Business Acumen Translates Effective Management of Human Capital and Resources

Today's organizational structures are becoming more and more complex. The globalization has emerged as the platform of a modern businesses. With the impact of workforce diversity as a main component of current market, there are dilemmas on the effectiveness of navigating the global organizational goals in every enterprise. 

Globalization became apparent that  there is a competency gap within the Human Resources Management and the Business Units in relation to business acumen. It became apparent that 'business acumen' is a deficiency in many HR organizations. 

Is 'business acumen' really a part of the Human Resources Management?  Many HR professionals' organizational purpose was to push and file papers that are brought into their desk.  Yes, it is time to transform this role and become a participant in the business arena. Acquire the skills and knowledge that reflect business mindset.

Strategically, if your objective was to maximize at  the fullest the capability and effectiveness of people who work in your organization. Then think and act strategically. Integrate both HR management and business principles into your environment.  This will require a demonstration of the financial acumen that relates to the human capital and looking into the bigger landscape of your organization. Aligning these to your overall business objectives that begins from business units to the top of the organization. 

When renaming my 'Generalist' as HR Business Partner, would it align my organization to having competencies with 'business acumen'?  It is suggested to review thoroughly the day-to-day functions of your Generalist. Majority of people in this role do not demonstrate a skill of a business partner. In the preceding  paragraph it provided some cues on  strategic mindset that integrate human capital, business, and bigger landscape.

Hiring HR Business Partner became  a fashion among many organizations that went out in droves advertising their need of a HR Business Partner.  They thought that there are zillions of people with that competencies. However, there were many unrealistic truth among organizations. When an organization advertises a job that calls a 'strategic mindset' the job functions do not measure up to the intended position because it asks for a tactically demonstrated skills plus some blurbs of partnerships and strategic.  These descriptions alone are factual evidence of lack of knowledge and competencies in defining what is a strategic role as HR Business Partner. 

©2011 JNTConsulting

Perspectives:

When your competencies are short to be in line with the current practices and trends of global business, invest on your self development and education. Seek the help of an experienced Coach in this field. This Coach can provide you with necessary yet practical guidance and acquaint you with realistic and pragmatic techniques. Learning is always a gateway of immeasurable opportunities.




For questions and additional inquiries, please send to info@jntconsulting.com or share your comments below. 

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2011 - The New Year and Optimism of Opportunities Ahead

JNT Consulting sends its Best Wishes with a full of Optimism, 

a Renewal and Prosperity to All!

Let Us All Collaborate to facilitate Peace, Love and Economic Growth for Everyone's Advancement from the challenging past years. 

2011 is Around Us and We Embrace Its Opportunities!

USA: IRS Issued 2011 Optional Standard Mileage Rate

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

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

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

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

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


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

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JNTC: Learning & Growth Solution

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

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

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

Scope of the Solution:


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

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

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

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

 Perspectives:

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

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

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

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Navigating Global Organizational Needs with Limited Experience

Lucille, the HR Manager of Global Company received a communication from her VP of Administration that three of her recently hired engineers will be sent to three different countries because their technical expertise will be needed in those locations.  John will to go Netherlands, Jeanne will go to India and Pam will go to Canada. 

While Lucille has been in her job for 2 years now, she never had a chance to deal with any outgoing professionals particularly to these countries.  She asked her co-worker Susan, HR Specialist who has been with the organization over 5 years  if she has any knowledge of doing any of this,. Unfortunately, Susan did not have any experience as she was involve mostly in local recruitment hiring, interview scheduling and other HR administravia.

She put the communication on her desk for the day. While working on other things, she was baffled on what she will need to do about it.  It was noted that the three individuals must be at their destination within the next 15 days and end of the month is the latest. 

Before the end of the day, she went to ask her VP if the named individuals have been briefed about their new work location.  She was told that initially their immediate managers have discussed the possibilities but the HR Manager will drive the logistics and make it happen. While Lucille notified her Boss with honesty that she did not have any experience in this area. She was told that she will find a way to make this happen.  

Lucille went home nervous, confused on what to do.  She made some research on the internet. She found several websites however, the information was complex and each country is different. She looked at several fora however, she cannot find exactly some information that relates on specific goals for each individual. 

Lucille was challenged by this endeavor, while she wouldn't like to be viewed as irresponsible. The following day she called her friend Mary, a fellow HR Manager.  Mary advised her to bring on a Consultant in Relocation.  However, Mary further emphasized that she would be very careful in speaking with Relocation Consultant as there are many of them with that position title but they have not done an actual relocation management experience. Most of them are Relocation Consultants that are focused in real estate business, moving household goods, pets and transportation - these are only small parts of the relocation and not the whole picture. Each of them like your money and offer you their individual services. The next time you know you will be dealing with 10 different company representatives. "You will need someone who have actually managed relocation of employee from offer letter package up to the transitional adjustments and then repatriation. And someone who actually worked with people internationally in those countries and they work as your Partner and a Team Manager".

Mary offered her assistance to Lucille by providing her additional insights.  Lucille started interviewing company representatives whom she sourced, however no one among the people she spoke within the popularly known organization have actually done the complete scenario which was given by Mary.  A week is over and did not find the right partner.

Lucille began working with the individuals who will be relocated.  With her meeting with Pam (who was going to Canada) the employee asked if Lucille have assigned a company to work with.  

Lucille admitted, she cannot find an experienced company but continue to locate.  Pam encouraged Lucille to contact JNT Consulting ... they are in the internet.  Lucille told Pam that she came across the name but did not call because they are not one of the big organizations with advertisements.  Pam replied, it is not the big name and advertisement that works it is the actual knowledge and experience in this area. What is important is they are available to speak with and guide you along the way. I have heard many horror stories among expats about the big companies that relocated them especially when I was in Netherlands.

Pam shared her experiences with JNT Consulting.. "at the other organization I worked with previously, I was sent to the Netherlands for 2 years. I met JNT Consulting there and they managed all of the company requirements and my family's needs.  I did not experience any problem at all. My family and I went to the Netherlands smoothly and we were very happy.  They provided me with guidance on the cultural adjustments, pre-departure information, logistics and planning, they provided caring people that I worked with flawlessly. At any time, you can speak to people in that company - no passing around by pressing buttons on different extension numbers when you call. Their President is also available to speak with you when others are busy with other things. All individuals involved in my relocation knows everything that took place and next stage that will be taking place.  They provided me with additional information that makes you become successful with minimal stress, about the city, its amenities and compliance to local and tax regulations. They assisted me in finding a school for my two kids, introduced me to groups of locally based organizations that we can relate with culturally. They were there when we planned to repatriate.  Like when we moved to the Netherlands, we moved back to USA without any complaints.  In fact, many employees at Global Company that were relocated by JNT Consulting spoke highly about their experience and professional guidance that they got from them. Their proprietary 'Relocation Guide Booklet' was an excellent resource for me.  My former company had expats in many countries and visiting workers from and to these different countries.  They all shared great experiences about them."

Upon completion of the meeting, Lucille called the company and was able to speak with someone who shared her many facts that she needed to understand when planing for relocation of employees at the same time for different countries.  She was impressed. She made an appointment to meet with JNT Consulting representative immediately.  She was relieved after the presentation and meeting.  She understood the entire scenario that will take place in every individual region. She understood the complexities of compliance work she will need to go through with the guidance of JNT Consulting. She began working with JNT Consulting from rigid planning, implementation, execution, management, compliance to immigration, pre-departure, destination services, family cross cultural adjustments, post relocation issues maintenance and repatriation planning.

Forty five days later, all three Expats (John in Netherlands, Pam in Canada and Jeanne in India) have begun their work at their assigned locations.  Their families and adjustments went very well. Lucille kept in contact with JNT Consulting and she was relating how happy her employees were.  Everyone is great, they are just focusing in their job, and her executives in the US were very happy with their productivity as a result of smooth relocation management. She met her deadline in making sure they are at their destinations as planned. "Working with JNT Consulting is a great return on investment"

Perspectives:

Many professionals in the Human Resource Organizations are inexperienced when it comes to international management of people. Working in an international zone requires the competencies of Strategic Human Capital Management because it requires a mindset that is critically attuned beyond the comfort zones within an HR Administravia environment.  

As an international human capital professional, one must be equipped with well rounded knowledge, experience and attitude to work across borders where alot of unknowns will become a daily routine. Openness and flexibility are virtues in these areas in order to become successful in overcoming the challenges of international zone. 

Working with and learning from experienced professionals will lead to a better and more effective organizations.  Human Capital is an asset that will translate successful results of every undertaking within the business environment. 

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USA - New Green Card 'Look' for the 21st Century

On Tuesday, May 11, 2010, the USCIS Homeland Security introduced the new look of the Green Card (see frontal view below) for those who will pass the Processing for USA Permanent Residency status.

The "State-of-the-art technology prevents counterfeiting, obstructs tampering, and facilitates quick and accurate authentication of the card. Beginning today, USCIS will issue all Green Cards in the new, more secure format." - USCIS Fact Sheet dated May 11, 2010.

For its purposes and intents, this 21st Century US Green Card is a very sophisticated as it bears the important information of the card holder and many historical facts about the United States. 

Effectively upon release of the Fact Sheet, the USCIS notified that new Green Card Holders will be receiving this 'State-of-the-art US Green Card'.

Who is a US Lawful Permanent Resident (LPR) ?
"A permanent resident is someone who has been granted authorization to live and work in the United States on a permanent basis. As proof of that status, a person is granted a permanent resident card, commonly called a "green card." You can become a permanent resident several different ways. Most individuals are sponsored by a family member or employer in the United States. Other individuals may become permanent residents through refugee or asylee status or other humanitarian programs. In some cases, you may be eligible to file for yourself." -  USCIS Green Card (Permanent Residence)

It is suggested that any employer who will petition for a Green Card must become aware of the complex and multiple requirements and stages of the Green Card Processing which ultimately result to the issuance of the Green Card.  Seek the guidance of experienced Corporate Immigration Professional / HR Specialist for relevant corporate compliance and an Immigration Attorney for the many legal facets of the Sponsorship Procedure.

For comments and questions about Green Card Processing and Case Management please feel free to share them below or send your comments to info@jntconsulting.com or call +1 (650) 241-3207

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JNTC Headquarters Now in the Bay Area, California (in the Heart of Silicon Valley)

JNT Consulting would like to notify all clients, partners and friends that effective April 1, 2010 our Headquarters has began its operation in the Bay Area, California (in the heart of Silicon Valley).

While we are in the process of settling in please note that business continues as usual. Please do not hesitate to contact us for any business needs that you need to be attended. We are here to assist resolving your pressing issues. We will continue to support you regardless of locations with all of our engagements.

Our California contact information is found below:

HQ Mailing Address:  PO Box 18877, San Jose, CA 95158

Telephone Number:  +1 650 241-3207

Email: info@jntconsulting.com

Website: http://www.jntconsulting.com/

For your comments, concerns and or questions please feel free to contact us at your convenience.

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Interviewer's Etiquette & Hiring Manager

Would you agree that only interviewing candidates have to demonstrate their best behaviour when going to an interview?  I disagree with this viewpoint ...

Interviewing is a two way process and both parties are responsible with their demonstrated behaviors.  In many decades that passed, candidates were always coached on the best ways to interview with the prospective Hiring Manager and with the Interviewing Panel Members.  Likewise, on many occasions during professional development of Hiring Managers (provided Hiring Managers have such a program in their organization) - they were taught the Do's and Don'ts of behaviors with the art of interviewing when they meet with candidates.

Let's take a look at the following experience of a candidate (named James) who went to an interview recently.

James walked into my office for his coaching module.  We discussed his current goals for 2010.  We looked at his short and long term goals between personal and professional categories.  We identified areas of his strengths, areas that he will need to work on, and get focused on to achieve his goals. We reviewed his organizational goals and how can he provide better impact to his organization this year.  

James is an experienced senior executive. He is on a new journey in his career.  He has outgrown his current position and he has decided to move on to a new employer.

Early in January 2010, James received a call and was invited by a corporate recruiter to participate in an interviewing process at their HQ because he is a leading candidate wtih exceptional experience in the function that was being hired.  He was notified that he would meet with four individuals of senior capacity involved in the newly created position that he was applying.Three of the individuals he met were pleasant and professionally prepared using a  style of competency-based interviewing.  The last person he met was the Hiring  and Reporting Manager for the position.

Conversation including views and perspectives were exchanged ... at one point during the process of interviewing, the Hiring and Reporting Manager (let's call him Tim, EVP) moved backwards on his chair and raised both feet and put them on top of his desk in front of  James.   James was shocked! However, he kept his posture intact.

Tim continued to interview James. Tim had both his hands interlocked behind his head ... at some point he began arguing with the perspectives of James about the job function. James thought about leaving the interview because he felt the interviewer was insulting and displayed very unprofessional behavior. However, he kept himself focused on the topics and demonstrated confidence, depth of knowledge, experience and expertise. The hiring manager then asked James if he had any questions.  James politely asked when they are looking  to fill the position? Tim replied he cannot answer that question.

James left the interview location with distaste and disinterest with the position and environment. His original impression with the company, and three earlier professionals he met had completely changed after meeting in person with the Hiring and Reporting Manager.

Nevertheless, as a professional and experienced executive, he sent thank you e-mails with appreciation in providing him the opportunity to meet with them in person and understanding further about their company and their culture. Two among the three interviewers replied to his thank you email. But the HR Business Partner for this Unit did not care to at least acknowledge the email.

Two weeks later, the corporate recruiter offered the job to James.  James reviewed the offer letter .. he slept on it .. ..to make a decision ..

He decided to decline the offer because of demonstrated behavior of the EVP and the HRBP.  James decided that he would not jeopardize his professional stature to work with someone who does not have respect to individuals during the interview process.  He folded the page and moved on to the next employment prospect. James concluded that there are other employers out there who have the right business practices and will provide the right respect to individuals in their organization.

Perspectives and Questions on Interviewers' Behavior:
1. Professionally, I have not met someone like Tim, EVP with that type of behavior particularly during the interview process. If I am in the shoes of Tim and being an EVP - I would not demonstrate such behavior.
2. Tim demonstrated arrogance and disrespect to the candidate.
3. What would be the other behaviors of Tim if he can arrogantly demonstrate his insecurities when conducting an interview? As a professional strategic consultant, I would love to open his can of worms.
4. Keeps me wondering if Tim gained knowledge about basic and professional etiquettes when making conversation with other people and when conducting an interview. James noted that Tim was an alumnus of one of the top US Universities (hmmm!)
5. Keeps me wondering if there are employees that work with Tim who have similar experiences?
6. What motivated Tim to demonstrate his insecurities to James? Only he can tell. My guess was that Tim felt intimidated with the confidence and expertise of James. Or Tim might just be testing the nerves of James.
7. Who would want to fill Tim's open position given the behavior that was demonstrated?
8. Two other interviewers demonstrated professional and collegial courtesy by responding to James' email after the interview.
9. The HR Business Partner for the hiring business unit (Tim's Unit) did not acknowledge receipt of the email of James.
10. What type of behavior did the HRBP demonstrate?

Time has changed a lot during the past decade.  Professionalism has lost its integrity as a 'Trait and Character of a Professional'.  Many individuals have chosen to disgrace their professional integrity because of irresponsible behavior that are dismissive and unethical. Values are running out ... how do we regain and sustain them?

It is always a good approach and professional practice to respond to candidate's communications particularly to someone who went to interview with your firm. It sends a powerful message about the importance of people and branding of your organization.

Perspectives about the Interviewee's Behaviors:
1. James exceeded his own expectations by identifying the real business culture and practices within the company he interviewed with.
2. James made an exceptional decision to not join the company purely because of his experience at the interview.
3. James likes to share his knowledge, experience and expertise to an organization that will demonstrate respect, integrity and care for people.
4. James demonstrated exceptional professionalism during the interview processes and after the interview by sending emails of appreciation.

As a candidate for a job, it is always great to make an extra effort in knowing your prospective employer. Be sharp in identifying signals that are present during the interviewing process. Take a mental note of these as they will be a useful driver in making your decision for a beneficial environment to work for.

For additional comments on the above article, questions and inquiries please send to: info@jntconsulting.com. Thank you.


For your comments regarding this article please add your comments at comments box provided at the bottom of the article.

Disclaimer: Links to third party comments are provided as a courtesy to readers and visitors. Any shared opinion or information under the comments section are the responsibility of such third parties. Comments are moderated.

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US Culture: A Family Celebration for the Thanksgiving Holiday

"Our heartfelt greetings to everyone in your Family and Friends during this 2009 Thanksgiving Day"

What is Thanksgiving Day that we celebrate?

"This harvest meal has become a symbol of cooperation and interaction between English colonists and Native Americans. Although this feast is considered by many to the very first Thanksgiving celebration, it was actually in keeping with a long tradition of celebrating the harvest and giving thanks for a successful bounty of crops."


The Thanksgiving Story

"The Pilgrims who sailed to this country aboard the Mayflower were originally members of the English Separatist Church (a Puritan sect). They had earlier fled their home in England and sailed to Holland (The Netherlands) to escape religious persecution. There, they enjoyed more religious tolerance, but they eventually became disenchanted with the Dutch way of life, thinking it ungodly. Seeking a better life, the Separatists negotiated with a London stock company to finance a pilgrimage to America."

In the Modern American Society:
Every Thanksgiving Holiday, it has been passed through in American generations that it is time to visit families and friends across the globe.  This is the time of the year when many Americans celebrate the Thanksgiving Day with foods and revelry and most particular having a Turkey at the center of the festive table. 

Although some members of society, they do not celebrate Thanksgiving Day.  This is an optional celebration to some cultural clusters like celebrating Christmas Day or Hanukka and other cultural celebrations.

Planning your Thanksgiving Party?
We wish you the best of  fun and enjoyment ...  how about experimenting a dish with an 'organic apple butter'! that will complement your Turkey. And then report to us how was it and what did you cook?


Planning for your Thanksgiving Holiday Travels?
Be safe always

For questions and inquiries please send to: info@jntconsulting.com


For your comments regarding this article please add your comments at comments box provided at the bottom of the article.

Disclaimer: Links to third party comments are provided as a courtesy to readers and visitors. Any shared opinion or information under the comments section are the responsibility of such third parties.

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USA: Corporate Immigration Compliance

Corporate Immigration is one among the most challenging and complex pieces of workload in a Human Resources Department that are hiring foreign nationals and local residents regardless of functions and responsibilities. There are several functions in Human Resources that are strategically overseeing this compliance piece within an organization.

Oftentimes, the function that relates to Corporate Immigration Compliance in many medium size or bigger organizations is called Staffing Specialist. It is a role that is responsible with immigration cases management  where it plays a critical role in attracting highly quailified individuals with BS degree or higher succeedingly manages the multiple layers of cases for an appropriate visa acquisition. An organization that is knowledgeable and strategically positioning itself correctly, the management consider this role as their support and partner for their growth and advancement of the organizational critical talents. This role is staffing program function that is strategic provided the Staffing Manager or VP of HR acknowledge its value and utilize to its fullest capability in contributing to its strategic mechanisms within the Human Resources.

Sometimes this function is merged into the responsibilities of an Immigration / Relocation Specialist.  When an organization have a small or large number of visa holders within an organization or the organization is budget bound, the responsibilities include the management of domestic and expatriate relocations across cities, states and countries. This function is also very strategic in nature similar to the earlier because it will relate to a bigger picture that involves international operations. An overview of some of the functions covered are assessment of needs, execute methodologies in benchmarking, recommends budget and costs, meets with managers and executives to provide strategic guidance regarding specifics of plans pertaining to a hire or assignee whether a valuable option or a waste of time and money, manages external providers, review documentations for accuracy, audits cases, suggest alternative actions, and executes confirmation of approvals. Individuals who are experienced and holds a professional designation called GMS - Global Mobility Specialist are successful in the management of this function across cultures.

There are organizations however, that categorize this role as a Coordinator. As a Coordinator, the function is administrative based and tactical. It does not require a mindset that will assess the big picture and its role to the overall organization. The coordinator function receives instructions from an HR Manager or VP, an external provider such as an Immigration Attorney and Relocation Services Partner, collaborate with them in securing requirements from particular employees, and then send these to the requesting party for processing and application preparation, filing, approval and file maintenance.  This coordinator will not sit with managers and discuss options and suggestions however, liaises what are identified suggestions as options for a specific case.

Generally, each organization has its own position types and categories. Identified functions above were only specific examples of roles that are involved in the compliance requirements. Regardless of the role or functional title, Corporate Immigration Compliance will be dealt with by many other corporate functions that relate to Human Resources.

The responsible individuals will make sure that all of the compliance requirements relating to an employment visa for employment and employment eligibility were complied properly.  There are so many layers to pay attention to.  Depending on the nature of the organization, the position that is being filled by a foreign worker, the I-9 compliance, the classification of appropriate employment visa, the remuneration that are relevant to the visa of the intended hire, I-94 regulations, the maintenance of the employment visa, the compliance involving dependents of a visa holder and their origin country, the H-Public File, the processing of visas and their phases whether nonimmigrant, labor certification, immigrant, adjustment of status, consular processing, lawful permanent residency or naturalization.

Today, during the Press Release of the Department of Homeland Security.  Secretary Janet Napolitano recognized the efforts of several corporations who are engaged in the use of  "I E-Verify Campaign"

The "I E-Verify" campaign highlights employers' commitment to working with DHS to maintain a legal workforce and reduce the use of fraudulent identity documents through enrollment in the modern and effective E-Verify system.


"E-Verify is a smart, simple and effective tool that reflects our continued commitment to working with employers to maintain a legal workforce," said Secretary Napolitano. "The 'I E-Verify' program will let consumers know which businesses are working hard to follow the law and are committed to protecting employment opportunities."

"I E-Verify" will also recognize employers who are part of the ICE Mutual Agreement Between Government and Employers (IMAGE) Program—which requires E-Verify in addition to other best practice strategies designed to ensure compliance with employment and immigration laws. Under IMAGE, ICE provides employer training on proper hiring procedures, fraudulent document detection and how to use E-Verify. Member companies must enroll in E-Verify, undergo an I-9 audit, adhere to IMAGE best hiring practices and sign an official IMAGE partnership agreement with ICE."

To read the full Press Release click the link: Announced New Campaign to Recognize Employers Committed to Maintaining a Legal Workforce

Observations:
Every organization must participate in the Corporate Immigration Compliance.  If you are not aware whether or not your immigration cases has complied with all the requirements from I-9 Eligibility for US Employment, Labor Condition Compliance, H Public File, Labor Certification, and up to AOS/LPR. Seek the guidance and assistance of a professional who is experienced in the environment of both immigration and global relocation.

Have your cases be audited to make sure they are compliant with the regulations. Compliance is not only based on having approval documentations on file, but it covers how it is done and demonstration of intent, demonstration of legal procedures pertaining to the content and how your systems work up to the exit of a visa holder from employment termination. It is important to learn the areas covered within this function and not only dependent on the instructions provided by external partners assisting your organization.

For questions and inquiries please send to: info@jntconsulting.com

For your comments regarding this article please add your comments at comments box provided at the bottom of the article.

Disclaimer: Links to third party comments are provided as a courtesy to readers and visitors. Any shared opinion or information under the comments section are the responsibility of such third parties.


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Global: Expatriates Struggles caused by Missing Skills and Comptencies

Expatriates are one among the most active professionals that move from one workplace to another work location. At times they are the so called 'creme of the crop at a workplace' and they oftentimes the envy of others.


Opportunities to live, work and relocate in a new country are very exciting. New Job level, management or individual contributor category, single or with family. New places to go and visit. Meeting new friends. Tasting new types of foods, immersion to new culture, New school for children and many others.

Not long behold, there are few important skills that are missing. Few months after arrival at new location of assignment. Homesickness to friends and family back home starts surfacing. Strange behavior of people begin to appear in front of the expatriate's face. Foods are becoming a subject of irritation as they are not the same as he/she used to. Communicating with others particularly with nationals in the country of assignment was becoming a struggle. What are basics compared to complex and advanced knowledge and training about culture and adjust-ability becomes an apparent cause of additional confusion?

In order to read the full article, please click on the link Expatriate Struggles caused by Missing Skills and Competencies

For questions on this articles, please share your comments to the comments section below.

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Job: Occupational Therapist RU Code: JNAZ-091023b

The Opportunity:
JNT Consulting LLC is seeking an experienced Occupational Therapist RU

Position: Occupational Therapist RU
Code: JNAZ-091023b
Type: Full Time

Responsibilities:
This position is responsible for the evaluation, planning, administration and supervision of Occupational Therapy treatment in accordance with physician referral, state and local organizational standards, regulatory agencies, and established departmental policies and procedures. This position demonstrates the clinical competence and knowledge necessary to provide treatment appropriate to the age of the patients served.
Performs all functions according to established policies, procedures, regulatory and accreditation requirements, as well as applicable professional standards. Provides all customers with an excellent service experience by consistently demonstrating our Performance Standards each and every day. Performance Standards include: Safety, Attitude, Responsiveness, Communication, Comfort, Privacy, Appearance, Teamwork, and Accountability.

1. Evaluates patient's functional abilities and limitations. Determines if intervention is needed. Establishes a plan of care and treatment goals.. Completes comprehensive evaluation within the established time frame set by the department. Identifies and prioritizes key limiting factors. Establishes treatment goals that are functional, measurable, patient related and reflect the key limiting factors. Collaborates with patient and family/caregiver when setting goal Initiates discharge planning. Recommends additions to or modifications of referring orders.

2. Implements individualized treatment plan with consideration to the patient's physical, social, spiritual, cultural, educational and age specific needs. Provides skilled treatment in a safe manner.. Assesses ongoing effectiveness of treatment and modifies plan of care as indicated. Involves patient and family/caregiver in the treatment and decision making process. Provides ongoing education to physician, nurse, patient, family/caregiver, and interdisciplinary team.

3. Documents according to standards set by the department and regulatory agencies. Documents legibly. Completes documentation within the established time frames of the department. Documents innovative and individualized treatment techniques/plan. Documentation reflects comprehensive assessment of patient's progress or lack of progress. Treatment goals are reassessed according to department policies

4. Communicates pertinent patient information to ensure the best possible follow through of care. Communicates evaluation/treatment results and patient progress to physicians, nurses, patient, family/caregiver, co-workers and the interdisciplinary team. Communicates in a clear and timely manner. Accepts responsibility to contact physicians for routine or difficult problem solving to ensure optimal patient outcome. Defends treatment rationale with standard practices and/or current literature

5. Exhibits adaptability in assignments as it relates to caseload, scheduling, and staffing shifts. Takes initiative to assist in other patient care areas and accepts responsibility for all patient care needs.

6. Demonstrates appropriate direction and delegation of personnel to achieve safe delivery of quality cost effective patient care. direction and delegation of the COTA, Therapy Technician and student complies with department policies and regulatory agencies. Participates in the training and orientation of new personnel. Assures competency of personnel, prior to delegation of task.

7. Department operational activities. Participates in department/facility process improvements. Meets productivity standards set by the department.

Competencies Requirements:
1. Must have graduated from an AOTA accredited school of Occupational Therapy.
2. Must possess a current Occupational Therapy license from the State of practice.
3. Requires a minimum of one year experience in an acute care hospital setting.
4. Experience include working in an acute care setting within the past 12 months as a Occupational Therapist in the specialty area.
5. Current membership with American Occupational Therapy Association (AOTA)
6. Demonstrable clinical competency, experience, training and education they have received that is required to perform the job.
7. Demonstrable behaviors and competencies to job related experiential questions.
8. Require a minimum of one year experience in an acute care hospital setting.
9. Experience must include working in an acute care setting within the past 12 months as a Occupational Therapist in the specialty area.

Compensation:
DOE (Depending on Experience)
Salary + Benefits
No Relocation

Please submit your resume in word file and must indicate the position code: JNAZ-091023a on your subject line and attach your resume to an email to: careers@jntconsulting.com

All qualifying candidates will be interviewed by telephone for screening purposes. Succeeding steps will follow to those who will become strong candidate for the position.

Inquiries about the status of an application are discouraged. When your qualification will not match to all of the requirements of this position, your Resume will be put in our active database for future consideration of any employment opportunity. Thank you.

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Job: Physical Therapist IP Code: JNAZ-091023a

The Opportunity:
JNT Consulting LLC is seeking an experienced Physical Therapist IP

Position: Physical Therapist IP
Code: JNAZ-091023a
Type: Full Time

Responsibilities:
This position evaluates, plans, administrates and supervises physical therapy treatment in accordance with physician referral, state and national organizational standards, regulatory agencies, and established departmental policies and procedures. Demonstrates the clinical competence and knowledge necessary to provide treatment appropriate to the age of the patients served.

1. Evaluates patient's functional abilities and limitations. Determines if intervention is needed. Establishes a plan of care and treatment goals. Completes comprehensive evaluation within the established time frame set by the department. Identifies and prioritizes key limiting factors. Establishes treatment goals that are functional, measurable, patient related and reflects the key limiting factors. Collaborates with patient and family/caregiver when setting goals. Initiates discharge planning. Recommends additions to or modifications of referring orders.

2. Implements individualized treatment plan with consideration to the patient's physical, social, spiritual, cultural, educational and age specific needs. Provides skilled treatment in a safe manner. Assesses ongoing effectiveness of treatment and modifies plan of care as indicated. Involves patient and family/caregiver in the treatment and decision making process. Provides ongoing education to physician, nurse, patient, family/caregiver, and interdisciplinary team.

3. Documents according to professional practice guidelines set by regulatory agencies. Documents legibly. Completes documentation within the established time frames of the department. Documents evidence based and individualized treatment techniques/plan. Documentation reflects skilled intervention and comprehensive assessment of the patient's progress or lack of progress. Treatment goals are reassessed according to department policies.

4. Communicates pertinent patient information to ensure the best possible follow through of care. Communicates evaluation/treatment results and patient progress to physicians, nurses, patient, family/caregiver, and interdisciplinary team. Communicates in a clear and timely manner. Accepts responsibility to contact physicians for routine or difficult problem solving to ensure optimal patient outcome. Defends treatment rationale with standard practices and/or current literature.

5. Exhibits adaptability in assignments as it relates to caseload, scheduling, and staffing shifts. Takes initiative to assist in other patient care areas and accepts responsibility for all patient care needs.

6. Demonstrates appropriate supervision and delegation of personnel to achieve safe delivery of quality cost effective patient care. Supervision and delegation of the PTA, ATC, Therapy Technician and student complies with department policies and regulatory agencies. Participates in the training and orientation of new personnel. Assures competency of personnel, prior to delegation of task.

7. Department operational activities. Attends department required meetings and/or follows up to obtain pertinent information. Participates in departmental/facility process improvement. Meets productivity standards set by the department.

Competencies Requirements:
1. Must have graduated from an APTA accredited school of Physical Therapy
2. Must possess a current Physical Therapy license within the State of practice
3. Demonstrable clinical competency, experience, training and education they have received that is required to perform the job.
4. Demonstrable behaviors and competencies to job related experiential questions.

Compensation:
DOE (Depending on Experience)
Salary + Benefits
No Relocation

Please submit your resume in word file and must indicate the position code: JNAZ-091023a on your subject line and attach your resume to an email to: careers@jntconsulting.com

All qualifying candidates will be interviewed by telephone for screening purposes. Succeeding steps will follow to those who will become strong candidate for the position.

Inquiries about the status of an application are discouraged. When your qualification will not match to all of the requirements of this position, your Resume will be put in our active database for future consideration of any employment opportunity. Thank you.

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Job: Speech Pathologist Code: JNAZ-091023

The Opportunity:
JNT Consulting LLC is seeking an experienced Speech Pathologist

Position: Speech Pathologist
Code: JNAZ-091023
Type: Full Time - 7:30AM -4:00PM

Responsibilities:
This position provides screening, evaluation, and rehabilitation services for patients with speech and language disorders related to speech, language, cognitive-communication, voice, swallowing, and fluency. This position plans and carries out specialized treatment programs, documents treatment, and maintains data regarding patient care. This position demonstrates the clinical competence and knowledge necessary to provide treatment appropriate to the age of the patients served.

1. Evaluates patients' functional abilities and limitations to determine appropriate intervention. Develops a plan of care and treatment goals, as ordered by physician or other referral source.

2. Implements individualized treatment plans that consider patients' physical, social, spiritual, cultural, educational, and age-specific needs. Ensures that treatment plans are supported by standard practices and/or current literature. Re-evaluates treatment plans, as needed, to ensure maximum patient benefit.

3. Educates patients, family, and other care providers to promote patient participation and attainment of therapeutic program goals. Provides individualized home programs with clear instructions.

4. Documents patient treatment according to professional and regulatory standards.

5. Participates in the provision of training to other staff and students

Competencies Requirements:
1. Requires 3-5 years experience with treatment in an acute rehabilitation or outpatient setting
2. Comfort ability with medically fragile patients
3. Familiar with Acute rehabilitation setting
4. Masters degree in Speech Language Pathology from an accredited university program.
5. Current licensure in the state of practice.
6. Certificate of Clinical Competence or documented acceptance in Clinical Fellowship Year.
7. Ability to work collaboratively with physicians and other healthcare providers.
8. Must have strong interpersonal communications and human relation skills.
9. Requires a minimum of one year experience in an acute care hospital seting.
10.Experience must include working in an acute care setting within the past 12 months as a Speech Pathologist in the specialty area.
11. Additional related education and/or experience preferred.

Compensation:
DOE (Depending on Experience)
Salary + Benefits
No Relocation

Please submit your resume in word file and must indicate the position code: JNAZ-091023 on your subject line and attach your resume to an email to: careers@jntconsulting.com

All qualifying candidates will be interviewed by telephone for screening purposes. Succeeding steps will follow to those who will become strong candidate for the position.

Inquiries about the status of an application are discouraged. When your qualification will not match to all of the requirements of this position, your Resume will be put in our active database for future consideration of any employment opportunity. Thank you.

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Job: SW Developer - Ruby on Rails Code: JN091023

The Opportunity:
JNT Consulting LLC is seeking an experienced Software Developer experienced in Ruby on Rails

Position:Software Developer - Rudy on Rails
Code: JN091023
Type: Full Time

Responsibilities:
This position is responsible of developing and building an interesting software in a space of payment solutions. Focused in Rails and require the skills in Ruby. Leveraging other technologies is important. For instance, the system is expected that it can take advantage of specific features in languages like “Erlang and Clojure.”

Technical Competencies:
1. 2 years intensive experience in Ruby on Rails, ideally enterprise level applications
2. 5 years experience in Software Development (various languages)
3. High aptitude for new technology
4. MySQL a plus
5. Erlang experience a plus
6. Clojure experience a plus
7. Collaborative competence is required
8. Detail oriented and independent


About the Work Environment:
The environment is start up, looking for someone with exceptional software development talent. Putting together deliberately a smaller teams of all-stars is the best way to build software.

Being in a start up mood, No startup drama. Nor the long hours. Nor any outside investment. The business is profitable.

The challenge is the same as every development shop: build the best software in our space. By hiring great developers and place them into an environment that is conducive to results is the approach. To achieve this you should expect: great salaries, benefits, and be team player.

We want to hire super talented people who are more interested in the creativity and development arena. We are not looking for any rock stars.
We value aptitude over experience. We also value maintainable teams and codebases, feedback loops and we prefer essence and reality to ceremony.
This is as much an opportunity to define the team as it is to be a part of it.

Compensation:
DOE (Depending on Experience)
Salary + Benefits
Relocation Assistance is available for the right candidate.

Please submit your resume in word file and must indicate the position code: JN091023 on your subject line and attach your resume to an email to: careers@jntconsulting.com

All qualifying candidates will be interviewed by telephone for screening purposes. Succeeding steps will follow to those who will become strong candidate for the position.

Inquiries about the status of an application are discouraged. When your qualification will not match to all of the requirements of this position, your Resume will be put in our active database for future consideration of any employment opportunity. Thank you.

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Global: Expatriate Living Abroad can be SUCCESSFUL!

Expatriate Living in another country has a lot of challenges and opportunities. It entails many tasks that you have never come across unless you have a prior experience, however essential. If you are a green horn in the expatriate community you are challenged with identifying the right information. Yes the internet is widely open and you can find anything but the main point is... which ones are correct and which ones are not; "most prevalent practice is to bite your teeth and hope for the best!"

Many things are involved when you uproot yourself from your current living location to another part of the world. There are visas to enter and for employment purposes, current home management, transporting personal stuff, deficiency of cultural knowledge, favorite food, new home, temporary living style and convenience, hobbies, pets, driving license, bank account, medical information and sources, personal insurance, dependents comfort-ability, period of adjustments, survival coping skills and many more.

How and what are the best way to implement expatriate plans? Approach an experienced individual with this kind of lifestyle. Or make a search of an experienced Global Human Capital Consultant with successful experiences in global mobility management. Both types of individuals can provide you an experiential learnings about Expatriate Living abroad. Inquire about the challenges, the advantges and disadvantages. Identify to yourself the value of this experience for your personal fulfillment or growth. Set a short term goal and long term goal as both will help you achieve a balance to your lifestyle being an Expat inlcuding your family members (where applicable).

Dependents are crucial pieces of Expatriate Living. One of the most effective tool that make dependents happier is the implementation of a Cross Cultural Training to all parties. This will provide a pre-transitional adjustments and setting up of expectations. It will facilitate a better behavioral approach to adjustments. If the family member is happy - the expat can concentrate on job functions rather than easing up family's discomforts.

There are expats who were assisted with their relocations by third party companies procured by their Human Resources Department. These companies were meant to ease the challenges of every aspect of the international relocation and transitional lifestyle of the Expat. Experiences of an Expat and family members varies based on the level of service procured and provided by his/her employer. At certain aspects there were shortcomings of the service providers that were authorized by their employer. This is because of inexperience about the entire global mobility management. Oftentimes, companies cut corners and employ admin assistant type equivalents of personnel instead of a strategic experienced consultant. They like to present themselves as Specialist in the global mobility management area but the experience of their staff does not reflect that. However, the main frustration of the Expat and HR Manager - they only find out of the inexperience of such entity when the employee is on-board to relocate. The agreement has been signed and money has been disbursed. Cancelling the engagement is too late. When these arise - it creates a multitude of stress among relocating parties involved. Oversight of these issues can be avoided when working with experienced and strategic consultants in Global Mobility Management and in Global Human Capital Management. This type of professional who has executed both functions within the strategic international HR and external international services HR will definitely give you the best guidance and hand-holdings.

Returned Expatriate and their families can add valuable information to you. Seek out someone who has been in the country where you will be assigned or working. "The best teacher is experience."

Additional valuable information about Successful living of an Expatriate, Secondee or Assignee can be found at:
Your Relonavigator

Do you like to meet people with Expatriate Experience? Join us and share your thoughts and ideas ... learning from experienced professionals is invaluable ... visit our AZExpat Society page to learn more about Expatriate Living.


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