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*Note: this presentation cannot be copied or shared without prior permission of the author. For questions about this presentation contact [email protected]
• Business review against objectives and corrective actions as needed
• Year-End Business performance review Focus On Results
• Short-term Business plan/ business objectives/targets
•Corporate vision
•Mission
•Long-term plan review
On
-go
ing
Co
mm
un
icat
ion
, Tea
mw
ork
, Mo
bili
ty
(G
lob
al, R
egio
nal
, Lo
cal)
G
lob
al Mergers &
Acq
uisitio
ns, Tech
no
logy A
dap
tation
, Info
rmatio
n
Man
agemen
t, Regu
latory C
han
ges Employees Customers Global Community Innovation Environment
Voice of employees, customers, suppliers
around the globe
• Year-end audits,
assessments • •Quarterly progress check •Focus on results
• Global Talent Strategy and HR Plan development •Quarterly progress check
•Global employee development •Quarterly progress check •Continuous learning
• Global talent objective setting process •Quarterly progress check
*Note: this presentation cannot be copied or shared without prior permission of the author. For questions about this presentation contact [email protected]
Global & local communities
Social Media communities
Supply & Demand (Skilled Talent)
Cost Pressures
Automation, Innovation, mergers & acquisitions, continuous learning
Change is everywhere
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These critical skills align with the natural strengths of globally mobile international
professionals
Strengths Weaknesses Global experience Sometimes English language skills
Often advance credentials Sometimes understanding of culture
Can bring different point of view
Opportunities Threats Opportunities to learn language and culture Not being able to assimilate
Not being accepted
*Note: there may also be immigration and visa considerations
Do you know your strengths? Mentorship and continuing education can assist during transition
Not every job is a match for everyone…
Successful Hire Unsuccessful Hire
Extensive pre-hire work on job
description, expectations, etc.
Internal misalignment on duties and success
factors
Single boss, clarity of expectations Multiple bosses, unclear direction
Specific internal mentors and go to people
identified for each key area
No clear mentorship
Assessed during interviews and measured
after hire on the same skill set
Assessed for one skill set during the interviews,
measured on another
Successful Hire Unsuccessful Hire
Invested in proper orientation and on-
boarding
Declared great hire before started
Extensive Mentorship and follow up during
initial period
Introduced as high potential before displaying any
work
360 feedback process in place Feedback discussed behind closed doors and not
provided to employee
Training in place to improve on specific
competencies
Disciplinary actions in place if does not
demonstrate success
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Technical Skills
Competencies are still important
Consistent Self-Education and Growth
Good support circle (mentors, colleagues, etc.)
Keys
to
Su
cces
s
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We are so different…
PAST FUTURE
We work together and embrace our
differences because they
make us better!
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H-1B
O-1
H-3
E
L-1
TN
F-1 J-1
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Employer Employee
Bersin by Deloitte Supporting the Success of Skilled Immigrants:
The-Bold-New-World-of-Talent--Predictions-for-2016 Millennial Survey - Winning over the next generation of leaders
WES-Integrate-Skilled-Immigrants-Into-Workforce
Society for Human Resources Management Online & Continuing Education
Louisville SHRM: Bridging The Talent Gap Survey http://www.skillsoft.com/
SHRM.org/hrdisciplines/global/articles/ http://www.newhorizons.com/
http://pages.sullivan.edu/dalecarnegie/certificates/ http://www.wgu.edu/
Association for Talent Development
https://www.td.org/
2015/Global-Trends-in-Talent-Development
Worldatwork
Mercer Reports: https://www.worldatwork.org/home/html/home.jsp
Mercer: Workforce & Careers - Talent Mobility Mercer Global Talent HR Trends Infographic
Employer Employee
Immigration Resources: Understanding your Strengths:
http://immigration.dinsmore.com/resources Strengthsfinder_2.0
Standout-2.0
USCIS - Hiring International students + STEM Extension
USCIS-Hiring-STEM-students Local Connections & Leadership Opportunities
USCIS-International_Students-Optional-Practical-Training Greater_Louisville_International_Professionals
New2Lou
For a Deeper Dive Leadership_Louisville
http://ilw.com/ NSHMBA/Prospanica Louisville
https://www.uscis.gov/ Insider 502
Kentuckiana-Dale-Carnegie
Hiring Refugees (no sponsorship required!) Regional Colleges & Universities
KY Refugee Ministries Antigona Mehani
In 2013, the Louisville/Jefferson County Metropolitan Area was comprised of seven counties in Kentucky (Bullitt, Henry, Jefferson,
Oldham, Shelby, Spencer, and Trimble) and five counties in
southern Indiana (Clark, Floyd, Harrison, Scott, and Washington).
Stand-out characteristics: • Skew Towards Young
• Younger than US-born Louisvillians
• Younger than US-wide immigrant population
• Less Citizenship Less likely to be citizens vs. national average
• Better English Skills! Nearly ¾ of foreign-born speak English “Well” or “Very Well” vs. 49.2% nationwide
Chart provided by Greater Louisville Project
Source: Deloitte Millennial Survey
Source: Deloitte Millennial Survey
Source: Mercer Global Talent Trends
Source: Mercer Global Talent Trends
Source: Mercer Global Talent Trends
Diversity, Inclusion and Performance