Required Competencies to solve Global Challenges for Economic Growth and Sustainability

As we sailed into the Year 2012, we are sustaining new Outlooks, new opportunities through various partnerships and cooperations. We are in progress in re-assessing our efforts and revising our Plans of Action to become current, competitive and successful.

From the last quarter of 2011, we implemented a continuous global research, discussions from many of our valued clients, business colleagues and various leaders of global organizations, it brought us the opportunity to examine the challenges that we need to pay attention in 2012. At that time frame, other researches with similar focus were being conducted, thus cross-validated our findings.

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Below are some of the highlights and few insights of how to overcome these challenges. In order to be successful in this year, one must have strong global strategic techniques, analytical attention and professional competence in these areas.

1. Cross Culture as Essential Element of Globalization:
It is not merely a recognition of diverse employees and headcount, it is an integration of multi-cultural backgrounds of people, society and community. Learning the nuances and depth of cultural practices and traditions are effective techniques to achieve success in the global economy.

2. Surging Social Media across Cultures:
Globally, there are universal concerns about the role of social media towards advancement of organization. There are also inherent disadvantages towards 'privacy', 'access to technical information', 'utilization of employer's resources', 'use of personal time by the employee', 'social media's role for growth', 'utilization of social media as a tool for discrimination' and many more.

Organizations are challenged about the way they manage social media platforms and its integration in their workplace. Employees enjoy the convenience and flexibility of social media at their fingertips. However, employers see these as factors against productivity of employees. Employment laws are evolving along with the social media phenomenon and each country policy differ across cultures. HR organizations struggle in coping up with the enormity and scope of social media's impact to their workforce.

"The benefits of social media are becoming increasingly obvious to many SMEs, but the medium comes with its own array of risks - unless you develop a robust media policy and thorough staff training, experts say. “It's also critical to have an open culture in the business, so that if something does go wrong, or if a staff member makes a mistake using social media, staff feel comfortable volunteering this information so something isn't left to fester on social media that the business doesn't know about or staff are too scared to tell management about,” says Franklin Adam Franklin, Bluewire Media - Source: Sydney Morning Herald, Managing Small Business.

"HR professionals have to be [technologically] aware. They don't have to be gurus, but they can't ignore it, employees and potential hires use social media to communicate. That includes tweeting or Twitter and posting on Facebook about their jobs and employers". - Josh Bersin, Source: SHRM, Staffing Management

3. Competent Global Consultants Play a Big Role: 

Globalization brings additional tide of flexibility. There are many organizations that are expanding at new locations internationally. Oftentimes, it's their first time to do business at that particular country. For smart organizations, they tap the help or guidance of globally experienced consultants. These consultants demonstrate strong capabilities that inexperienced organizations at a given location cannot ignore.

The convenience is the ability to perform functions with quality deliverables at due time. They strategically approach every item that they contract and perform. That convenience is not available when you hire FTE employees without considering the learning curve to do the job. Although experienced hires can do the jobs, it was found that they were not experienced enough to execute the consultative techniques that professional consultants can do. However, it is not a matter of having a consultant, it is equally important to examine the responsibilities between both parties involved particularly where Employment laws and business regulations might come into play. In that way, your organization will avoid citations, penalties or big legal fees due to violations.

"Using a professional means that the results will be processed effectively and thus, the subsequent recommendations will carry more weight and be more useful. A professional will have the experience to deal with problems throughout the project and therefore, deliver the findings on time." - Source: DJS Research

4. Hiring Top Talents across Cultures:
A tendency of organization when opening at new country was to hire one of their top employees and become an expat. The assumption was that the top employee can play great impact and business opportunities in the new country because he/she was a topnotch employee at the home country. In many instances, this assumption was proven to be wrong based on experiences of many organizations and senior executives.

Today, organizations that are operating at multi-cultural locations are challenged with many facets of host country operations. Unforeseen realities prior to the expatriate assignment surfaced and issues came one after the other. As a consequence of their neglect, they end up losing their investments of time, money, and top notch employee. The inexperienced HR organizations faced tax issues, expatriate management, compliance requirements about local and international laws, host country's culturally based business practices and community traditions. It is important to approach a global expansion with a strategy that demonstrates all areas that will require attention. Working with HR professionals or Human Capital consultants that have worked in multiple countries is very important and not an option, 100 percent of the executives we have spoken agreed.

In a recent Global CEO Survey (1,201 have participated), identified the major challenges in the next three years, they are as follows;
66% - limited supply of candidates with the right skills
54% - recruiting and integrating younger employees into the workforce
52% - losing people to competitors
50% - providing attractive career paths

Identified strategies to meet these challenges are:
65% - using more non-financial rewards as motivation
59% - deploying more staff on international assignments
54% - working with government and academia to improve skills
Source: PriceWaterhouseCoopers Report

The world's borderless workforce, the migration of talent across and within national boundaries, is growing rapidly in size. Employers who take a sophisticated approach to managing their talent supply and demand challenges by including a talent mobility strategy in their overall plan to combat skills shortages will position themselves to win the escalating war for talents. - Source: StaffingIndustry.com

5. People Management across Cultures:
Many speculate that hiring and managing people regardless of location is universal. Our experienced global leaders disagreed with that assumption. Each one identified that one among the failures of organization was the utilization of universal template in regards to hiring people internationally. The practice of hiring talents in the United States cannot be used as a template when hiring talents in Asia, Australia, Canada, and European countries. Each country is different and their people. The executives stressed the demonstration of respect to people at new location. Show respect to the culture and traditions that they are living and integrate your business to them and not the other way around. When hiring individuals for management positions, our executives say they will pick the ones with demonstrable competencies in leadership and cultural sensitivity.

In North America (Canada and USA), 71 percent of the surveyed hiring managers say that "they would put leadership skills as top priority when hiring executives", according to the survey conducted by Right Management. Source: Canadian HR Reporter

6. Becoming the High Performing Organization:
1. Refocusing towards human capital and value their competencies and strengths
2. Reinvigorating leadership, coaching and empowerment
3. Become an executive partner at the table and demonstrate acumen in ROI and competencies in business
4. Competence in analytics and strategic approaches are required - Not only metrics and processes oriented
5. Use pragmatic and practical business practices that are people oriented
6. Transform from traditional and outdated procedures to strategic techniques that integrate culture, competencies, leadership and workforce adaptability

In 2010, an article was published "Competitiveness and Strategic Competence - Differentiator of New HR and Business Partner"

7. Needed Competencies of Human Capital and Resource Management Professional
1. Demonstrate business acumen and practices
2. Integrate values, ethical practices and accountability
3. Execute consultative competencies, strategic organization, critical thinking and solutions
4. Competence in Analytics, R.O.I. driven activities and business decision making
5. Expertise and sensitivity in global and cross cultural effectiveness
6. Develop leadership and communication competence
7. Invest on people as an asset to avoid talent drain
8. Philosophical Competence in Experiential Learning, Relational Partnerships, Collaboration and Evidence-based Management
9. Acquire global competencies if you don't have them through coaching and professional development
10. Continuous learning of the current techniques and practices around the globe

"Today, 40% of HR Directors make it to the boardroom table but up to 50% admit to not knowing the contribution their role makes to other functions and executives across the business" - Source: HR Review, Strategy and Practice

What do these mean to you?
There are lots of strategic actions that need to be done in order to achieve success. Transforming your organizational approach from traditional to strategically enabled (if not happening yet) is essential. Integrating results and R.O.I. driven performance are necessary. Growth, development and sustainability of human capital as assets in the organization are equally important.

The following graph validates readiness of our firm in responding to all of the identified challenges of organizations in the globalized 21st Century. Let us know how we  can bring you, your teams and organization to become the 'High Performing Organization'.

©JNTConsulting

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

About JNT Consulting
JNT Consulting Global Resources offers professional consulting and resources management, provides workforce solutions that achieve the "High Performing 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.

Source References:
1 JNTC Articles - http://jntcarticles.blogspot.com
2 Sydney Morning Herald - http://www.smh.com.au
3 The Nation - www.nationmultimedia.com
4 SHRM - http://www.shrm.org
5 DJS Research - http://www.djsresearch.co.uk/
6 PriceWaterhouseCoopers - www.pwc.com/ceosurvey
7 Staffing Industry - http://www.staffingindustry.com
8 Canadian HR Reporter - http://www.hrreporter.com
9 HR Review - http://www.hrreview.co.uk

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USA - Validate Employment Eligibility Thru I-9 Form

(c) JNTConsulting

Every US Employer need to validate the eligibility of employment of anyone who will begin working for the company or organization. This function is normally executed by the Human Resource Professional who provides the Initial Orientation of the new employee at Day One.

Recently, the Department of Homeland Security, USCIS released the latest version of the I-9 Guide for immediate use by US employers. This new Guide bears a date as 06/01/11. US Employers are required to follow and maintain a documentation procedure for the compliance of I-9 Form (Employment Eligibility Verification Form). Instruction about the form’s content and how it should be administered is located on page 3 and 4 and page 5 bears the required and complete information and the page 6 illustrates the documents that will substantiate eligibility for employment within the continental United States of America. The new 2011 version of the I-9 document with expiration date as 8/31/12, can be found at USCIS website.

The Department of Homeland Security (DHS) published higher civil fines against employers that violate federal immigration laws; as of March 27, 2008, monetary penalties increased approximately 25 percent. Penalties will be given on a per-alien basis—if an employer knowingly employed or continues to employ five unauthorized citizens, five separate fines may be charged.


In 2011, the Department of Justice has been continuously prosecuting employers who were violating the Employment Eligibility Verification. The Immigration and Nationality Act’s (INA) anti-discrimination provision prohibits employers from placing additional documentary burdens on work-authorized employees during the hiring and employment eligibility verification process based on their citizenship status or national origin. 


“All workers who are authorized to work in the United States have the right to work without encountering discrimination because of their immigration status or national origin,” said Thomas E. Perez, Assistant Attorney General for the Justice Department’s Civil Rights Division. “We are committed to vigorously protecting authorized workers from discrimination in the hiring process and ensuring that employers uphold their obligations under the law.” 


To see the most recent case in regards to Employment Verification.

I-9 Inspections Campaign 

Per SHRM Website, The U.S. Immigration and Customs Enforcement (ICE) has launched a new I-9 inspection campaign across the country, targeting employers suspected of employing unauthorized workers. These “inspections” are announced by service of a subpoena calling for production of Forms I-9 for all current employees and for all employees terminated over the past year. You can also find information at the USCIS Website.


“Employers may not treat authorized workers differently during the employment eligibility verification process based on their citizenship status,” said Thomas E. Perez, Assistant Attorney General in charge of the Civil Rights Division.   “Federal law prohibits discrimination in the employment eligibility verification process, and the Justice Department is committed to enforcing the law.”


To see the most recent Settlement to an Employment Eligibility Violation.

Perspectives:
The Rule on Employment Eligibility is very clear on what are required and needed in order to complete the complete procedure by a Human Resources Professional or his/her representative who is conducting the verification.

Employers found in violation to the I-9 Form will be penalized with fines and at certain situation a jail time will be imposed. 

It is always necessary to be mindful about the organizational risks that are related to non-compliance of the Eligibility of Employment Certification. If you are not certain that you are following the complete regulation, hire an experienced human capital consultant who  can assist you with the compliance and management.  


It is recommended to keep handy a current e-copy of the  I-9 Form (Employment Eligibility Verification Form) and the Employer's Guide for Employment Eligibility Verification.

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Creative Leadership Magnifies Advancement and Optimum Use of People

In today's economic situation, many organizations are experiencing the challenges in sustaining and retaining people that provide strength to their organization. Finding the right individual that will lead their teams, business units or even their organization as a whole is an added constraints.

On the other side of the equation are the people’s decisions to become a part of an organization. However, there are two angles of this side. One is based on economic need, individuals are pressured and willing to sacrifice and be engaged with organization they don't desire to be with. The other side are individuals who exercise their powers in selecting the better if not the best organization that will value them and not exploit or abuse them.

(c)1999-2011 JNTConsulting

Management and Leadership Competencies:
Few leaders of organizations cite that their successes were attributed by the quality and excellence of their competencies in leading people, demonstrated business acumen in achieving business goals, revenue, and acknowledgement of their contributions and opening paths for growth and advancement of both people and the organization.

Management Shortcomings that will drain organizational strengths:
Inability in recognizing the value of experience among seasoned, responsible and ethical business individuals and use their competencies for the advantage of their growth, expansion and sustainability.

Shortsightedness in their hiring practices and strategies held back opportunities, these were inhibited by the wrong use of tools and inexperienced people instead of using seasoned and critical thinking.

The 21st Century shifts towards individual's choice and not employer's brand!
Inability to retain or sustain, qualified individuals to work within their organization will be the most disastrous challenge that organizations have created, and this will surely impact their future. Their expectations are unrealistic and in a way dehumanizing treatment of workforce. Time will tell that individuals they chase to hire have turned the table of being selective in choosing prospective employer that will value them as a person and their competencies. The June 2011 Mercer Report says "One of two US employees are looking to leave their job".

This is because of dissatisfaction among employees on how employers inequitably recognize their efforts. What triggers the dissatisfaction? Since the recession begun, employees responsibilities have increased as an impact to lay-offs of others. Employees work hard in pushing and meeting all the requirements that were defined for every quarter by their superiors. The rules and deadlines were met. They participated in achieving a team effort and provided their best to support their employer.

At the end of the quarter, Employer's revenue goals were successful and profitable. Reports were great for the benefit of the stake holders and managers get their accolades from their Bosses. What do employees get? Oftentimes, their managers don't even acknowledge their efforts nor give recognition that they are a part of the successful Quarter. At the end of the year, despite of profitability of the organization, there was minimal increase to a few but nothing to majority of workforce because of the big EXCUSE - 'we are in recession so there are no pay increases'. Who got blessed with the profits? Obviously, many corporate earning reports indicated that the senior officers of the company got the big bucks.

In some instances, while there was no raise in compensation, some employers provided deserving employees with promotion, indicated by the Office Team recent research in June 2011 that appeared at Talent Management website.

While the recession is progressing and creation of new opportunities is very limited, there is an anticipated big surge of talent-drain in many organizations across borders, Nuremberg, Germany based firm "GFK Interantional" reported at their website in June 22, 2011. It was reported that a fifth of the US' and Canada's workforce are ready to move to another country for a better job.

Do you have the Competencies of a Leader or a Manager?

Today's managers are focused on day-today operational matters. They are significantly involved in micro-management of tasks and activities in order to meet their deadlines and or quota for a given period. Micro-managers are also insecure that the person works for them knows better than them and they only like to see specific details based on their limited vision. With these descriptions, you are a great Manager in making sure that all tasks are completed. However, you are not a leader. People do what they are asked to do for a manager, but they will offer best efforts to a Leader.

Leading people is not only a responsibility to discharge direction; instead this is a professional competency that will espouse total knowledge, experience, insights, business and cultural acumen and leadership. The composition of today's workforce is multi-cultural, the generation has shifted, the experience and personalities, in addition to the complex globalization of businesses across industries. The interconnectivity of operations across continents notwithstanding to compliance of existing Rules and Regulations, locally based and international laws including immigration. All are affecting success through creative leadership.

Being a leader in the 21st Century:
1. Must demonstrate competencies of inspiring the workforce to become competitive in the market place.
2. Encourage enthusiasms and facilitate excitement in order to achieve business goals.
3. Communicate your vision is important, integrate clever use of talents, and provide respect and recognition.
4. Develop infinite possibilities of limitless creativity and productivity.
5. Be the Supporter of your team, wholeheartedly and with ingenuity.
6. Bring the best out of your workforce not based on corporate standards and guidelines but instead through trust, respect, and consideration of the individual as a whole in order to generate exceptional performance.
7. Reward your team in different ways, give appreciation and thank you. A tap on the shoulder for a job well done will increase morale and will not diminish your status.

8. Be a Mentor, facilitate business participation, open doors for advancement of potential leaders.
9. Be a benefactor, seek compensation adjustments for those who demonstrated extra mile on every step of the way in meeting your business objectives, be fair and conscientious.
10. Celebrate with your team for every success that you achieved. Be relevant when growing and managing your organization.

Cultural Competency:
Treating people humanely in your organization as your valuable asset will make a big difference in your business culture. People like to go and work in an environment where they are valued, recognized with their efforts, talents, contributions, competencies and professionalism. By putting an emphasis about these competencies, better results will be achieved. Rewards motivate productivity while growth and advancement triggers loyalty and sustainability of talents.

Business culture within an organization is an integrated recognition of people, their abilities, attributes, the operational guidelines and flexibilities, business goals and aspirations. These aspects will morph the transformation of an organization that becomes an employer of choice as well as employee loyalty. Empowerment of the workforce will dramatize the sense of responsibility, facilitates independence, results orientation, and being a part of growth that impact their world.

Risk Takers, Challengers and Innovators:
Organizations that fence-guard their workforce with policies, rules and guidelines destroy creativity and critical thinking of employees. Rather, build a great culture of people through empowerment by highlighting their talents, creative works, and challenge them to innovate that will lead to progress. Offer the open lines of free communications; listen to their opinions and ideas. Pay attention to their innovative designs that reflect creativity. Celebrate those who will take the risks through innovations. Most importantly, nurture their intellectual capital as a human being. Invest on them as they are your Human Capital and Resources for Advancement. Their absence will hinder your competitive advantage in your industry.

Learn to demonstrate the creative leadership and a thinker in order to keep your organization and teams vibrant, stay with you and avoid the exodus of your talents. A great and effective leader cannot sacrifice losing the strengths of the organization.

Share us your thoughts and ideas by writing your comments at the comments section below or send your comments to: info@jntconsulting.com

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Positives Influences Better Outlook

It was a Sunday morning and doing some readings after breakfast. I come across of an article shared by one friend. And a link to another article caught my eyes because of its intriguing title, “Things You Can Give When You Think You Have Nothing Left To Give”. As a critical thinker myself, I clicked on the link and was led to the List of items that was refreshing, simple and easy to read. Indeed, it made my day.

I like to share with you the List of Things that I read. You will then make your own reflection if there is a role of any of them in your daily life. Somehow, it will be great to demonstrate the humane aspect within us every now and then if not always.

This list is a reminder of intangible things that we somehow forget doing during or in between our day to day activities. 

1. Give A Smile
   Give a smile and give it to every single person that you meet, and you will receive smiles in return.

2. Give Out Good Thoughts
   Give out good thoughts about others, and even about what you find yourself doing, and you will live a good life, and good thoughts will be thought about you. 

3. Give A Kind Word
   Give a kind word to others and your kindness will be returned with kindness. Mankind was created to be kind. 

4. Give A Cheerful Disposition
   Give a cheerful disposition and your cheerfulness will be cheered and not jeered.

5. Give Appreciation
   Give appreciation and your life will appreciate (be added to in value), and in turn you will be greatly appreciated.

6. Give Encouragement
   Give encouragement and you will be imbued with fresh courage to face each day, and be prepared to attract encouragers to you.

7. Give Honor
   Give honor where honor is due, for this is the honorable thing to do, and be prepared for fresh applause.

8. Give Happiness
   Give happiness and you will be unable to avoid the happy feeling that accompanies it, and brings happiness to you as well.

9. Give Of Your Time
   Give of your time to a greater cause than yourself, and it will cause you to be rewarded in ways that you can only start to imagine. 

10. Give Hope
    Give hope and watch hopelessness disappear, faith rise, and joy abound.

11. Give Prayer
    Give prayer for your friends and for those who may be perceived as enemies. There is so much anger in the air in our world, and these prayers will go a long way to bringing the miraculous into play amidst the madness.

Disclaimer:  The Author, Peter G. James Sinclair, granted permission to reprint the listed “11 Things to Give..”  Peter G. James Sinclair, is a Heart To Heart Resuscitation Specialist, www.motivationalmemo.com.

Perspectives:
The listed actions may seem ‘silly to others’ but your judgment will be as good as mine. We seem to focus heavily on our many business activities on a daily basis. It may be a great idea to incorporate some of these into our daily itineraries. Touching the lives of others in a simple way will make a big difference.

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Competing Readiness Across the Global Landscape

Competition is an absolute game in any business today. Our generation is globally operating regardless of organizational size, small or large companies. With the economic recession, more and more Entrepreneurs are now in the global market place as they are attracted with the possibilities of doing business in the international zone.

Because of opportunities and possibilities - the global market is the arena to compete. But how will you sustain your ability in this competitive landscape? 

Operating a business in an international zone is not as easy as writing your itinerary. It is complex and your patience will be tested. Determination and abilities to combat challenges are required. One of the challenges in doing business in the global environment is the lack of understanding the simple yet common sense of cultural uniqueness of every cultural setting around the world. When you begin interfacing in that zone - you will be challenged to face its nuances. Operating within a micro-cultural environment with inadequate knowledge is terrifying. Your management and or technical skills for your job are not the only requirement. Demonstrating business acumen in many business facets such as taxation, corporate responsibilities, the laws covering employment and immigration, and hiring practices of people within the culture. Competence to assimilate, learn, interact and immerse into the culture of your target market play a bigger role than anything that you have thought about. 

Business owners, individuals who were not culturally oriented will get overwhelmed.  Those who have operated in specific country with their independent goals and objectives have experienced huge difficulties in adjusting with their peers at work and at social settings, the work environment, the bureaucracies, the hierarchical differences, the magnitude of cultural barriers in order to fit-in at a given workplace and most of all the lack of cultural awareness. All of these inadequacies have contributed to their failures, low productivity, higher risks of workforce turnover and losing return on investments. 

Mobility of workforce has increased in some parts of the globe. Especially in areas where recession was not a big deal but growth and expansion of businesses flourished.  Business investors from different countries were equally mobile. People around the world are moving as an effect of recession. There are however, some realities across the globe where jobs and more jobs were being lost as an impact of the global economic recession. Recession is not over yet. Professionals and business practitioners who operate internationally have hands-on experience on these realities.  They are great resource about what is happening outside United States and other parts of the world. 

On the other hand, Human Resource Business Partners are trying to cope up with the demands of global workplace. Many professionals in the areas of Human Resources Management are challenged with their inadequate knowledge and competence to operate globally.  This is because of the US focused operation that they are familiar with. Only very few professionals have taken initiatives in expanding their horizon and acquiring necessary knowledge and competencies in order to operate internationally.  These types of competencies are somehow confused among individuals who are working in an internationally operating organization.  Oftentimes, they assume that they are internationally competent when they have worked in an internationally operating organization but their function did not touch any logistically strategic actions. These are individuals who will need additional learning about global competencies.

Within United States, there are very few companies that are source of quality education about culture. Effective cultural education is not gained through attending a one day or two days seminar. It is not a time bound program of three weeks or two months. It is a program that will expand through nurturance and the individual has gained certain level of proficiency and have gone through the period of Aculturization. This is an immersion based concept and process. Experiential learning is an ideal technique and philosophical approach in assimilating the cultural competencies through hands-on activity, because that will facilitate a maximum cultural adaptability.

There is a big task ahead by any individual who aspire to be within the globalized world. Increase your Global Competencies in order to demonstrate globally operational leadership and management portfolio of competencies across the globe. An option is by meeting globally experienced professionals in your locale and through discussions; sharing and inquiring on the many unique challenges, highlights of experience, nuances, requirements, and inefficiencies of a given culture however don’t be judgmental. One virtue of learning and immersing to a new culture and environment is by being flexible with open mind.

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