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4 Posts tagged with the global tag
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It's a small world

Posted by Jason Averbook Jun 4, 2008

 

IHRIM

Knowledge Infusion is just finishing up a very very successful few days as it comes to changing the industry at IHRIM 2008 in Orlando. I have never seen so many hot, sweaty and tired kids - as mine would be, as I did this trip to Orlando; and no, these were not the IHRIM attendees. I once again commend the IHRIM organization for continuing to try to service the old HR technology paradigms while continuing to think about how to innovate moving forward. President of IHRIM, Jacqueline Kuhn and team are continuing to evolve the organization and to Jackie, thank you for being such a great leader.

 

Global Talent Management

Next, I wanted you all to see an interesting article from the International Herald Tribune about the recruiting, succession and staffing efforts of Europeans today. This is another example of something we say at Knowledge Infusion, Talent Management as a whole has to be thought of globally, even if all processes and functions don't act the same. The talent availability doesn't align with the progressive nature of change and needs in organizations. We each need to go outside of our normal hiring pockets to find the right people. Take a read and let me know your thoughts.

 

Have a great day. Another infusion of knowledge...

 

Link to Europeans Go Global

0 Comments Permalink Tags: europeans, global, talent_management, ihrim, jacqueline_kuhn
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While speaking at a HR conference in Bermuda today for one of the largest hospitality organizations in the world, the theme of the event that was repeated over and over again was "think globally, act locally."

 

 

This theme is the theme that Knowledge Infusion uses on a daily basis when working with client whether operations solely in the US or whether a multi-national, global enterprise with locations all over the world. Talent Management is a global function and continues to change the face of HR forever. Whether dealing with regulations or local unions, HR for the most part has been able to focus on where the business does business. This is no longer as organizations strive for any competitive advantage in recruiting talent from around the world.

 

 

On the SuccessFactors blog today, Erik Berggren does a good job of recapping this theme as well and a read for all looking at talent management and the impact that technology MUST have today for HR to be successful.

 

 

HR is a global operation and will be from this point forward. It is an imperative to build your HR and talent management technology strategy in this way or you will lose competitive advantage very quickly.

 

 

Another infusion of knowledge...

 

 

Link to SuccessFactors blog entry today

1 Comments 0 References Permalink Tags: global, talent_management, successfactors
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BusinessWeek this morning calls to light an issue Knowledge Infusion sees HR dealing with more and more as the economy truly become global at its core - Global Workforce and Talent Management. BusinessWeek highlights that organizations are moving more and more to outside firms such as Fragomen and Littler. The firms have an interesting observation worth calling out:

 

 

Fragomen and Littler say that about 80% of their work involves getting workers into the US, which can be extremely frustrating.

 

 

Getting employees into other countries can be equally difficult requiring a series of tests, certifications and processes just to enter the country for work purposes.

 

 

HR has to change its focus from trying to do all of this by itself to working with firms such as Fragomen and Littler for assistance. Where HR MUST focus is on the global workforce planning aspect of this problem.

 

 

I, Jason Averbook, recently spoke at a Conference Board event for CEO's where I was quoted saying "in the future, HR is not just about getting the right people to the right place at the right time, but truly knowing what those people are good at, who is looking for career opportunities and how these people will continue to progress within the organization. The days of find and drop into a job are over for HR, it is an ongoing, everliving process in today's global economy."

 

 

The other thing that is truly important about this issue is that for each of these people and to fulfill the future role of HR in a global economy, HR needs to have a solid GLOBAL FOUNDATION for its core HR solution and a GLOBAL talent management and workforce planning tool. These are MUSTS as the world becomes flatter and an area that we at Knowledge Infusion continue to see growing interest in.

 

 

Take a read of this short, but informative article from BusinessWeek this morning. Do you have a global view of your workforce besides employee number?

 

 

Another infusion of knowledge...

 

 

Link to BusinessWeek article

 

 

0 Comments 0 References Permalink Tags: global, talent_management, fragomen, littler, workforce_planning
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During 2008, Knowledge Infusion had the opportunity to work with over 100 enterprise organizations based in the US but most with operations in some other parts of the world as well. There are a number of observations that we have collected during 2007 that will continue to impact the nature of HR and Talent Management technology for years to come.

 

 

 

  1. Talent Management as a practice is global in nature. Even organizations that only have US based employees are looking to recruit from outside the US and have to for that matter. A Chief HR Officer that is a client of Knowledge Infusion recently said "I will go anywhere in the world to find talent and bring it here, therefore I need technology that can support me in that effort."

  2. HR continues to work on standardization and realizes that the only way to manage certain processes is to govern them on a global basis. This doesn't mean that all processes must be the same globally; but when looking to compare and use data, the standardization and streamlining of the process goes a long way.

  3. All organizations should them of themselves as global today. Whether they do business globally, have employees that come to the US from other parts of the world (which is everywhere) or have growth as part of their business objectives; must think globally when creating their long term HR technology strategy.

  4. Global deployments of software are occurring at a record pace. This requires whole new thought processes around business process transformation, change management and the software itself.

  5. Organizations are looking for vendors that "get" global implications. Many vendors simply bypass this issue; but it is one that simply cannot be overlooked anymore.

  6. Portals are great tools to make the workforce feel relevant even if they use different tools and processes. A role based, personalized portal drives specific content to the user based on where they are in the world. This will continue to be a growth area for HR solutions.

  7. Data privacy concerns around things like Employee and Manager Direct Access are fading away slowly. These will always be issues, but organizations are doing more than ever to work their way through them.

  8. HR is realizing that they cannot do all processes within HR, Payroll, Benefits and Talent Management in a single system. Their solutions include outsourcing pieces of Payroll and Benefits, using best of breed applications in country specific situations and struggling with data. This will continue to be a major issue and one that Workforce Intelligence solutions will have to assist with going forward.

  9. More and more VP's of HR don't care how, but are demanding a single view of data globally. This is more than likely a request from their CEO who should be asking these questions. HR has been terrible at combining data on a global basis and we are starting to see that change.

  10. The world is flat, small and getting faster each day. Succession Management is a global practice. Workforce Planning is a global practice. Knowing the skills of the workforce is a global practice. This list will continue to grow as the chasm between continents is filled in by continued innovation in the technology space.

 

What does this mean to you? Think globally. Bring together leaders from all countries and continents. Look at their business processes with yours and realize they are not that different and with a bit of compromise, they can work from the same platform. Finally, remember the world is getting smaller by the day and organizations depend on a global workforce more than ever. Are you ready for a HR technology standpoint?

 

This has been a major trend in 07 and will be even greater in 08!!

 

 

 

Another infusion of knowledge...

 

 

0 Comments 0 References Permalink Tags: global, trends_2007

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