Tag Archives: international hr

Top Ten Posts of 2010

As many of you know, this blog was launched in April, 2009, and was envisioned as a destination for international human resources professionals, a place where international HR pros could learn best practices, participate in discussions and share their knowledge.  We never anticipated how popular the site would be, but as of today, December 26, 2010, we have over 500 regular subscribers, and average over 250 visitors per day, almost every day!

As we come to the close of the year, we decided once again to look back and celebrate what we have accomplished as a community, and share with you a summary of the most popular content from the International HR Forum during 2010.  We hope you find this list handy, and look forward to hearing from you in the new year.

Top Ten Posts of 2010:

  1. Why Culture is Important in International Business
  2. How Top Companies Manage Talent Development
  3. Everybody Hates Performance Appraisals — What To Do?
  4. International Employment Law “Quick Facts” – Brazil
  5. Delegation: Leadership Development in Africa – Part 2
  6. Ten Steps for Building A Salary Structure
  7. Creating High Performance Teams
  8. Base Salary – Not So Basic!
  9. International Employment Law “Quick Facts” – India
  10. Reverse Culture Shock (Or Why Do I Hate Being Home?)

The above posts are those which had the most views during 2010.  Most were published during 2010, but a few are actually from 2009.  We will be sharing some additional category summaries later in the week.

Happy holidays!

Who Dresses for Success Anymore?

Author:
Chuck Csizmar – CMC Compensation Group

It hasn’t been that many years ago that the term “business casual” was coined to describe a new flexibility in acceptable office attire .  To many business leaders though, the phrase meant no more than wearing a red tie, and perhaps only once a week.

Well, that was then.  Today, attitudes and customs are quite different, and typically much less conservative.  For example, it is not uncommon in some circles for male employees to forgo the use of socks within an office environment.  I know, because recently I visited such an office and saw for myself.

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Best Practices for Selecting International Assignees (Part 1)


Author:
Alan Freeman – LOF International HR Solutions

This is the first of two installments on the subject of assignee selection.

A recent question, “Please share ideas on best practices for hiring candidates for an immediate international assignment” triggers a few thoughts.

First and foremost, the organization must definitively establish that it is not possible to recruit local nationals in the location where the job is based. Hence sending a foreigner as an International Assignee is both necessary and can be sufficiently justified to obtain assignment country work and residency permits. If so, then…

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


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

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


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”?

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Competitive? It’s All Relative.

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:

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Managing Pay in a Global Enterprise


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.

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

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:

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It’s the World Cup — Do I Have to Work?


Author:

Mariana Villa da Costa – Littler Mendelson

On June 11, the world has seen the launch of one of the biggest sporting events – the World Cup, this year being hosted in South Africa.  The World Cup is a passion to millions and millions of people around the world, and a much anticipated month-long series of games that unfortunately, for those who love futbol (soccer)  like me, only happens once every 4 years.

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International Employment Law “Quick Facts”: India


Author:
Mariana Villa da Costa – Littler Mendelson

Hello Readers! Sorry about the radio silence, but I am back with another edition of our  “International Employment Law Quick Facts”! Based on our readers requests, I have chosen India for the next in this series.

India is a place of exotic food, beautiful architecture and Bollywood! But, it’s also a developing country with the world’s second largest labor force and an economy that is taking over many others, and becoming one of the best places for global companies to invest. One important observation – Indian Labour and Employment Law is among one of the most complex in the world, so while I know the outline that follows is a good start, it is always a great idea to consult a lawyer.

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