15 November 2018 - Worldwide ERC · Employee resilience, and focus outside of work life. Financial...

Our thanks to today’s sponsor: Berry Appleman & Leiden LLP

© 2018 Worldwide ERC®

15th November 2018

Global Workforce Strategy: Monitor, engage and stay compliant in a perfect storm

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Kelli DuehningSenior CounselBerry Appleman & Leiden LLP

Headshot here, sized to placeholder.

Today’s Presenters

Larry DrummPartnerBerry Appleman & Leiden LLP


Emily KingPartner, ImmigrationDeloitte



George ChristofidesPartner, Global WorkforceDeloitte



Andy RobbPartner, Global WorkforceDeloitte



Our agenda for today

Part 1: The perfect storm?• Global Workforce

trends and insights• Challenges in the

legislative environment

Part 2: Strategies to gain a competitive advantage:• Central oversight and

governance• Humanizing the

employee experience• Digitalization

3. Signs of change:• Talent attraction• Regulatory change and

dispensations


The perfect storm?

Globalization

Agile and mobile

workforce

Tax, Social Security &

Payroll compliance

Immigration controls

War for talent

Cost pressures

Uncertain political

environment

Diverse & Multicultural

workforce

Polling question

How well equipped is your program to manage in the current complex global talent and compliance landscape?

1. Fully equipped2. We are getting there3. Somewhat4. Not at all


Rate of change

Time

Technology

Individuals

Businesses

Public policy and legislation

Rate

of c

hang

e


More move types and more move locations mean increased complexity

Movelocations

Developed to Developed Developed to Developing Global

Move types

Now and future

Flexpat

Mobility of the future

Remote working

Virtual roles

Contingent workers

2010s

Business traveler

Domestic relocation

International new hire2000s

International transfer

Rotator

Globalist

Commuter

1990s

Long term

Short term

G


Mobility continues to be seen as a key business and talent enabler with increasing scope

Unchanged from 2017

68% of organizations agree that “a mobile

Workforce is an enabler of business and talent

strategies.”

What is in scope for mobility programs?

Attract and retain top talent

Develop a global mind-set within the organization

Develop future leaders

Overseas (Expansion)

Project staffing

45%

37%

45%

25%

21%

20182

21%

18%

21%

14%

11%

20171


However, there are many barriers to mobility, and many organizations still have a long way to go

1 2017 Human Capital Trends Survey2 2018 Human Capital Trends Survey

What do Business and HR Leaders see as the barrier to mobility?

Employee willingness

to move

Lack of structured

internal talent management

program

Availability of the right

employees for international assignments

Legislative requirements

Cost of moving employees

internationally

36% 33% 30% 24%33%

2018

2

18% 16% 20% 18%19%

2017

1

5% ofparticipants believe they are ‘world-class’ in global deployments Up from 3% in 2017


Legislative barriers: Global themes and trends

Restrictive/ProtectionistRestrictive immigration agenda with rationale of protecting resident labour force e.g. in Trump’s US and in UK.

BrexitThis is not the focus of today’s session, but will have a profound effect on the global market for talent adjusts.

Refugees ImpactsVenezuela’s inflation crisis has destabilized region, as Mediterranean refugees challenge Europe.

LiberalizationCountries such as South Africa review welcome the investment and positive economic impact of migration. EU seeks harmonised approach.

Government processingVisa processing timelines and resource constraints.


US Perspective: Trump Administration Priorities

The “Wall”

Buy American, Hire American (BAHA)

Extreme Vetting

“Rigorously Enforce and Administer Immigration Law”


US Perspective: Trump Administration Policy Changes/Tools

Adjudication• Administrative slowdown

(mandatory interviews)• Increase paperwork

(Requests for Evidence)• Tighter eligibility standards

(scrutiny of wage levels)• Increased fees (higher cost

if third-party placement)

Enforcement • Government site visits of

employers• DOJ anti-discrimination

(MOUs between agencies)• Wage and Hour audits

(potential debarment penalties)

• Criminal investigations

Traditional Tools• Rescind H-4 spousal work

authorization regulation• Rescind/modify Optional

Practical Training regulation for foreign grads

• Release information about use of consulting companies

Strategies to gain a competitive advantage:

Theme #1 Central program oversight and governance


Creating global platforms with global oversight to respond with speed

Policy

Technology

Reporting

Program leadership

Vendors

Global or regional team (s)

Vendor Vendor Vendor

Limited / manual Reporting

Package

Program leadership

Tool

Package Package

Tool Tool Tool

Team

Ad hoc Consistent global platform

Enterpriseplatform

Enterprise platforms

Leadership

Policy

People

Technology

Reporting

Vendors

Previous Now Future

Theme #2 Humanizing the experience


Employee landscape

Source:1. 2018 Deloitte Future of Mobility Survey 2. 2017 Deloitte Global Human Capital Trends Report


US: Just one example of factors impacting the employee experience

Definition of Specialty Occupation Regulation says a degree in specialty occupation must be “common”

in industry or “normally” required by the employer or as an entry into profession

USCIS denying H-1B petitions on basis that degree is not alwaysrequired

Deference to Prior Decisions Long-standing policy was that the government decisions should not be

arbitrary and adjudicators should reach the same decision based on the same facts

USCIS rescinded the policy so that any adjudicators – at any time –can deny a request to extend status without explaining why the prior approval was incorrect.

50%of H-1B filings are deemed

not approvable by the government when filed

6 TIMESThe likelihood that an H-1B

petition will be denied under President Trump

The Trump administration has made headway in bureaucratically reducing the number of foreign

guest workers imported to the U.S. to take American jobs. – Stephen Miller, Breitbart

Interview, May 2018

Delivery structure of operations, technology and external vendors

WellbeingEmployee resilience, and focus outside of work life

Financial WelfareRewards, benefits and other support provided to the employee

EngagementCommunication, on-boarding integration and career progression

Engagement

Humanizing the experience

EXAMPLES: - Simplified, suite of communication tools, centred around the

employee including digital media-Access to self-service / knowledge for immigration for instance to

manage expectations in setting start/transfer dates

EXAMPLES: Integrated vendor eco-system

Theme #3 Digitalization


Mobility for the future

F R O M … T O …

Managing risk

Transactional

Relationship-based decisions

Reactive

One size fits all

Creating human value

Strategic

Insight-based decisions

Predictive

Personalized

Digital Platforms

Digital Accelerators

Human-Centric Design

Innovative technologies that

enhance “moments that matter”

Infrastructure solutions that integrate with

existing technology


Digital platform with digital accelerators

RPA

Digital Talent Sourcing

Digital Talent Sourcing

Analytics & Insights

Assess immigration requirements and processing times

Digital knowledge

content Digital assistant

Automation Collaboration Tools Reporting & data analytics

42% believe that AI will be widely

deployed in in the next 3-5 years

71% believe new communications

tools improve their personal productivity

70% are in the midst of major projects to analyze and

integrate data into decision making

• The opportunity to save time• Manage costs

• And free up time to be more strategic

• Offer an array of flexible mobility types• A connected ecosystem of stakeholders

• Personalized just-in time communications

• Company-wide insight to the global footprint• Monitor employees working overseas

• Identify foreign nationals• Containment of cost through foresightful insights

Signs of change?

Signs of change?


Legislative dispensations

Company / city based talent

attraction initiatives

Digitalization of applications

Adapting the workplace for future prosperity


Three options for policymakers, educators and businesses to consider. It Is likely that a combination of all three strategies will be required

Accelerate the implementation of existing and new technology to increase labour productivity and create better paying, better quality jobs for workers

Policymakers, educators and

businesses

Upskill and reskill workers to fill vacancies

Continue to retain and admit migrationin a controlled manner

Closing comments….where to start?


1Transform risk andcompliance management

Reevaluate how you managerisk through upstreamcompliance and central oversight

2Create an irresistible employeeexperience

Digitize for a personalizedexperience and focus on strategicconnections

3Establish data-driven reporting and insights into your program

Enhance quality of reporting and decision making to monitor and access data with speed

To navigate the perfect storm….

Moving from platforms to enterprise wide

Thank you for attending! Visit the Worldwide ERC® web site at www.worldwideERC.org, or contact

Worldwide ERC® for more information on these topics. +1.703.842.3400

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