The EMEA region calls for special considerations when managing relocation.
By Jonathan Langueneur
As the world becomes more globalised, cross-border transfers are becoming more common. Permanent relocations can be a win-win for both organisations and employees alike; they can help companies achieve talent and workforce management goals whilst offering workers personal and professional development. They are also an effective way for companies to develop or retain talent, especially in the EMEA region where employees have greater freedom to move across borders.
Recent research shows that organizations need to align their relocation incentives with employee desires to fill key skills gaps.
By Donna Chamberlain
Globalization has integrated industries and markets internationally, and demand for skilled employees in both developing economies and the traditional powerhouses continues to grow. Even with an increasingly complex international landscape, 18 percent of employees across the globe are eager to accept a job offer abroad, according to BDO and Ipsos’ latest Global Employee Mobility Report. However, this marks a seven percent decline from 2012, indicating that motivating employees to accept international assignments is becoming increasingly challenging.
By Audrey Roth
The recent rocky state of the economy has challenged organizations to rethink their global mobility strategies. One particular driver has been talent. How can organizations find, attract, cultivate, and retain the top talent? One solution is to align their global mobility strategy with talent management goals. Organizations can enhance their employer brand, develop the workforce, retain top talent, and engage their employees by allowing them to have new professional experiences in a variety of geographic locations. The integration of these goals can make planning the global mobility program an attainable action item.
Return-on-investment metrics for relocation continue to be difficult to quantify—but real value is there.
By Russ Banham
In today’s high stakes talent recruitment environment, encouraging skilled people to pull up roots and relocate to a new geographic area is fraught with emotion. If the transferee’s experience is unpleasant, this may linger as a sign of the employer’s inferior treatment of employees, breeding disengagement and unproductiveness.
By Debbie Bolla, Executive Editor
Confidence. Competition. Potential. Doing what you love.
These are a few words and phrases that made a lasting impact after my deep-dive discussion with four HR industry leaders at the HRO Today Forum this May. The quartet that joined me on stage (pictured above):
• John Wilson, Founder and CEO of WilsonHCG
• Sue Marks, CEO of Cielo
• Paul Harty, President of Seven Step RPO
• Gene Zaino, President & CEO of MBO Partners
Employee confidence levels are seemingly up, said the foursome—and forward-thinking organizations need to get in the game and take advantage of that confidence
Re-Calculating the HR Equation
By Elliot H. Clark, CEO
We just held the 2014 HRO Today Forum in both North America and in Singapore. We are thrilled and gratified at the level of engagement of our audience and thankful for the opportunity to advance the practice of HR. We are also appreciative of the ongoing support of our sponsors, who are the most sophisticated HR services and technology companies in the world
The 2014 HRO Today Awards winners are innovating their way to strategic partnerships.
By Russ Banham
Over the past generation, the people heading up HR in many organizations have become key strategic partners to their respective CEOs, entrusted to lead diverse workforce initiatives to improve talent acquisition and retention, spur business growth, enhance sustainability practices and cultivate a workforce culture that differentiates the organization
The gathering of our annual Forum equaled great business outcomes.
By The Editors
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New Head of Sales and SVP join the workforce solutions provider.
Pontoon invests in its EMEA footprint and reach with several key appointments. The workforce solutions provider announced Tom Mason as Head of Sales for EMEA. He will have responsibility for Managed Service Provider (“MSP”) and Recruitment Process Outsourcing (“RPO”) sales throughout EMEA. In his role, Mason will direct European business efforts and administer the business development strategy for Pontoon, assuring that the workforce solutions provider maintains its leadership position through a focus on innovative technology, customer service and total talent management solutions for large and emerging companies within the region.HIs considerable industry experience includes more than 15 years in key leadership roles having previously served as Managing Director RPO EMEA for both Allegis Talent2 and Hudson Highland Group.
To further fortify its market leadership position, Adrian Cross will also join Pontoon. Cross will serve as the Senior Vice President of EMEA Operations and will be instrumental in leading operational development and delivery of MSP and RPO programs in EMEA. He has the distinction of successfully serving hyphen, an Adecco Group company, for over 13 years, and was the 4th employee hired by hyphen. Cross has performed a wide array of roles within hyphen, managing the operations and implementation functions prior to his appointment into the Chief Operating Officer role in 2011.
Executives are more open to the possibilities of domestic and international relocation, a new study finds.
By The Editors
As companies adjust operationally and strategically to the new global economy, professionals are expected to be geographically more flexible. The results of five years of the Global Professionals on the Move Report from Hydrogen Group shows that the percentage of people who are willing to work abroad has risen, more than doubling from 16 percent to 35 percent for this period and 40 percent of respondents working abroad state there are now no barriers to working abroad
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