Solutions for Effectiveness Increase Competitiveness and Reduce Inefficiencies

The Competitive Workforce Solutions provides a comprehensive package of useful solutions that will assist the growth and advancement of client's organizations. These solutions cater to any size of organization whether privately or publicly operating regardless of locations.

JNT Consulting practices a sound consultative approach by listening and understanding the client's business needs. Strategic solutions that address the identified challenges will be developed. The initiatives will integrate business culture and align the same to client's business strategic goals. During the implementation of deliverables, JNTC Consultant collaborates with all team members to effectively achieve successful results.

Overview of Competitive Workforce Solutions that our clients are benefiting from their results.

1. External HR Business Partner
This is an external service that will execute the function within the organization and will facilitate compliance management to regulations while your efforts will be focused in other business matters. As your HR Business Partner, our acumen in strategic and consultative business integrate human capital management expertise in addition to the usual human resources practice that are focused on generic yet tactical activities. Smaller and any type of organizations can take advantage with this solution.

©JNT Consulting

2. Strategic Sourcing & Staffing

Having a strategic partner in sourcing and staffing, as a resource will give you peace of mind in your organizational setup. In this way, you will become an employer of choice for the top talents and you gain top talents and employees who can do the job and support your overall business goals. We search for the 'A' talents with exceptional experiences that will optimize competitiveness in your organization.

©JNT Consulting

3. Standards & Initiatives - Policies, Programs and Curricula Development

Providing you with consultative guidance and development of your policies that will support advancement, inclusive culture, retention and productivity of your employees. Will help you in transforming your existing policies to become current, integrate best practices, compliant to rules and regulations and or morph it into a program that will enhance effectiveness and facilitate strategic growth.

©JNT Consulting

4. Learning & Growth - Coaching, Organizational & Team Development

Growth is facilitated through learning, and expertise provide 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. Language proficiency bridges effective communication.

©JNT Consulting

5. ReloNavigator - Global Mobility, Corporate Immigration and Destination Services

Experience in the management of global programs is important. It will make your employees become more productive, concentrate their responsibilities, stay with you for longer period of time and comfort ability of their family members. Effective Partnership is a key when moving to a new location.

©JNT Consulting

Perspectives:

Whether you are a small business owner, medium or a big organization, there is a time when your needs for growth and advancement become apparent. You don't know where to begin and how to become compliant to rules and regulations. May be as a part of growth and advancement, you don't have the necessary experience on a particular business needs.

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.

We invite you to join Us at our social media pages:

Job Opportunities are available at: JNTC Careers

We partner with you to provide the right "Competitive Workforce Solutions" that meet your business and cultural needs. With a highly experienced international team and a global network of partners, we have the right expertise to manage your organization’s mobile workforce globally.

# # #

The global mindset that makes a difference: JNTC Guides YOU

Oftentimes, there is a mindset that operating in the international zone is easy. Yes, that is possible if you have all the knowledge, actual or hands-on experience and have done your homework in doing business at your target location. Without exploring and learning the essential pieces and you just plunge yourself into the area - it will catch up with you eventually and troublesome headaches will come one after the other.

JNT Consulting can guide you through from the basics to advanced level that you will need to be aware of. The competencies and hands-on experiences of  JNTC's entire team of global professionals are demonstrated through business ethical practices and utmost care to client's business needs. Our competitive Workforce Solutions will provide you the guidance, peace of mind and organizational effectiveness.

JNTC Articles is an online collection of written strategic resources that provides additional window of knowledge and venue of learning about some essential information that may be useful to your organization and or professional practice growth.

However, when you are browsing the articles, please be aware that because of continuous improvement and recent office relocation - some of the earlier articles have a different links and those links may be dead. We have tried to make all these links become current however, there will be one or two links that were missed. With our apologies, we would like to hear from you if you come accross of any link that is not available.

We moved to a new office location. Please note of our current contact information so you can communicate with us in time.

JNTC Careers is a resource that provides qualified candidates an access to the avenue of an employer of choice, that will support professional growth, advancement and fulfillment of one's career. Submit your resume to: careers@jntconsulting.com for future opening consideration if there is no matching position at the moment. 

For any consulting needs, call us and we will discuss your needs, when your needs are seemingly different  we will be glad to devise an applicable solution for your current organizational business need. Our practice as experienced consultant, we listen, discuss and collaborate with you about your current problems, needs and issues. Through collaborative discussions will direct us to craft a solution that will translate your concerns into a successful result of your business goals.

As a small business owner, there are times when your needs for growth and advancement become apparent. You do not know where to begin, hiring additional staff, how to become compliant to rules and regulations in many aspects of the business, increase staff competencies and leadership development, reflect a high performing, engaging and effective organization.

At JNT Consulting we provide a full resource of Outsourced Human Capital Management.  Our Competitive Workforce Solutions will give you the ability to concentrate in managing your business and revenue growth while you let us manage your Human Resources and Compliance to regulations and different laws, whether in country or in the international zones. We become your HR Business Partner during your growth and advancement. You don't need to hire an HR employee as we will perform the function effectively on your behalf.

When you as an active and ambitious individual become mobile in relation to work and or in a segment of your professional personal growth. At JNT Consulting, we have the global program called ReloNavigator. This will provide you the entire solution for your mobility challenges. From planning to destination adaptation and then return to original location after a given period.  Have not lived at your target destination? Discuss with us about 'Cross Cultural Workshop and Coaching' - a vital competency acquisition that will make you become sensible and locally adaptable at your new location. You only need to communicate with your assigned Consultant and concentrate on your other personal matters  instead of acting as coordinator to your own relocation needs with different service providers.

# # #

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. 

#    #    #

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

# # #

HIRE Act Form W-11 (Employee Affidavit) for New Hires

The second quarter of FY 2010 has significant indicators of employment opportunities. Organizations in different industries have begun recruitment of talented professionals who will partake in supporting their advancement. 

In addition, the HIRE Act signed by President Obama will support the business goals of employers. Subsequently, the concerted efforts of organizations which will take advantage of its provisions will be instrumental in diminishing the high percentile of unemployment nationally.

The IRS recently released  the Form W-11 (Employee Affidavit)  for New Hires who qualify under the HIRE Act

The HIRE (Hiring Incentives to Restore Employment) Act was signed by President Obama last March 18th 2010, designed to encourage employers to hire and retain new workers, it will provide employers to claim the Special  Payroll Tax Exemption that will be applicable to many newly hired workforce for the Year 2010.

"The new law requires that employers get a statement from each eligible new hire, certifying under penalties of perjury, that he or she was unemployed during the 60 days before beginning work or, alternatively, worked fewer than a total of 40 hours for anyone during the 60-day period."

The Form W-11 (Employee Affidavit) is the official form that will validate eligibility of the employee under Hire Act.  Without the signature of the newly hired employee on the Form, it will invalidate the claim of the employer for the Special Payroll Tax Exemption.

Employers must retain this document (Form W-11) on file for future verification. Please read the instruction at the bottom of the form on how to use  and comply when hiring an employee who may qualify under this law.

Who will qualify under this Law?
A “qualified employee” is an employee who:
• begins employment with you after February 3, 2010, and before January 1, 2011;
• certifies by signed affidavit, or similar statement under penalties of perjury, that he or she has not been employed for more than 40 hours during the 60-day period ending on the date the employee begins employment with you;
• is not employed by you to replace another employee unless the other employee separated from employment voluntarily or for cause (including downsizing);
 
It is also wise for a given organization to review the restriction provision of this law, where it identified organizations that cannot qualify for the Special  Payrol Tax Exemption.
 
The HIRE Act created two new tax benefits designed to encourage employers to hire and retain new workers. As a result, employers who hire unemployed workers this year (after Feb. 3, 2010, and before Jan. 1, 2011) may qualify for a 6.2-percent payroll tax incentive, in effect exempting them from the employer’s share of social security tax on wages paid to these workers after March 18. This reduction will have no effect on the employee’s future Social Security benefits, and employers would still need to withhold the employee’s 6.2-percent share of Social Security taxes, as well as income taxes. In addition, for each unemployed worker retained for at least a year, businesses may claim a new hire retention credit of up to $1,000 per worker when they file their 2011 income tax returns.

To learn more details about this new law "The HIRE Act" - please visit the website of the IRS.Gov

For any inquiries about additional information on HIRE Act Form W-11, please contact us at (650) 241-3207 or send us your email to:  info@jntconsulting.com

# # #

Professionally Fulfilling Engineering Jobs at JNTC Careers - Contact Us

JNTC Careers have partnered with RedZone Search  for the hiring of qualified professionals who will participate towards the growth and development of our clients.

Please review the following available positions that we are currently hiring on behalf of our StartUp client. We are searching for individuals who possess entrepreneural spirit, demonstrate great work ethics within a StartUp environment, professionalism, flexibility, initiative, responsibility, accountability and technical expertise. Instruction about submitting an application can be found in each link to the Job Description provided below.

1. Vice President, Hardware Engineering - Code: JNTC_AN-100414f
     This is a leadership position demonstrates ownership of hardware products, including ASICs/FPGAs, PCBs, and mechanical subsystems throughout the product lifecycle.

2. System Architect  - Code: JNTC_AN-100414e
    The Architect must demonstrate success in several cycles of complex System Design, FPGA/ASIC  design, HW/SW integration, bring-up, and field support.  Writing System C, Verilog, System Verilog, C or functional models of the overall implementation. Drive and write specifications for FPGA/ASIC level development. Musd have participated hands on in FPGA/ASIC RTL development.

3.  QA Test & Development Engineer - Code: JNTC_AN-100414a
     This Engineer will be a member of a dedicated QA team to design and implement functional tests for each component and system tests for the solution as a whole. Will build strong ties with development team and provide leadership on test planning and test tracking tools, familiarity with virtualization domain (Vmware ESX ,Citrix XenServer or Microsoft Hyper-V)

4. Senior Software Java Engineer - Code: JNTC_AN-100414b
    This Engineer must be experienced in software engineering, with emphasis on high-performance, high-availability, server-side enterprise applications, Java software development, multi-threaded programming and web services (SOAP, WSDL, etc.)  and a SQL.

5.  Senior Protocol Engineer - Code: JNTC_AN-100414
     This Engineer will join a world-class development team. Must  demonstrate a strong system building
expertise and competencies of networking protocols. Including 3D/2D, C++ systems software engineering experience,  strong fundamentals in modern C++ object-oriented design, multithreading, IPC and OS design.

6. Senior Windows Software Engineer, Display Driver - Code: JNTC_AN-100414c
     This Windows Softwre Engineer will lead developer for Windows display drivers for our desktop products. This entails all phases of software development, including architecture, micro-architecture pecification, implementation, unit test development, and system integration. Expertise at writing Windows display drivers on Windows XP and Vista (User mode and Miniport/Kernel components), strong   fundamentals in modern C++ object-oriented design, multithreading, etc., Windows (e.g. GDI, IP threading, synchronization) and its internals.

7. Senior Software Engineer, Windows Internals - Code: JNTC_AN-100414d
    This Senior Software Engineer will demonstrate the expertise in Windows systems and internals to play leadership role in architecting and implementing deep I/O and system development.  Including modern C++ object-oriented design, multithreading, IPC, and OS design, 3D Graphics APIs, competencies of
network fundamentals (DHCP, TCP, etc), USB, audio, and other I/O subsystems, Windows internals expertise (APIs and architecture.

# # #

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.

# # #

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.

#   #  #

2010 has arrived - Best Wishes for Advancement & Prosperity

Photo Acknowledgement: By Zazzle

At JNT Consulting LLC, we are very glad in welcoming the New Year 2010.   We wish each and everyone with the best option of opportunities, great health, better successes and growth.

As the New Year begins it is the best time to set our realistic expectations and strategic Plans of Action for FY 2010.

Sharing with you the following Ten Rules for FY2010 that will support Growth and Advancement:
1. To strengthen family relationships and intensify personal time with family instead of work.
2. To create a balance between family and work responsibilities, negotiate for more time and demonstrate love and affection with family.
3. To reflect on what are personal and professional goals for the entire year
4. To plan ahead with realistic expectations based on personal abilities and professional competencies. 
5. To review what went wrong, what were effective significantly in the past year.
6. To highlight the facts that contributed success and progress
7. To review the people in your database, eliminate and clean your network and acquaintances, remove and disassociate with those who are flakes
8. To strengthen relationships with professionals who demonstrated equal value and respect to you as they are the so called 'real  professional network'.
9. To strengthen the relationship with customers and continue greater partnerships for business retention.
10. To thank God with the opportunity of life and every blessing of which you receive continually.

With our best wishes to one and all.  More Success and Power! The Year 2010 will bring us greater opportunities through a 'Team Effort'

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.

Additional Resources are available at: JNTC Careers

# # #

Holiday Season with Peace and Prosperity - Merry Christmas

This Holiday Season, we enacouarage you and your family to celebrate it with Peace to everyone across the world and that Prosperity in the coming year is not too distant. 

Your partnerships, friendships and collaborative efforts with us at JNT Consulting is hereby applauded with many Thanks.  We wish you, your family and friends with a joyful and fun-filled Christmas.

"Happy New Year for 2010"

For questions and inquiries please send to: info@jntconsulting.com or call (480) 656-2981

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.

# # #

USA: 2010 Mileage Rates - IRS Announced

Yesterday, December 3rd 2009 - the US IRS (Internal Revenue Services) Announced the Optional 2010 Mileage Rates applicable costs of operating an automobile for business, charitable, medical or moving purposes.

50 cents per mile for business miles driven
16.5 cents per mile driven for medical or moving purposes
14 cents per mile driven in service of charitable organizations

The effectivity of above identified Mileage Rates will be January 1, 2010. Per IRS studies, compared to a year ago these rates for 2010 are lower because of lower transportation costs.

In order to read the actual announcement from US IRS, please click on the link - IRS Announced 2010 Mileage.

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.

# # #

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.

# # #

Announcement: New Customized URL for JNTC Articles

New customized URL for JNTC Articles - http://jntcarticles.blogspot.com

To Our Readers, Friends and Colleagues,

Please note of our new and customized  URL for JNTC Articles is:  http://jntcarticles.blogspot.com/

The older URL called: http://jntconsulting.blogspot.com/ -  has been changed to the new customized URL - http://jntcarticles.blogspot.com/  Please update your favorites with the new URL.

You can click on this link >>> to connect you to JNTC Articles

For any questions or concerns please do not hesitate to send us your comments at (480) 656-2981 or email us at:  info@jntconsulting.com

You can also share your comments through the links for comments below.  We will enjoy hearing your continued support and sharing of your views and perspectives.

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.


# # #

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.

# # #

Heatlhcare Informatics: Education is the Key to Competitiveness in the 21st Century

A colleague in the Healthcare Information Systems posted at Health Informatics Forum the 'Challenges in implementation of HIS'

Several professionals provided and shared their inputs.

Juntee Terrenal, MA, GMS participated in the forum and his thoughts were captured below;

"Reply by Juntee Terrenal MA GMS on July 11, 2009:
Great information about the challenges .. however, that is only the tip of the ice berg. It's not only in India that have these challenges but it is true globally.

In my perspectives, the real challenge that you might like to look at is by educating hospital management executives about the advantages of HIS. Majority of them are medical professionals and did not go to school about information technology. It is not in their line of lingo. Those that have taken personal initiatives to learn the complexity of technology can understand the "Geeky talk".

What I have noticed is that IT professionals outside hospital system who wanted to be withn the HIS tend to push immediately their technical expertise to the medical professionals and hospital administrators ..

If you take your approach strategically by influencing and educating those that make decisions through learning process and clear explanation about the advantages and efficiency .. not a 'geek speak' - most likely, they will adapt to the concepts of higher budget allocation and full computerization and technical integration into the hospital system.

Nursing and Pharmacy Informatics professionals who had hands-on patient care experience and have become technologically oriented and informatics educated have the adequate competencies, compassion and capabilities to underscore and influence the management because they can explain in detail the relationship of clinical information to the technical integration within a hospital system.

While most hospitals are still considering these concepts as new ideas and foreign .. assisting them to understand what it will facilitate toward progress and efficiency will be a priority goal. As the old saying says: Education is the Key to Competitiveness."

As of today, there are lots of buzz and interests in the Healthcare industry. Particularly with the advent of the US Healthcare systems revamp that will take place once the Healthcare Initiatives of President Obama will be successful to pass in the US Senate. The US House of Representative passed the Bill with final votes of 22O-215 as of November 7th 2009.

(c)2009JNTConsulting

Many hospitals and facilities have implemented their own initiatives in upgrading their systems to compete in the 21st Century. Professionals in both technical and healthcare professions are scrambling to increase their competencies under the so called 'Informatics'. In that way, they will become indispensable in the next few years ahead. Statistics show that there is a scarcity of experienced informatics healthcare professionals. Personal experience show that when consulting with clients in healthcare staffing arena it validated the shortage of needed technically experienced professionals.

"Education and learning is the goal to become competitive."

Please feel free to share your comments below. For inquiries about this article, please send to info@jntconsulting.com.

# # #