Tag Archives: Relocation

Gaining Through Global Mobility

relostoryimageTalent retention, a skilled workforce, and engaged employees are just a few benefits of international relocation programs. 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.

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Tricky Business

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. These risks explain why many organizations, particularly those without the resources to staff an internal relocation team of experts, often turn to third-party service providers to handle the complex moves. But is there financial value in outsourcing relocation services versus doing it in-house? Is there a quantifiable return on the investment? And are there specific metrics allowing the comparison of one provider’s service to another? These questions illuminate a problem that both buyers and providers of mobility services solutions routinely confront—the difficulty boiling down the value of outsourcing relocation to useful metrics.

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Editor’s Note: Point Taken

Point Taken
Editor’s Note
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. To Wilson, competition between organizations is a signifier of an improved economy. Companies should consider how willing they are to get and keep the talent they want.

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CEO’s Letter: Re-Calculating the HR Equation

CEO’s Letter
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. Don’t miss the industry’s only global HR Forum in Edinburgh, Scotland, Nov. 11-13.
 
The theme for all of the HRO Today Forums is the HR Value Equation. Expressed in this form: Great HR + Great Workforce = Great Business Outcomes
 
It is an intuitive expression. If you have a great workforce this is due to better workforce policies. Your great workforce will produce better products, give better services, and achieve better business outcomes.

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Guiding HR’s Transformation

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.
 
These CHROs are transforming HR in an era where vital skill sets are increasingly difficult to come by and hold, when global outsourcing decisions have never been more complex and challenging, and when the economic environment has demanded greater cost-effectiveness, particularly with respect to finding a balance between retained labor and outsourcing. Workforce innovation is now a strategic imperative at many enterprises, and it is the CHRO who is in charge of achieving and nurturing it.

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Great HR + Great Workforce

The gathering of our annual Forum equaled great business outcomes.
 
By The Editors
 
Click here for photo spread.

Pontoon Strengthens EMEA Leadership Team

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.

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Ready and Willing

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.
 
 
This year’s report identifies that the genre of professionals attracted to work overseas has broadened. Only 17 percent of people in 2014 working abroad held a professional qualification over and above a first-degree level compared to 30 percent in 2010.

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Tech Division – 6/3

Joberate spins off social media recruitment technology into new company Candarine. Looking to focus exclusively on its mission to help society better understand job-seeking behaviors of the global workforce, Joberate has separated from its social media recruitment technology. The product development paths of the two technology platforms are not naturally aligned, and the aggregate capital requirements to fund both technology platforms simultaneously are onerous. Therefore, Joberate leadership completed a management buyout of existing Joberate shareholders in order to spin off the legacy social media recruitment technology business into a new company called Candarine. Candarine was created for recruiters by recruiters. The company has built a social media recruitment technology and services platform with a clear mission, to help companies across the world to attract the best talent. Candarine’s technology and services offerings became an award-winning combination of integrated marketing and sales tools designed purely for recruitment.

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CEO’s Letter: Announcement from SharedXpertise

CEO's Letter: Announcement from SharedXpertise

I would like to take moment to announce the departure of Faye Holland, our Managing Director for the EMEA and APAC regions and the Global Executive Director of the HRO Today Services and Technology Association (formerly HROA). Faye has been with SharedXpertise for more than five years and made a great contribution to our organization and to the larger HR community through her dedication and commitment. Her desire to achieve some other goals in her personal and professional career is understandable and we wish her best of luck in her future endeavors. She will be leaving on July 1 and will, in the interim, transition her association responsibilities to Zachary Misko, the new Global Executive Director of the Association and Vice President here at SharedXpertise.
 
Zachary Misko is well known to this community and the readers of this magazine.

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