Tag Archives: Global HR

Are You Diligent with Your Due Diligence? (Part II)

Posted on October 25, 2010 by | 2 comments


Author:
Chuck Csizmar – CMC Compensation Group

Anyone who has ever been involved in a merger or an acquisition team remembers their first time; how green they were, how much they didn’t know and how much of a challenge it was just getting up to speed.   They didn’t know what they didn’t know.  Most neophytes are shell-shocked by the complexities involved, the myriad moving parts – and when the business target is an international concern, or has a foreign footprint, then it’s often a case of “what do we do now”?

Provided below is Part II of a due diligence checklist for international M&A deals, one that I wish I had when I was thrown to the wolves for my first overseas acquisition.  Continue reading →

2 Comments

Posted in Global HR Expertise, International Expertise, Mergers & Acquisition

Tagged , , , , ,

Are you Diligent With Your Due Diligence? (Part I)

Posted on October 11, 2010 by | 3 comments


Author:
Chuck Csizmar – CMC Compensation Group

Anyone who has ever been involved in a merger or an acquisition team remembers their first time; how green they were, how much they didn’t know and how much of a challenge it was just getting up to speed.   They didn’t know what they didn’t know.  Most neophytes are shell-shocked by the complexities involved, the myriad moving parts – and when the business target is an international concern, or has a foreign footprint, then it’s often a case of “what do we do now”?

Continue reading →

3 Comments

Posted in Global HR Expertise, International Expertise, Mergers & Acquisition

Tagged , , , , ,

Competitive? It’s All Relative.

Posted on September 30, 2010 by | 3 comments

Author:
Jacque Vilet – Vilet International

With globalization comes added complexity for Human Resources.

Multi-national companies often have a well-documented compensation policy that outlines the specifics of their competitive market positioning.  But should there be one market position across the entire global operations of the company?  I don’t think so.

Let’s explore the realities.  Assume, for example, that the company decides on the 50th percentile (median) as their desired a market position.  Here are the problems with this approach:

Continue reading →

3 Comments

Posted in Compensation, Cross Cultural Insights, Global HR Expertise

Tagged , , ,

E-Learning in Africa (and the rest of the world!) Part 2

Posted on September 22, 2010 by | 4 comments


Authors:
Han van der Pool – TNT N.V.
Lex Lindeman – HRBoosters

Introduction
In part one of this two-part post, we discussed e-learning in Africa, and especially the hurdles of implementation.  In this second part, we will delve more into practical advice for successful implementations in Africa, or anywhere else in the world!

In a broad sense, e-learning can be defined as “any form of learning that makes use of a network for distribution, interaction and facilitation.” There are plenty of demonstrable success stories and breathtaking ROIs.  However, the other side of the coin is that in many cases, web-based investments turn out to be fiascoes and only lead to a waste of time.

Continue reading →

4 Comments

Posted in Africa, Developing Markets, General, Leadership Development, Professional Development, Talent Management, Training

Tagged , , , , ,

Ten Tips to Develop a Global Code of Conduct – Part 2

Posted on September 14, 2010 by | 2 comments

Author:
Mariana Villa da Costa – Littler Mendelson

A few weeks ago in the first post of this series, I provided five tips to get you started in the development of a Global Code of Conduct.  In this post, we are back with five more tips to help you finish your Code.

Continue reading →

2 Comments

Posted in Code of Conduct, Expatriates, General, Global HR Expertise, Global Mobility Services, International Employment Law

Tagged , , ,

Managing Pay in a Global Enterprise

Posted on August 30, 2010 by | 3 comments


Author:
Warren Heaps – Birches Group LLC

You work for a global employer with on-the-ground operations across the world. Your duties include “managing global pay.”  Where do you start?  What are some approaches to consider?   If you’ve been wondering about this, keep reading.

Back in February, I wrote a post entitled “Think Globally, Act Locally”, in which I cited the example of how salary scale designs differ across markets with different characteristics.  But salary scales are just one aspect of the broad range of issues faced when managing pay globally.One of the most important steps in effectively managing compensation across a global enterprise is to have a formal compensation policy.

Continue reading →

3 Comments

Posted in Benefits, Compensation, Global HR Expertise, International Benefits, International Expertise, Policy Development

Tagged , , ,

Corporate Intranets – A Global Disconnect?

Posted on August 25, 2010 by | 9 comments


Author:
Jacquelyn Vilet – TriNet

Editor’s Note:  We are pleased to welcome Jacque Vilet as a regular contributor to the International HR Forum. Jacque is a Global HR/Benefits Consultant for TriNet, providing global Human Resources services to SME’s with international operations.  She has over 20 years experience in International Human Resources with both local nationals and expatriates, and has been an expat twice during her career. Jacque holds the Certified Compensation Professional (CCP)  from WorldatWork, the GPHR Global Professional in Human Resources (GPHR) from the Society of Human Resources Management and  Strategic Workforce Planning (SWP) from Human Capital Insitute.

Every company operating on a global basis is interested in having all their employees worldwide identify  with the company  Many companies use an “Intranet” web site for this purpose.  But oftentimes, the design can be flawed, and even lead to disconnects with global employees.  Do you think the design of your intranet makes employees worldwide truly identify with your company?

Continue reading →

9 Comments

Posted in Cross Cultural Insights, General, International Expertise

Tagged ,

Ten Tips to Develop a Global Code of Conduct – Part 1

Posted on August 17, 2010 by | 8 comments

Author:
Mariana Villa da Costa – Littler Mendelson

What is a Global Code of Conduct?  Everybody talks about them, and they have become a necessity for global businesses in today’s environment, but truly, drafting one can be a big mystery and a lot of work.  Who should draft them? A lawyer? Human resources personnel? The CEO?  What content should be included? What language?

These questions, and many others, will be answered with my ten tips to develop a Global Code of Conduct.  The first five tips are in this post; the remaining ones will follow soon in a follow-up post. Here we go:

Continue reading →

8 Comments

Posted in Code of Conduct, Expatriates, General, Global HR Expertise, International Employment Law, Policy Development

Tagged , , , ,

The Case of the Twisted Quota

Posted on August 15, 2010 by | 2 comments

Author:
Chuck Csizmar – CMC Compensation Group

For many global companies with a direct sales force the design and administration of their compensation program is in a constant state of flux.  It always seems to need a further bit of tweaking, as dissatisfaction follows in the wake of any plan design.  Why?  Every uncomfortable participant who’s on the receiving end, from senior management to the employee pounding the street, feels that they know what’s wrong.  The verdict is that not enough money is offered for successful performance.

Continue reading →

2 Comments

Posted in Compensation, Performance Management, Policy Development

Tagged , ,

Ten Steps For Building A Salary Structure

Posted on July 29, 2010 by | 19 comments

Author:
Warren Heaps – Birches Group LLC

A salary structure is commonly used by employers to set out the range of pay, from minimum to maximum, associated with each salary grade or band. By associating each position with a grade or band, employers can use a salary structure to help manage compensation in an optimal way.

Here are ten steps to develop a salary structure for your organization, with some special considerations for international developing markets:

Continue reading →

19 Comments

Posted in Compensation, Developing Markets, Global HR Expertise

Tagged , ,