.

About JNT Consulting
JNT Consulting Global Resources offers professional consulting and resources managementprovides workforce solutions that will achieve the "High Performance Organization" regardless of size and location.

JNT Consulting has its headquarters in San Jose, California and is "Your Partner for Growth & Development”, “Your Professional Coach”, and “Your Provider of Global Resources”. You can contact us by calling +1 650 241-3207 or visit our website.

Reference:
1 http://www.news.com.au
2 http://en.wikipedia.org
3. http://www.jntconsulting.com


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Tuesday, April 24, 2012

USA: Employment-based Visas, Immigration and New Fee Schedule

Corporate immigration is one among the strategies used when hiring experienced and technical professionals from other parts of the world.
©JNTConsulting

When your organization is based in the United States and hires through employment-based visa for your workforce.  Please make sure that you have the most up-to-date fee schedule in order to determine the appropriate fee for your new hire's visa application. Enclosing the applicable fee to the Visa Application will save you time, money and efforts.

Recently, the USCIS announce the new changes on the schedule of US visas that took effect April 13, 2012.

New US Visas Processing Fees 

For your information, according to the Department of State website,


"Fees that will increase (only nonimmigrant fees) - If you paid your visa fee before April 13, 2012, you do not have to pay the difference between the new and old fee amounts as long as your visa interview is on or before July 12, 2012. Starting July 13, 2012, you will be required to pay the difference between the old and new fee amounts – no exceptions."

"Because of a reallocation of costs associated with immigrant visas, all categories of immigrant visa processing fees will decrease."


What this means to you?
1. Planning ahead of the game is essential.  It will save you economically and get the best return on your investments. For considerations take note of the following items:
a.  Discuss your expat status with an experienced global mobility and corporate immigration specialist
b. Plan a strategy that will match to your expectations, time lines and long journey patience
c.  Prior to application, a Petition on your behalf must be prepared based on the matching requirements of the position and understand its optimum opportunities 
d. Extra care is a must when you travel based on your current status, seek advise as necessary prior to travel and understand current restrictions and limitations are the country you will visit or travel to
e.  Make sure all documents are in order, plan ahead in securing required documentations pertaining to your previous employment, personal and corporate documentation
f. Discuss with current petitioning employer about the intent for long term opportunities as well as limitations
g. Filing fees and complete documentation will result to a visa acquisition and following an official entry to the United States of America


2. Strategic R.O.I-based and Results Driven Corporate Immigration Program:
Organizations that do not have strategic global corporate immigration program can be helped by JNT Consulting Global Resources. Please call  +1 650 241 3207 to discuss on how we can assist you


3. Our experienced team can also assist you with your global mobility strategies across cultures



Comments:
We like to hear about your insights. You can email your comments to: info@jntconsulting.com or complete the comments section below towards the end of this article.

About JNT Consulting
JNT Consulting Global Resources offers professional consulting and resources managementprovides workforce solutions that will achieve the "High Performance Organization" regardless of size and location.

JNT Consulting has its headquarters in San Jose, California and is "Your Partner for Growth & Development”, “Your Professional Coach”, and “Your Provider of Global Resources”. You can contact us by calling +1 650 241-3207 or visit our website.
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