Filtered Sessions

Filters: Track: Global HR

06/24/2019

Global, Complex and Focused on the Cause: HR and Business Challenges in International Nonprofits
06/24/2019 07:15 AM - 08:15 AM | LVCC N227-230
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Relationship Management | Intended Audience: Mid-Level
Presenter:
Howard Wallack, SHRM-SCP , Deputy chief human resources and administrative officer, global human resources , Jhpiego
Workplace Application:
Understand how a global nonprofit manages complex HR and business challenges, particularly in lower-resourced nations of Africa, Latin America and the Caribbean, and Southeast Asia. 

Being nonprofit is a tax status, not a business model. Mission-driven international nonprofit organizations working globally face a wide variety of intense HR and business challenges, including those listed below. Hear how a matrixed global nonprofit manages its operations with 3,900 employees working in 40 countries.

Learning Objectives:

  • Growth and contraction.
  • Multiple levels of compliance.
  • Stakeholder and funder relationships.
  • Worldwide security and duty of care.
  • Organizational culture.
  • Recruitment and talent management.
  • Learning and staff development.
How Talent Management Changes When You Go from Local to Global
06/24/2019 07:15 AM - 08:15 AM | LVCC N223-226
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Alonso Fernández Bombín, Talent Management director , Cosentino Group
Workplace Application:
Learn how to address international expansion from Cosentino’s approach to talent management. 

Cosentino has evolved and grown over the last three decades from a company with a local 40-employee business to operations in five continents. This session gives you the opportunity to hear from an award-winning organization (Cosentino was nominated as the Spain Brand Ambassador and awarded the best Spanish International Business Model) and hear how they tackled the challenge of expanding internationally. What HR processes are best run globally and which of them need to be taken care and/or adapted locally? What are the keys when hiring international HR outsourced services? How do you provide HR services to the business when you don´t have local HR professionals? What are the talent challenges as they relate to organic or inorganic business growth? When entering a new market, how to keep HR management costs down without losing quality? These, and other, questions will be answered to help you learn and be prepared to face an international expansion from a successful case study.

Learning Objectives:

  • Learn how to design and run HR processes in different countries with different business maturity levels.
  • Discover how to provide HR services to the business from a distance.
  • Strategies to create an international net of HR providers and when to sign global vs. local agreements.
  • Learn how you can ensure consistent processes and criteria throughout the different locations.
  • Understand how to adapt HR management costs to the different market possibilities.
Building Management Teams in International Businesses: The Need for Cross-Cultural Emotional Cohesion
06/24/2019 10:45 AM - 11:45 AM | LVCC N227-230
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Jonathan Smilansky, Professor , Tel Aviv University Business School
Workplace Application:
Better understand management team dynamics in global organizations and how to handle them effectively. 

Employing managers from different countries of origin in global organizations does not usually create problems, since most are used to functioning within similar management processes. In times of significant business pressure, however, managers feel elevated levels of stress, and their country of origin suddenly becomes a significant factor. Find out how to address the impact of business pressure on interpersonal dynamics within multicultural management teams, including suggestions for organizational development approaches to handle them effectively.

Learning Objectives:

  • Understand the complexity of cross-cultural management teams in global organizations.
  • Assess the level of personal stress that is associated with significant business challenges in global organizations, and its impact on the behavior of managers from different countries of origin.
  • Examine an organizational development approach for effectively handling cross-cultural dynamics in international management teams.
Trouble in the Suez: An Employer's Duty of Care to Employees Based Overseas
06/24/2019 10:45 AM - 11:45 AM | LVCC N223-226
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise | Intended Audience: Mid-Level
Presenter:
Kelly Dobbs Bunting, Shareholder, Greenberg Traurig, LLP
Workplace Application:
Understand the risks in sending an employee overseas or placing an employee in an overseas position, and the company's legal duty of care to that employee. 

An employer's duty of care to its employees in the U.S. and overseas goes beyond the usual health benefits and 401(k) plan. Even when U.S.-based employees travel overseas, the company has a heightened duty of care to ensure their safety, especially if they are being sent to areas of the world currently experiencing political unrest or instability. Identify and understand the basic obligations of the company and best practices for ensuring employee comfort and safety.

Learning Objectives:

  • The most common risks to U.S. employees living or traveling overseas.
  • How HR can minimize those risks.
  • How to respond in the event of a crisis.
HR as Global Change Agent: Managing Workplace English Across Multiple Cultures Simultaneously
06/24/2019 01:30 PM - 02:30 PM | LVCC N227-230
Track: Global HR

1.00 SHRM PDCs | Competencies: Communication, Global & Cultural Effectiveness, Leadership & Navigation
Presenter:
Lorelei Carobolante, President & CEO, G2nd Systems
Workplace Application:
Become aware of the issues, challenges and performance consequences caused by the use of English in the multicultural workplace, and learn how to address them. 

It is easy to presume that when we are all speaking the same language, communication happens naturally. Yet in today's multicultural workplace, many factors (such as cultural presumptions, accents, unconscious bias, perceived tone and speech delivery) can prevent messages from being received as intended when native and non-native English speakers interact. Both groups use English differently without realizing it; this leads to their sense that communication has occurred, but as George Bernard Shaw said, “The greatest problem in communication is the illusion that it has been accomplished.” This session is designed to raise awareness of these communication challenges and provide strategies to HR professionals so they may act as facilitators and change agents, ensuring effective, inclusive communication at all levels of the organization and across multiple cultures simultaneously.

Learning Objectives:

  • Understand how the use of English in the workplace can lead to misuse, misinterpretation and presumption of intended meanings.
  • Apply a model to strengthen and improve communication effectiveness and ameliorate communication gaps—internally/externally, at individual/team/organizational levels, and across multiple cultures.
  • Learn pragmatic ways to leverage workforce diversity through improved relationships and inclusiveness.
  • Accelerate team creativity by using a culturally-neutral facilitating approach to enable change and lead to improved results.
Bringing Consistency, Meaning and Governance to a Global Recognition Program
06/24/2019 03:00 PM - 04:00 PM | LVCC N227-230
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Sandra Garcia, Global Compensation Lead, Global Strategic Initiatives, General Motors
Presenter:
Natalie Baumgartner, Chief workforce scientist , Achievers
Workplace Application:
Find out how a globally dispersed organization can implement a cohesive recognition program that improves retention and performance and drives cultural change. 

Sixty different types of employee recognition programs were in play across General Motors’ workforce of 176,000 employees on six continents; new programs were being developed haphazardly, rendering them ineffective. Learn how the company partnered with Achievers to design and deliver a comprehensive, consolidated recognition program. The outcome was a consistent global experience that improved employee engagement and retention, positively influenced the work environment, and accelerated cultural change across regional offices.

Learning Objectives:

  • Create and manage a single, cohesive employee recognition program, localized for a global organization.
  • Integrate employee recognition programs into a culture driven by company values and strategy.
  • Gain insight into how technology adoption, combined with monetary and non-monetary elements, improves employee engagement and drives results.
  • Develop strategies, best practices and tips for empowering recognition across an organization, aligning company with employee values to drive desired behaviors and business outcomes.
  • Before implementing your recognition program, learn the three crucial required elements: creating a compelling business case, securing executive buy-in, and setting clear and measurable objectives.
HR's Already Gone Global: How to Use Social Media to Navigate Your Career
06/24/2019 03:00 PM - 04:00 PM | LVCC N223-226
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Renée Robson, Performance and capability manager APAC, Bloom hearing specialists
Workplace Application:
Get out of your comfort zone and learn how to use LinkedIn, Twitter, Facebook and other tools to help your career. 

HR has already become global. To make real connections with people within your own state or country and across international borders, gain a deeper understanding of social media. Connecting and learning from others will activate your professional development, help you design the career you want, and become a more effective business partner.

Learning Objectives:

  • Understand how to use social media to activate your own career path.
  • Evaluate the effectiveness of social media for navigating HR operations across different countries.
  • Which advice to take and which to ignore when you’re considering the use of social media in a global HR context.
HR Transformation Led by Employee Experience
06/24/2019 04:15 PM - 05:15 PM | LVCC N227-230
Track: Global HR

1.00 SHRM PDCs | Competencies: Business Acumen, Global & Cultural Effectiveness | Intended Audience: Senior-Level
Presenter:
Presenter:
Oliver Kamakura, Partner , Ernst & Young
Workplace Application:
Hear about cultural transformation and employee experience and the connection to a global Brazilian company.  

You will learn from a case study on a bottom-up HR Transformation project for a Brazilian company (multinational, +7K employees) that challenged its HR function to evolve from service providers to experience designers. This journey started with the redefinition of the organization’s reason for being (purpose) and the identification of the Employee Value Proposition (EVP). This was followed by the strong commitment of its leadership to investigate the “pain points” through massive data-driven analysis. This session will help you understand the impact in promoting a people-centric agenda as a lever to build a high-performance culture as well as how to engage your people in the transformation journey through agile and design thinking interventions. The combination of Art (people centricity), Science (data analytics) and Business (strategy-led project) generated a massive engagement across the company and resulted in the enhancement of employee experiences globally. The outcomes were high value for many different reasons, especially for the conscious intention of onboarding in the challenge of transforming the organization and empowering all employees to be protagonists along the journey.

Learning Objectives:     

  • Understand the power of employee experience to the transformation journey.
  • How HR should be a strategic player in leading transformation.
  • How executive support is a necessity in ensuring the transformation is a success.
  • Reinforce the importance of the human factor during transformation and change.
World Café: Global HR Trends
06/24/2019 04:15 PM - 05:15 PM | LVCC N223-226
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Alfredo Castro, President, MOT
Presenter:
Iñigo Sanchez-Cabezudo, Director, Global Markets, SHRM
Workplace Application:
Identify and discover the main global HR trends impacting the workplace. 

New demands are driving the need to "rewrite the rules" in the workplace. The rise of technology breakthroughs has only accelerated the progression. Using a unique word café approach, you are invited to explore the latest thinking and global HR trends that are driving innovation, disrupting current practices and improving organizational success. Artificial intelligence and augmented reality are just examples of innovations that will significantly disrupt our way of life both at work and at home. What is the role of HR professionals facing these trends? As the stewards of culture, HR can play an active role in shaping the organizations of the future and embrace the workplace impacts of technology. Now is the time to help shape the future and play a significant role for next 10 years.

Learning Objectives:     

  • Join a unique “world café” session, learning, identifying, sharing and listening how HR should position themselves to address the global trends.
  • How you can build bridges between knowledge gaps and the new technological workplace.
  • How you can speed up organizational transformation, while stimulating disruptive actions.
  • How you can help your leaders and organization adapt to technology and help your employees adapt to new models of work and careers.
  • Actively participate by sharing stories, patterns, themes on global HR trends.
Design and Develop Business-Centric KPIs in Performance Management: Singapore's Experience
06/24/2019 01:30 PM - 02:30 PM | LVCC N223-226
Track: Global HR

1.00 SHRM PDCs | Competencies: Business Acumen, Communication, HR Expertise | Intended Audience: Mid-Level
Presenter:
Henrich Tan, SHRM-SCP, Director , Academy of Competency Enhancement Pte Ltd
Presenter:
Martin Lee, SHRM-SCP, HR manager, Baker Hughes, a GE company/SHRI
Workplace Application:
Learn how to design and develop meaningful, evaluative key performance indicators (KPIs) that contribute to business goals and organizational needs. 

Companies often use such criteria as job knowledge, quality of output, and ability to meet deadlines in performance appraisals, but these subjective criteria cannot be measured. Worse, employees cannot see the connection of these criteria to organizational objectives. The experiences of companies in Singapore, however, demonstrate how KPIs can be connected to business goals. Further, KPIs can be developed using the S.M.A.R.T. (Specific, Measurable, Achievable, Relevant, Time-Oriented) principle, and employees' KPIs can be evaluated objectively during performance management.

Learning Objectives:

  • Connect KPIs business goals and organizational needs.
  • Develop KPIs using the S.M.A.R.T. principle.
  • Evaluate outcome-based KPIs in performance management.

06/25/2019

#ZigZagHR: Navigating the Global Future of Work
06/25/2019 07:15 AM - 08:15 AM | LVCC N223-226
Track: Global HR

1.00 SHRM PDCs | Competencies: Business Acumen, Global & Cultural Effectiveness | Intended Audience: Mid-Level
Presenter:
Lisbeth Claus, SHRM-SCP, Professor, global human resources, Atkinson Graduate School of Management of Willamette University
Workplace Application:
Learn how to make strategic decisions regarding which core global HR activities you will continue to do; which activities you should stop doing because they no longer add value; and which new innovative activities you need to introduce. 

The world of work and the working is changing at a rapid place due to of the 4th industrial revolution that is underway all over the world. As a result, the needs and expectations of today and tomorrow’s global workforce are changing as well. Companies, organizations, and global/local HR need to respond to these workers’ expectations and have a serious look in the mirror with regard to their current practices. The core message of this presentation is that the current traditional and familiar HR practices are no longer sufficient and must get an extra dimension to evolve to a more “progressive global HR.” HR must develop and bring in house a stack of competencies—often from other management disciplines—to augment HR. This session reviews the new world of work, the disruption of HR, the associated competencies that are part of the SHRM BoCK,TM and is illustrated with examples of progressive HR best practices in different parts of the world.

Learning Objectives:

  • Describe how HR is being disrupted globally because of changes in work and the worker.
  • Review and apply the four anchors of the #ZigZagHR model to day-to-day HR practice.
  • Identify SHRM BoCKTM required of progressive HR practitioners.
How TELUS International Became the Feel-Good Company – The Laws of Talent Retention and Attraction
06/25/2019 07:15 AM - 08:15 AM | LVCC N227-230
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise | Intended Audience: Mid-Level
Presenter:
Deborah Rosales, HR director, TELUS International
Workplace Application:
Learn how focusing efforts in creating a caring culture and how your team members support and create this culture, allows for high-impact results. 

TELUS International is a global company based in Canada with over 32,000 employees and 11 locations in delivery centers across North and Central America, Europe and Asia, serving clients in over 40 languages. The El Salvador location has 3000+ team members with one of the highest employee engagement scores and lowest turnover rates, globally. During this session we will share best practices that have allowed TELUS to be successful in creating a “different” type of company, which focuses on team members and in return obtains great results in productivity. Tools that you can use to develop your organizational culture, improve your team member engagement results, and retain your top talent will be shared.

Learning Objectives:

  • Caring culture: Explain how our caring culture actively influences the fulfillment of efficient results through a robust fair process, in which meeting the needs and opinions of our employees is our priority that has made us the best option as employer in the market.
  • Communication channels: Demonstrate how we transmit our values and philosophy through the new technologies and most used communication channels sending a customized message to cover all generation gaps.
  • Retention strategies: Share best practices on how we use critical thinking and innovative strategies to retain our talent in a constantly changing Industry. 
  • Engagement strategies: Share our strategy to generate engagement in our team members through different activities that allow them to feel they are the most important and essential part of our family.
Doing Business Globally with Multicultural Teams: Strategies to Manage Integration
06/25/2019 10:45 AM - 11:45 AM | LVCC N227-230
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Relationship Management | Intended Audience: Senior-Level
Presenter:
Sol Adriana Echeverría, Partner, Factor Humano
Workplace Application:
Use cultural intelligence to increase your organization's capabilities for designing and managing high-performance multicultural teams. 

With globalization, corporations are expanding to tap into new markets, profiting from higher efficiencies due to lower production costs, and diversifying their activities. As a result, they require new workforces in different countries. The richness of diversity in multicultural teams comes with the challenges of managing them. For these teams to succeed, it is important to understand the underlying cultural causes of possible conflict (which can include language barriers, cultural communication gaps, power relationships, decision-making styles and more). The presenter analyzes two business cases featuring companies that have successfully buildt effective, highly integrated multicultural workforces. Global organizations that create mutually supportive groups with a diversity of perspectives and backgrounds gain a perpetually self-renovating resource: human potential at its best.

Learning Objectives:

  • Develop your cultural awareness and acquire specific tools to measure and develop your teams’ cultural competencies.
  • Design effective multicultural teams and know how to assess their performance.
  • Understand and apply cultural intelligence methods to increase your organization's capabilities for attaining global business goals.
International Trade Secrets: A Strategic Overview
06/25/2019 10:45 AM - 11:45 AM | LVCC N223-226
Track: Global HR

1.00 SHRM PDCs | Competencies: Business Acumen, Critical Evaluation, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
William David Wright, Partner, Fisher & Phillips LLP
Workplace Application:
Advanced HR professionals with experience managing and enforcing trade secret protections can discover new strategies for protecting business interests at an international level. 

Design and implement a global strategy to address trade secret issues and understand the compelling need to protect key company information globally. Review and discuss such topics as the viability of “global” noncompete restrictions; nonsolicit requirements; alternatives to traditional employment-related agreements for protecting business interests (including “claw back” provisions, bonus restrictions, restricted equity and phantom equity); and related trends concerning a global workforce (including employment process, benefits, compensation, taxation, data privacy, severance and more). Specific examples from China, India, Brazil, the United Kingdom, Germany, Australia, Mexico and other jurisdictions are highlighted throughout the program.

Learning Objectives:

  • Recognize new alternatives for protecting business information and trade secrets.
  • Develop new strategies for enhancing the scope and ability to implement and manage an effective trade secrets protection program on a worldwide basis.
  • Recognize the legal, cultural and relationship challenges to the enforcement of agreements related to trade secrets.
  • Understand how the various and very different rules among jurisdictions can be managed with respect to business decisions.
  • Appreciate the legal and cultural limitations to restrictions on employment.
  • Hone the skills to inform and advise fellow senior leadership, and to influence the management of new hires and departures at the senior level to ensure the retention of critical business information.
Brexit and Other Mobility Issues in the United Kingdom and European Union
06/25/2019 02:00 PM - 03:00 PM | LVCC N227-230
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise | Intended Audience: Senior-Level
Presenter:
Julia Onslow-Cole, Partner, Fragomen
Workplace Application:
Hear about the impact the Brexit will have on individuals working in the UK and the EU. 

With Brexit and the complexities of Immigration policy in the European Union (EU), global HR professionals face significant workforce planning challenges. Restrictions on entry of EU professionals and recent changes to the UK’s Tier 2 system mean UK employers need to find new solutions to meet their workforce needs. The UK government has also issued a white paper outlining its roadmap for the future. At the same time, professionals from the UK face new challenges when looking for work within EU countries. The EU has also updated its posted worker directive, aimed at fair competition, which will impact how employers access talent.

Learning Objectives:

  • Understand the UK’s Tier 2 system, what options are available within the UK for accessing global talent and the impact Brexit has had on that process.
  • Understand how to register EU citizens in the UK and British citizens overseas.
  • Understand the UK’s white paper outlining its roadmap for the future.
  • Understand the timeline for Brexit, related trade talks and the “backstop” for Northern Ireland.
  • Understand the impact of Brexit on customs and entry for temporary employees and business travelers.
  • Understand how the Council of the European Union’s posted worker directive, aimed at fair competition, affects employers.
  • Best practices for assessing the impact of Brexit on your global workforce and keeping track of impacted professionals.
Managing a Global and Virtual Leadership Development Program
06/25/2019 02:00 PM - 03:00 PM | LVCC N223-226
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Relationship Management | Intended Audience: Mid-Level
Presenter:
Howard Wallack, SHRM-SCP , Deputy chief human resources and administrative officer, global human resources , Jhpiego
Workplace Application:
Discover the elements of a successful global leadership development initiative that strengthens employees' managerial and interpersonal skills. 

The Jhpiego Leadership Development Program focuses on 13 managerial and interpersonal competencies that effective global leaders need. Elements of the global cohort-based program include pairing mentors in a mix of supply-side assessments and training with demand-side learner self-directed activities. The initiative was launched to develop future leaders and enhance our worldwide talent management strategy in an organization with 3,900 employees in 40 countries, and it is based on a “low-dose/high-frequency” philosophy adapted from clinical training and capacity efforts, as well as a content curation model.

Learning Objectives:

  • The key elements of a content curation model for learning.
  • The do's and don'ts of launching a new global leadership development effort, and then maintaining an existing program.
  • Tips for keeping a program fresh for learners, mentors and program administrators.
10 Things Your HR Team Must Know Before Greenlighting Global Expansion
06/25/2019 03:30 PM - 04:30 PM | LVCC N227-230
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise, Leadership & Navigation | Intended Audience: Mid-Level
Presenter:
Debbie Millin, Chief operating officer, Globalization Partners

Our economy is global, which means growing companies are pushing to expand into new markets. Your sales, marketing and operations departments are ready, but is your HR team prepared to support new global growth? That includes navigating the legal and financial challenges that come with hiring and managing international employees. Do you know where the worst dangers and best opportunities lie? This session will walk you through ten of the biggest mistakes HR teams make when they go global, along with best practices and common obstacles to consider.

Learning Objectives:

  • Factors to consider when deciding your global expansion plans.
  • The steps for creating your workforce management plan.
  • Considerations in hiring your global team, including local labor laws, payroll and benefits.
  • Avoiding the trap of hiring independent contractors overseas.
  • Managing and exiting employees without breaking the law.
  • The challenges of creating equitable cross-border benefits.
Building Competencies Through Designations: A Global Trend or the Answer to Real-Time Career Management?
06/25/2019 03:30 PM - 04:30 PM | LVCC N223-226
Track: Global HR

1.00 SHRM PDCs | Competencies: Business Acumen, Consultation, Leadership & Navigation | Intended Audience: Senior-Level
Presenter:
Constantine Vasilios Kiritsis, SHRM-SCP, Founder and CEO, StudySmart
Workplace Application:
Explore the value of professional designations and related issues in the global competitive environment. 

There are numerous justifications for the worldwide shift, since the late 20th century, toward professional qualifications (PQs): the practical knowledge offered by these programs, their global character, the fact that they certify one’s competency and employability through continuing professional development, and the continuous renewal of their syllabi in response to the needs of organizations and professions, which must be practical, adapt quickly to change, and update constantly. In an era of academic inflation, the university degree does not necessarily provide differentiation. Do PQs differentiate professionals and provide a competitive advantage to the organizations that embrace them? It is important to have a way to guarantee competence, professionalism and employability. Associations seem to be taking the lead when it comes to employee requirements, advancement and mobility. This session looks at cases and examples from the U.S., Europe, the Middle East and Asia to evaluate the trend within the context of change, talent development and management.

Learning Objectives:

  • Discover the value of professional designations and how to best assess them for different career paths.
  • Apply policies within your organization to embed international designations as options for development and for raising employability levels.
  • Evaluate and discover trends and practices outside the U.S., useful for multinational firms operating abroad that seek a standardized approach to career management and development.
  • Examine such issues as hyper-specialization, continuing professional development, the corporate academy, employability and motivation.
  • Are you certified and up to date in your area of expertise? Does your organization have a policy in support of certification training?

06/26/2019

Effective Talent Management Strategies in Southeast Asia
06/26/2019 10:00 AM - 11:00 AM | LVCC N223-226
Track: Global HR

1.00 SHRM PDCs | Competencies: Consultation, Global & Cultural Effectiveness, HR Expertise | Intended Audience: Mid-Level
Presenter:
Martin Lee, SHRM-SCP, HR manager, Baker Hughes, a GE company/SHRI
Presenter:
Chien Ping (CP) Tham, SHRM-SCP, CPLP, Regional HRBP/senior associate consultant, Lazada Group/Singapore HR Institute
Presenter:
Henrich Tan, SHRM-SCP, Director , Academy of Competency Enhancement Pte Ltd
Workplace Application:
Help your organization adapt best practices in talent management in Southeast Asia. 

HR practitioners from multinational corporations that are currently operating in or planning to establish a presence in Southeast Asia will find this session most relevant. Gain insights into the emerging human capital trends in the region and learn why HR is so different there. The presenters will share case studies to demonstrate talent management practices that have been proven to be effective in the region, as well as practical HR tips useful for foreign companies new to Southeast Asia.

Learning Objectives:

  • Understand emerging HR trends in Southeast Asia.
  • Appreciate the human capital challenges facing organizations in the region.
  • Apply lessons learned to enhance the effectiveness of your talent management practices in this part of the world.
Managing Risk for Global Teams in the Era of Data Privacy
06/26/2019 10:00 AM - 11:00 AM | LVCC N227-230
Track: Global HR

1.00 SHRM PDCs | Competencies: Ethical Practice, Global & Cultural Effectiveness, Relationship Management | Intended Audience: Senior-Level
Presenter:
Nancy Cremins, Chief administrative officer/general counsel, Globalization Partners
Workplace Application:
Find out how to successfully navigate complex data privacy laws around the world. 

Your company is global; is your privacy policy? The European Union’s General Data Protection Regulation (GDPR) has mandated huge changes in how global teams approach privacy; is it enough or only the bare minimum? Is your organization prepared for regulatory requirements on privacy beyond the GDPR? This session is designed for anyone trying to grapple with new data privacy regulations. Get a comprehensive breakdown of global privacy laws, plus details on regulatory emerging requirements in countries beyond Europe, including Canada, Australia and China.

Learning Objectives:

  • How to track the changing global legal landscape as it pertains to employee data privacy.
  • Understand the ramifications of noncompliance with global labor laws.
  • Stay in bounds ethically, not just legally.
Global Generational Demographics: Using a Behavioral Model to Identify Cultural Differences
06/26/2019 11:30 AM - 12:30 PM | LVCC N258-260
Track: Global HR

| Competencies: Global & Cultural Effectiveness | Intended Audience: Senior-Level
Presenter:
Giselle Kovary, Managing partner, N-gen People Performance, Inc.
Workplace Application:
Apply a behavioral model to the identification of global generational mindsets and use data to pinpoint global trends while addressing unique cultural differences to enhance overall diversity and inclusion. 

Generational differences and expectations are often viewed only through a Western perspective. This session presents a behavioral model that has been used globally to identify generational mindsets and global trends (such as Millennials’ desire for flexibility) while ensuring that unique cultural differences (such as respect for authority) are not overlooked. This blend of cross-cultural awareness and global research provides macro generational trends that impact your human capital strategy and provides tools to enhance diversity and inclusion globally.

Learning Objectives:

  • Identify global generational trends that impact your human capital strategy.
  • Apply a behavioral model to pinpoint generational mindsets globally.
  • Detect unique cross-cultural differences within the same generation.
  • Apply tools to enhance generational diversity and inclusion.
  • Enhance global effectiveness through macro and micro data.
Managing Short Term Global Assignments
06/26/2019 11:30 AM - 12:30 PM | LVCC N223-226
Track: Global HR

1.00 SHRM PDCs | Competencies: Global & Cultural Effectiveness, HR Expertise | Intended Audience: Senior-Level
Presenter:
Paul Cotton, Senior partner, Eversheds Sutherland
Presenter:
Audrey Elliott, Partner, Eversheds Sutherland International LLP
Presenter:
Michael Hepburn, Partner, Eversheds Sutherland
Workplace Application:
Learn how to manage both global and domestic assignments, national and international transfers and hot immigration issues.  

With increasing globalization of businesses, the ability to ensure staff mobility for short term assignments is of paramount importance but is often at odds with the growing political trend of protection of the resident labor market. The panel will discuss the key requirements for short term global business travel including the permissible activities which do not require a working visa, tips on how to streamline the process and the preparatory steps including cultural awareness training.

Learning Objectives:

  • Understand the confines of business visitor routes and the permissible activities that do not require a working visa.
  • Understand the cultural challenges and the steps that can be taken to minimize the risks.
  • Identify the most appropriate structure for global short-term assignments and implement a process for streamlining the business visitor approvals process.
  • Identify tax issues that could arise as a result of global short-term assignments.
The Global Assignment: An Overview of the Components of a Successful and Compliant Expatriate Assignment
06/26/2019 11:30 AM - 12:30 PM | LVCC N227-230
Track: Global HR

1.00 SHRM PDCs | Competencies: Critical Evaluation, Global & Cultural Effectiveness, Relationship Management | Intended Audience: Senior-Level
Presenter:
William David Wright, Partner, Fisher & Phillips LLP
Workplace Application:
Learn to implement the major best practices principles applicable to a globally mobile workforce. 

This is a comprehensive overview of the various components necessary to achieve a compliant and successful expatriate assignment. The session addresses special issues related to U.S.-based employers sending employees abroad ,and/or accepting inbound employees from abroad, for assignments of one year or more. Topics covered include social security and tax equalization, housing and relocation, employee benefits and compensation, contractual obligations, application of local laws, and overall best practices for handling globally mobile employees—all presented with practical examples.

Learning Objectives:

  • Understand the essential components for successful management of globally mobile employees.
  • Have a basic foundation in best practices for managing and implementing expatriate assignment agreements.
  • Understand the key issues related to tax equalization and social security agreements in connection with expatriate assignments.
  • Understand employer obligations with respect to the health and safety of internationally assigned employees.