A successful, global recognition programme calls for a local touch.By Debbie Bolla
With nearly 50,000 employees in 180 countries, the global nature of The Dow Chemical Company’s workforce was a primary consideration for its employee recognition programme. What was CHRO Johanna Söderström and her team’s solution? A global platform executed locally.
The technology behind the programme—powered by O.C. Tanner— was standard across the organisation, but leaders in each country could determine the specific approaches that would work for them. The global, multifaceted “Accelerate Great” programme creates meaningful experiences for employees through the direction and discretion of managers and leaders.
For example, David Sturt, executive vice president of O.C. Tanner, says it’s more commonplace for a recognition moment to be very public in India—it would likely feel like a celebration.
The 2017 HRO Today Forum APAC will offer winning strategies and workshops for better talent acquisition and management.
As the summer draws to a close, HR professionals from all over the APAC region are gearing up for September and the HRO Today Forum APAC: a much-anticipated event that will supply insights and best practices to “Drive Corporate Strategy.” The forum will take place at the Excelsior in Hong Kong and is sure to be an industry highlight for 2017.
In addition to a programme packed with interactive workshops and helpful case studies, the 2017 HRO Today Forum APAC will offer numerous networking opportunities and solutions to some of the industry’s most pressing problems. Attendees will include leaders from HR and HR operations, learning, payroll, technology companies, talent acquisition, and change management, amongst others—each with insights from their own experiences at mid-market and large-market organisations.
Four things to know about the biggest change to data protection laws in 30 years.By Cecile Georges
Keeping up with the 50,000 or more legislative changes that occur around the world each year can be a daunting task for any HR team. But now, HR leaders of multinational companies need to brace themselves for a particularly large regulatory change: the European Union’s General Data Protection Regulation (GDPR).
Starting May 25, 2018, the GDPR will take effect and impact all companies that operate in the European Union (EU) or process the personal data collected within the EU. This shakeup represents the biggest change to data protection laws in 30 years, promising a new era of data governance and enhanced requirements in security and personal data processing.
For some, privacy protection reform was long overdue. The rise of the internet and globalisation has triggered a steady increase in international data flows.
Organisations operating in EMEA that leverage a localised approach to HR can connect to an international workforce.
By Christa Elliott
The EMEA region encompasses 116 countries on three continents, but despite the area’s cultural and geographic diversity, there is at least one thing that its businesses have in common—the need for a localised approach to HR policies and processes, particularly in Europe. Many organisations have implemented localised hiring programmes and benefit rollouts for years, and these practices are more widespread than ever before in EMEA.
What is “localisation” exactly? In the context of HR, localisation refers to the process of adapting policies, operations, or strategies to accommodate the diverse cultures of the countries in which the organisation operates. It may translate to reviewing country-specific laws regarding benefits and making sure that the organisation’s offerings and policies are compliant.
HR should consider four approaches to help navigate the ever-changing immigration regulations.
By Tim O’Shea
Immigration is one of the most complicated and important issues that HR professionals face today. An intricate lattice of social, political, religious, and economic forces collide to create ebbs and flows in immigration, as well as country-specific policies. Each day, people all around the world cross national borders in search of opportunity or refuge. But many governments are reacting to the growing anti-globalisation sentiment with proposals for stricter immigration rules and doubling efforts to enforce existing regulations.
The uncertainty surrounding immigration policies greatly impacts global mobility programmes and the movement of skilled professionals. Skilled workforce mobility is critical for a strong global economy. Ultimately, it promotes the spread of talent, goods, and services, which benefits companies and consumers alike.
With rapid business growth, talent leaders need to keep their eye on Latin America.
By Paula Jacomo
Between the introduction of new technologies, changing demographics, and talent wars within the region, Latin America (LATAM) has quickly emerged as a fierce competitor in the global talent market. The region has seen rapid business growth for multinational corporations looking to expand their footprints, and its start-up community is also booming. Not only has this growth swiftly increased the demand for talent, but it has also led to a shift in employee expectations regarding the technologies and benefits made available to them.
This change has also made HR departments pivotal to organisational success in the LATAM region, and those that are adapting their processes to attract and retain the best talent within the region are already seeing results. Although 20 years ago, companies in the region may have been more associated with older labour trends, today HR departments in LATAM are applying innovative and forward-looking strategies to help meet these changing priorities.
As more and more organisations expand their footprints and establish a multinational presence, the idea of being “glocal”—conducting business according to both local and global considerations— has become commonplace. As you know, we go glocal with HRO Today Global, the sister publication to HRO Today, which covers similar pressing HR topics but with a focus on trends specific to EMEA and APAC.
When working on this month’s cover story, Going Glocal (see page 11), it became clear early in my conversation with Dow’s Johanna Soderstrom that a global recognition programme was a top priority for her organisation. The CHRO and senior vice president oversees Dow’s more than 50,000 employees in 180 countries and knew that the backbone of the recognition programme could be the same but would need to be executed at the discretion of the region.
“An American programme doesn’t work in all corners of the world,” she says.
Thought leaders are the informed opinion experts and the go-to people in their field of expertise. They are trusted sources who move and inspire people with innovative ideas, turn them into realities, and know and show how to replicate their success. We certainly have a great group of thought leaders and innovators involved in our association and our HRO Today Forum events. This is demonstrated by the outstanding group of senior HR executives and industry experts who attend and speak at our conference, and offer advice in our magazine and through opportunities within our association.
The HRO Today Services and Technology Association provides members the platform to connect with other professionals, share best practices and content on our website, discuss and set industry standards within the HR and outsourcing industry, and to learn. Learning through our TLCs continues to be a member favourite and attract a large audience via live webcasts and our on-demand TLC library.
HRO Today’s Baker’s Dozen rankings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients.
Once collected, response data are loaded into the HRO Today database for analysis to score each provider that has a statistically significant sample. For this survey, we required 10 responses from seven companies. We reached out to more than 30 providers of recognition programs.
In order to determine an overall ranking, we analyze results across three subcategories: features breadth, deal sizes, and quality. Using a predetermined algorithm that weighs questions and categories based on importance, we calculate scores in all three subcategories as well as an overall score.
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