Wednesday, February 29, 2012

Human Capital the Driver of R.O.Is

Six Action Items to become the High Performance 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 Transform from traditional and outdated procedures to strategic techniques that integrate culture, competencies, leadership and workforce adaptability


Comments:
We like to hear about your insights. 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 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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Wednesday, February 22, 2012

Integrating Employee Mobility Across Borders in Global Strategy of Human Capital Management

Many organizations that are operating or expanding globally struggle in creating an effective strategy in global human capital management where important pieces like employee mobility across borders are not in the landscape.

Our recent study disclosed that leaders of organizations that operates internationally like to capture the value of employee mobility as a retention tool of top talents, whom they employ across borders.

Oftentimes, the question of inexperienced international Professionals in the global landscape regarding employee mobility, how do we integrate this in our overall strategy?

First, by conducting an honest critical and analytical assessment, you can determine where the deficiencies are. If you don't know how to conduct a comprehensive non-biased analysis. Hire an experienced global human capital management professional who will assist and guide you through. It's always the best option to have someone who can tell you bluntly the areas that are inconsistent, irrelevant, malpractice, and not useful. And the same will help you improve, develop applicable solutions and solve issues in order to support the overall business goals of your organization.

Second, by learning and understanding the complex issues that your employee(s) encountered when they were deployed to your new locations, it will provide you a window of opportunity to integrate and create solutions that will overcome these shortfalls. Consider the following questions; what are the factors that affected employee(s) who relocated? Who were involved in the logistics, planing and implementation? How did we support them as an organization?  Do we have an effective program that strategically supported the actual needs from planning to repatriation? Is the policy that was used pretending to be a program? Or we have a program that is being executed as policy driven? What are the drivers to the effectiveness of the strategy? What are our business practices? What type of incentives do you provide to your candidates for expatriate positions?


ReloNavigator is a strategic solution that will make your hiring of top talents across borders become effective,  facilitate happy experience, high retention level, ROI proven, results driven and organizational adaptable. It will help you become the high performance organization.

Scope of the ReloNavigator Solution:
  •  Pre-Hire Planning, Benchmark and 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 Succession Planning and Repatriation Management
Utilizing Strategic Approach:
In order to successfully use global employee mobility as a tool in retaining top talents across border, the most important pieces of the equation are;
1.  having the right partners and relationships that will support your strategy 
2. having the right employee experience 'excellent programs and supports' while adjusting at their new location
3. having the right package of incentives and equity that will motivate expats to grow with the company 

When all items are evident, you are certain that your investments will sustain your business growth and advancement. Your retention level will yield higher results and your organization become high performer due to the effectiveness of your program.

Challenges to a Successful Hiring:
Our experiences validate that few hindrances of unsuccessful hiring of an expat is due to family situations. Unwillingness to uproot Children are in school. Spouses and or partners are working and there is no guarantee of available work at their new location.

Facts:
It is always a great practice to review all scenarios involving hiring across borders. The significance of small item missed during the process of hiring and relocating will impact success. These are normally seen as challenges in both emerging and bigger markets.  Many organizations experience these and they are challenged in navigating and addressing the gaps of their competencies. Recent survey by Mercer’s HR & Mobility Challenges of Emerging Markets Survey also confirmed these facts.

It was noted that most of the challenges of surveyed organizations were;  competitive policies for attraction and retention (38 per cent), finding the right candidates (34 per cent) and equity issues between expatriates and local nationals (33 per cent).

Canadian Employee Relocation Council said that, 19 % of surveyed employees in 24 countries “very likely” to take a full-time job in another country for two to three years with a 10 per cent pay increase, according to a poll released (CERC).

CERC also indicated about the desire of some employees who would like to work abroad as an expat based on the following conditions;
a.  A 10% increase from current pay
b. Guarantee of repatriation and they can go back and work with the organization after the assignment
c. Guarantee of a home visit including airfare while on an assignment
d. Guarantee of a language training (as needed)
e. Unequivocal support to spouses and family members when relocate or while on an assignment

JNTC's survey results was reconfirmed that other countries are sources of willing employees to become expats. These include Brazil, Canada, Mexico, Russia, Spain, France, Australia, United Kingdom, China, Hong Kong, Philippines, Japan and USA.

Realistic Perspectives:
When your organization is expanding and growing to new markets, you will need help in your strategy at new locations. 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.

We provide full resources in global Human Capital Management. We encourage strong Partnerships and support the growth and advancement of our clients. Contact us at any time to discuss your current challenges. Our number is +1 650 241-3207 or send us an email to: relonavigator@jntconsulting.com 

We will be happy to understand how we can help you. You don't need to use the entire scope of solutions above if your needs are different. We provide a tailored-scope that will meet your business needs.

Comments:
We like to hear about your insights and thoughts. 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 R.O.I. and results driven 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 JNT Consulting Global Resources. http://www.jntconsulting.com
3 Canadian HR Reporter, http://www.hrreporter.com
4 Canadian Employee Relocation Council, http://www.cerc.ca 
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Resolving Misclassified Employees Require Human Capital Management

What to do in order to resolve misclassified employees?

First, take a look at the Guideline on Fair Labor Standards Act (FLSA) that is provided by the Department of Labor.  It is recommended to get the most current version of the Guideline as there might have been some amendments or revisions that have taken place. The best way to check this out is at your Department of Labor website.  Globally speaking, each country has its own equivalent of Labor department.

Secondly, after reviewing the Guideline, identify who are the employees who were misclassified.

credit: US DOL

Pay attention to the following sensitive areas:
1. Compensation and Wages
2. Exemptions on both minimum wage and over time pays
3.  Duties and functions of those positions that are generally fall into six categories: executive, administrative, learned professional, computer professional, creative professional and outside sales
4. Subminimum Wage, Child Labor and all other pertinent areas of the regulation
5. Location where the worker is located and where the work duties are performed
6. Tax liabilities and implications
7. Unfair business practices
8. What to do in order to be compliant

Thirdly, create a compliance plan. However, if you are not certain as to what actions to be taken. Engage with an experienced human capital management consultant professional who could assist you in the compliance management.

There are penalties to violators of misclassifying employees whether or not they are wage earners, salaried, or independent contractors.  When conducting a business in California, beware of the State FLSA Guideline.  In 2012, the new law which took effect in January 1st, impact the classification of employees particularly those that are being classified as Independent Contractor / Consultant but do not meet the test on a real independent contractor.

What this means to you?
Execute a review of your employee classification to make sure that everyone is classified correctly.

Conduct a workshop for your team and or manager to let them understand the scope of FLSA for the benefit of your organization in  the long term.

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.

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Wednesday, February 15, 2012

Internships - The Desire to Learning, Experience and Future Opportunities versus Exploitation that Prevails

The debate on the consequential benefits of internships continues, and its global footprints are evident:

We asked our President, Juntee Terrenal, MA, GMS about his insights on Internships as a consequential form of human capital exploitation among organizations. He offered four fundamentals about Internship;

©JNTConsulting
1. Recognizing the Interest:
The ambition to be somebody, the desire to learn through experience within recognizable organization, being a part of the fast, trendy and hip teams, the opportunity of gaining lucrative career in the future are bits and parcel of a growing individual.  Competitive individuals search for their stage to shine.

2. Opportunities and Potentials:
Being an intern at an organization that is advanced, technologically oriented, popular and highly visible teams are seen to be a technique of getting the best opportunity in town.  Internship’s main goal is experiential learning that will facilitate career opportunities that are success-enabled and growth potential. Historically, many individuals who have been an intern have gained success in their careers. While others did not get employed.

At the very outset of the internship, compensation was not the main motivation to participate in the program. Instead, because of the opportunity of experiential learning where exposure that will enable the individual to develop its bi-product such as skills development in different areas of the business and operations. The skills they learn reinforce the academic learning from schools and outside world.

3. Challenges and Responsibilities:
An important role in the internship is the responsibilities of the Host of the Internship Program. Understanding their main business goals and intents in running the internship program is very important. Aligning the expectations from the internship, the human capital resource that interns offer to the organization, the scope of roles that each intern will be responsible and execute, how their efforts are valued, and at what extent the roles they will execute is not conflicting to full time employee responsibilities.

Internships can either be paid or unpaid. Certain regulations apply in order to qualify an internship to be unpaid. Each country has its own employment regulation that pertains to internships. Experienced human capital managers knew about these responsibilities. Inexperienced ones need to learn. “If your company benefits from the work an intern do, the intern will get to be paid.”

4. Misguided Assumptions:
Oftentimes, inexperienced internship managers do not understand the scope of their responsibilities with their interns. They often assume that they can just delegate any type of tasks to their intern. They take the ‘free ride on unpaid times’ and the efforts of the intern without hiring a full time employee. They forget about their role as a company, as managers and the compliance to certain employment regulations when it comes to internships and its limitations. The US Department of Labor has criteria in determining whether an intern’s responsibilities are not for immediate business results and profit of the host. Other countries have similar statutes or guidelines.

Reported Concerns, Cases and Successes about Unpaid Internship
In every country, there are numerous debates on reported challenges as well as successes about unpaid or paid internships across the spectrum. The internet provides insightful opinions and experiences of interns, organizations that are taking advantage of their interns’ efforts, as well organizations and individuals who benefited from internships.

Please find below few links of reported cases, concerns and successes regarding internships in different countries where high competition exists.

United States:

In 2011, another case was filed, Black Swan Unpaid Interns

Australia:

Canada:

United Kingdom:

 Japan:


What does this mean to you?
Terrenal says, If your company benefits from the work an intern do, the intern will get to be paid.”

When you are planning to hire an intern or need to develop an Internships Program and need additional guidance, just give us a call. We will be glad to assist.


Comments:
We like to hear about your insights and thoughts. 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 R.O.I. and results driven 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.
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Source References:
1 dol.gov
2 slate.com
3 abcnews.go.com
4 theaustralian.com.au
5 abc.net.au
6 pedestrian.tv
7 networkedstreets.com
8 careeredge.ca
9 huffingtonpost.ca
10 arbitragemagazine.com
11 huffingtonpost.co.uk
12 guardian.co.uk
13 news.bbc.co.uk
14 ezarticles.com
   

Monday, February 13, 2012

Today's Valentine’s Day, Its evolution and commercialization - A Special Glimpse

Source: cdc.gov 

It's not too late! Have you planned anything for your Valentine? 

Learn some tips in Celebrating in your own style  ~

The Myths and Evolution of Valentine's Day
According to one legend, an imprisoned Valentine actually sent the first "valentine" greeting himself after he fell in love with a young girl--possibly his jailor's daughter--who visited him during his confinement. Before his death, it is alleged that he wrote her a letter signed "From your Valentine," an expression that is still in use today. Although the truth behind the Valentine legends is murky, the stories all emphasize his appeal as a sympathetic, heroic and--most importantly--romantic figure. Other stories suggest that Valentine may have been killed for attempting to help Christians escape harsh Roman prisons, where they were often beaten and tortured. (source: history.com)

The Catholic Church recognizes at least three different saints named Valentine or Valentinus, all of whom were martyred. One legend contends that Valentine was a priest who served during the third century in Rome. When Emperor Claudius II decided that single men made better soldiers than those with wives and families, he outlawed marriage for young men. Valentine, realizing the injustice of the decree, defied Claudius and continued to perform marriages for young lovers in secret. When Valentine's actions were discovered, Claudius ordered that he be put to death. 

Lupercalia: A Pagan Festival in February 15th 
The Christian church may have decided to place St. Valentine's feast day in the middle of February in an effort to "Christianize" the pagan celebration of  Lupercalia. It is celebrated from February 13 to15, a fertility festival dedicated to Faunus, the Roman god of agriculture, as well as to the Roman founders Romulus and Remus. 

At the end of 5th century, Pope Gelasius declared February 14 as St. Valentine's Day and outlawed Lupercalia “as it was deemed un-Christian.”  At a later date, the 14th of February became associated with love.  

England and France Influence in the Middle Ages:
During the Middle Ages, it was believed in France and England that February 14 was the beginning of birds' mating season, which added to the idea that the middle of Valentine's Day should be a day for romance. 

By the Middle Ages, perhaps thanks to this reputation, Valentine would become one of the most popular saints in England and France.

Valentine greetings were popular as far back as the Middle Ages, though written Valentine's missive didn't begin to appear until after 1400. The oldest known valentine greeting still in existence today was a poem written in 1415 by Charles, Duke of Orleans, to his wife while he was imprisoned in the Tower of London following his capture at the Battle of Agincourt. (The greeting is now part of the manuscript collection of the British Library in London, England.) Several years later, it is believed that King Henry V hired a writer named John Lydgate to compose a valentine note to Catherine of Valois.

In Great Britain, Valentine's Day began to be popularly celebrated around the 17th century. By the middle of the 18th, it was common for friends and lovers of all social classes to exchange small tokens of affection or handwritten notes, and by 1900 printed cards began to replace written letters due to improvements in printing technology. Ready-made cards were an easy way for people to express their emotions in a time when direct expression of one's feelings was discouraged. Cheaper postage rates also contributed to an increase in the popularity of sending Valentine's Day greetings. 

Americans probably began exchanging hand-made valentines in the early 1700s. In the 1840s, Esther A. Howland began selling the first mass-produced valentines in America. Howland, known as the “Mother of the Valentine,” made elaborate creations with real lace, ribbons and colorful pictures known as "scrap."

20th Century - the Role of Valentine’s Day
The practice of celebrating Valentine’s Day has been observed across the globe. Today, according to the Greeting Card Association, an estimated 1 billion Valentine’s Day cards are sent each year, making Valentine's Day the second largest card-sending holiday of the year. (An estimated 2.6 billion cards are sent for Christmas.) Women purchase approximately 85 percent of all valentines.


Valentine’s Day of the 21st Century
Today, Valentine's day is one of the most commercialized day of the year.  It is a global phenomenon and an accepted practice of celebration regardless of location in this world. 

Source: boticca.com
Valentine’s Day cards are not the only romantic expression of today.  The convenience of electronic cards and messaging are part of the celebration. Instant video conversations with someone you care and love from a distance is available.  Online dating venues provide a space to find someone whom you can celebrate that special day.  

On the other hand, the spending habit of people in 2012 during Valentine's ~

Source: savings.com 

 A celebration option is either of the following;
  •      Romantic Couples normally have a special dinner at fabulous restaurant or specially prepared at home
  •      Flowers and Bouquets are omnipresent, roses in particular at sky rocketing price, depending on what you like to spend. Elegance and sophistication dictates the price.
  •      Diamonds, rings, keys, and love affairs add to the flair of celebration
  •      Chocolates and teddy bears are tokens of love expressions
  •      Commercialization of different venues and romantic get-away  hotels to remote islands internationally and domestically
  •      Commercialized trinkets and any form of memorabilia is available in most if not all stores
  •      Anything but red is a traditional symbol that you cannot miss ~

There is something for everyone and everywhere.  It is a matter of defining how you would like to celebrate this red colored day ~

Have fun :-)


Courtesy: Eva Ortiz-Mair




Reference Source:
1. history.com
2. wikipedia.org
3. ehow.com
4. design.org
5. cdc.gov




Tuesday, February 7, 2012

Survey Results are Published - Become the High Performing Organization of 2012 and Beyond

The February Edition of Our Newsletter - The JuNcTion has been released. It features the highlights and results of our 2011 Research and Conversations with global leaders.  Check it out~


©JNTConsulting


2. Areas of Action within the 2012 Organizations in order to become competitive

3. What Competencies are Required in order to drive Success in 2012


About The JuNcTion 
- the Newsletter of JNT Consulting Global Resources:


Courtesy: MailChimp
  


MailChimp delivers our Newsletter punctually.

His email address is service4@jntconsulting.com, please include it in your address book in order to receive his delivery on time. We welcome to hear about your thoughts and insights of its content too.

Have you not subscribed yet?  Click Subscribe




You might have missed the previous editions. You can enjoy reading them through the links provided below;




You can also visit our website to Read Our Blog




Comments:
We like to hear about your insights and thoughts. 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 R.O.I. and results driven 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.
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Monday, February 6, 2012

German Employers Say Smoking Stagnates Productivity & Losing Revenue

German employers have launched a campaign to ban smoking in the workplace, because they believed that smoking was stagnating productivity and causing the loss of revenues.  Many companies allow employees to smoke outside their buildings. In public places, smoking has been banned. 

Source: http://10steps.sg
Germany's Federal Labor Agency, which employs 100,000 workforce requires staff to use time clock when going outside for a smoke. 

The purpose of the campaign was meant to stop the company losses during the time when employees will take recurring short breaks  during work time just to go and smoke their cigarette.  The President of the German Associate of Small and Medium sized Enterprises (BVMW), Mario Ohoven said, "Smoking breaks cost employers money, and they hinder working process". He added that in Sweden many firms have stopped smoking breaks while working. 

In addition, the Federation of Mid-sized Business Entrepreneurs in Germany (UMW) echoed Mr. Ohoven's views. Ursula Frerichs, Board Member said, "Smoking breaks discriminate against non-smokers who keep working, non-smokers are losing out"

According to a recent survey by Hamburg University, the non-production time spent by employees on smoking during work hours cost German employers some 28 million Euros ($35 million) annually. 

The European Commission is eyeing a complete ban at the workplace. However, it is unlikely to be implemented at the soonest. 

Perspectives:
Have you looked at the revenue value that was lost during the smoking break of your employees?  The German employers might have legitimate reasons and or indicators that smoking was indeed a factor that was causing the lost of million revenues annually.

Is the clocking of employees when they go out and smoke be a good mechanism in tracking their time and value lost? or it is only a mechanism in tracking who was taking a break.


Comments:
We like to hear about your insights. 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.

Reference:
1 Deutschland-online - http://www.magazin-deutschland.de
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Sunday, February 5, 2012

Philippines - 6.8 Magnitude Earthquake Near the Islands of Negros and Cebu

Source:  DutchSinse

A 6.8 Magnitude of Earthquake struck Central Philippines at approximately 11:49AM, Monday, February 6th 2012. 

Approximate Distance location: 
  • 71 km (44 miles) SSE (161°) from Bacolod, Negros, Philippines
  • 79 km (49 miles) N (350°) from Dumaguete, Negros, Philippines
  • 88 km (54 miles) WSW (251°) from Cebu, Cebu, Philippines
  • 564 km (350 miles) SSE (155°) from MANILA, Philippines

Source: wikipedia.org

Mrs. E. Woodhouse, who lives in Bacolod City, Negros Occidental, said that the tremble of the earthquake was strong and that her house was swaying. It had an aftershocks after 30 minutes. As of press time, she didn't know yet whether her house has incurred any damages.  

The Philippine Institute of Volcanology and Seismology issued the tsunami alert for the central Philippines, saying the quake could trigger a 3-foot (1-meter) wave. The Pacific Tsunami Warning Center did not issue a warning.

The U.S. Geological Survey said the quake was centered 44 miles (72 kilometers) north of Dumaguete city on Negros Island in the central Philippines. It hit at a depth of 29 miles (46 kilometers).

Reuters reported that "No evacuation was ordered yet. The Philippine Volcanology Institute also warned structurally weak buildings may sustain damages. The U.S. Pacific Tsunami Warning Center said that based on all available data a Pacific-wide tsunami is not expected."

The Philippine President Benigno Aquino III advised that the people who are in the coastal region must be alert of big waves, and all agencies concerned has been mobilized to be in standby mood.

"Damage is possible in areas hit by at least intensity 5 and if the buildings are structurally weak," Renato Solidum, head of the volcanology and seismology institute said in a radio interview.


"Most of the deaths were due to the landslides in La Libertad in Negros Oriental, near the quake's epicenter, off Tayasan town, a strait separating the island of Negros and Cebu. The tremor was recorded at a depth of 10 km, according to local calculations." - source: Reuters


Thoughts and Prayers:
We offer our thoughts and prayers for those affected families and those who perished as a result of this disaster.
©jalennturre


Comments:
We like to hear about your insights. 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.

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