Hosted by the WFPMA World Congress 2018
This informative session is highly recommended for new and returning international attendees to network and learn how to get the most out of SHRM18.
True virtual collaboration is critical for attracting and engaging remote global talent which is estimated to reach 1.3 billion people worldwide. Successful gig work and global projects require more than simply accepting remote arrangements. Building a team-centered collaborative culture is paramount to engaging your virtual employees. But, how do you engage remote participants? What strategies bridge time zones, languages, cultures and technology to maximize belongingness? During this session you will learn best practices and be able to share your experiences. This session will helpyou:
- Understand the complexities of global virtual teams and what is at stake for attracting and retaining talent, including potential rewards and pitfalls.
- Learn from current research and share best practices that leverage the powerful influences of collaboration, virtual technologies and cultures.
- Identify the best strategies to consider for your unique global virtual team goals.
It is important to embrace the opportunity to understand HR practices and current developments in other countries. HR management processes in Canada are constantly evolving and learning from what is happening within this environment provides the opportunity to strategically and proactively enhance your company's HR practices. Deeper comprehension of what is occurring in the Canadian landscape will help HR professionals to be aware of, and plan for, key HR issues that are likely to impact their own organizations. This session will share key issues and processes that are prevalent across Human Resource Management in Canada. Through the illumination of these concepts, lessons can be learned to enhance the practice of HR in other locations. This session will provide:
- A deeper understanding of evolving HR legislation in Canada and difficulties being encountered to adjust to these amendments.
- Critical examination of amendments to performance management processes in Canada.
- An overview of changes to recruitment and selections practices within Canadian organizations.
- An examination of prevalent change management practices that lead to successful outcomes in a variety of Canadian industries.
Employer duty of care (DOC) has evolved tremendously and the global mobility community has taken note. Yet, many companies still don't have adequate DoC planning protocols and teams in place and often neglect to create a culture of DoC and loyalty in their worldwide operations. Don't wait for an incident impacting the health, safety and security of your traveling employees to happen and find out that you've breached your legal DoC. Employees are also becoming more aware of an employer's DoC obligation and expect you to assess and mitigate these health, safety and security travel risks. And, if you don't, they are likely to sue you for breach of DoC. This session will help you:
- Identify the components of a strategic and operational plan DoC.
- List the most common mistakes employers make when it comes to duty of care.
- Customize your DoC plan to your organization's travel patterns and appetite for risk.
- Identify leading DoC practices.
- Create a culture of DoC and loyalty among your employees and understand the sustainable benefits it provides.
HR and Learning & Development (L&D) departments have traditionally devoted most of their time and effort to build workforce performance by creating and delivering structured learning interventions. Yet we know that more learning occurs as part of the daily flow of work than in the classroom or through an eLearning course. Organizations around the world are finding that the 70:20:10 methodology provides a unique opportunity to increase the value you offer and expand your influence through solutions that combine formal, social, and informal interventions; to make the shift from structured learning interventions (the “10”) to performance-based interventions (the “70”), and workplace collaboration (the “20”). In this session, you will experience what it is like to execute the different critical roles and tasks needed to apply the 70:20:10 methodology with business impact. Learn about how the 70:20:10 Methodology can add real value to your organization and HR/L&D working practices. During this session, you will:
- Hear how the 70:20:10 methodology is being used in organizations across the world.
- Learn how to apply a job aid to design a 70:20:10 solution with performance support in your own organization to achieve business impact.
- Gather tips and tricks that will help you execute the critical tasks in the 70:20:10 methodology yourself so you can play the role of a performance detective, an architect, a master builder, a game changer and a tracker.
Succession planning is ranked among the most critical issue faced by family-controlled conglomerates in South-East Asia. These organizations are not only the major engine of growth and a key barometer of Asian economy, but many of them have expanded their businesses globally. However, according to Family Business Institute, only 30% of family-owned or family-controlled businesses will last into second generation and 12% remain viable into third generation. Asia is the most culturally diverse region, and each of the country in Asia is at different socio-economic development stage. These factors have significant impacts on leadership succession planning in Asian businesses. This session will help you understand:
- The cultural impact on succession planning in Asian family-controlled businesses.
- The common roadblocks surrounding succession planning in Asia.
- An effective strategy in design and implementation of succession planning.
Storyfication has been identified as one of the development trends for next 10 years and stands for the application, in a strategic way, of storytelling principles in the workplace. This is a must for all leaders to engage employees and create a development environment that will increase tangible and intangible impacts. This session will show you how to apply corporate storytelling to talent development and improve competencies while creating an engaged environment. You will discover how to continually update your development programs to create a strategic and robust talent development plan. As an added benefit, you have the oppounrtity to hear about a case study with SODEXO on how you can engage your employeees through storyfication, mentoring, coaching and other HR processes. This session will help you:
- Learn practical techniques that will influence your corporate environment, engage your teams as well as your new talent.
- Learn how to apply corporate storytelling to build bridges across different cultures and people in global environments.
- Understand how storyfication can be implemented daily.
This session is most relevant for HR practitioners based in North America or Europe as well as those who work closely with HR colleagues based in South-East Asia. This session will highlighted the ongoing HR challenges in this very diverse region. You will learn why certain HR practices, while common and effective in your region, would need to be tweaked, or totally changed in this region, and could even differ between countries in the region. You will also hear about the survey results from HR practitioners about what they enjoy as well as what they find challenging when working with counterparts in your regions. This session will help you:
- Understand and appreciate the diversity of the South-East Asia region.
- Identify the key differences in the HR maturity level in each of the country in this region.
- Appreciate the challenges that HR faces in this region.
- Apply the learning gained in this session to increase the effectiveness of working with HR colleagues in this region.
Multinational employers are increasingly leveraging sophisticated, cloud-based solutions to manage their global workforce. HRIS databases provide great benefits, but also raise complex legal challenges. More than 70 countries now regulate the processing of employees' personal data, including restrictions on cross-border data transfer. And in May of 2018, Europe's landmark new data protection framework will take effect. This session will provide practical recommendations for implementing HRIS solutions in compliance with global data protection laws. This session will give you:
· An understanding of the evolving and complex global legal framework governing HR data management.
· Compliance guidance on the new European Union General Data Protection Regulation.
· Practical strategies for achieving your global HR management goals while complying with data
protection laws that vary across jurisdictions.
The goal of a Talent and Leadership department is helping people managers perform at their best by focusing on the development of crucial behaviors (leadership model) defined by your company. But defining a leadership model is challenging and it is not enough to transform the company and be success. It is critical that HR be included not just to gather the inner leadership team, but to reach out to regions, countries and talent in other markets to ensure that the transformation that companies embark on will be shared by all employees. By becoming a strategic partner, HR can help the company transformation and demonstrate how success is measured over time based on data and results. This session will help you:
- Identify the most critical attributes and understand how culture and leadership can be created to foster collaboration, speed, transformation, and engagement to have a big impact.
- Gather tips and tricks to deploy a transformation plan in an international environment with multiple cultures.
- How align HR practices with your business challenges.
- Demonstrate how to be seen as a strategic partner in your company’s transformation.
Does your knowledge of employment laws and cultural best practices expand beyond U.S. borders? Every individual country, city and municipality outside the U.S. has a unique set of laws, and the complexities of managing professionals globally are impossible to master. But navigating the labyrinth of cross-border regulations is vital to avoid crippling legal and financial penalties. This session will provide a roadmap to master effective HR management strategies in the age of global expansion. This session will help you:
- Understand the key questions to consider when onboarding new employees and managing an internationally-based workforce
- Understand the commonly-encountered international HR issues, such as equalizing benefits and variable compensation structures across global teams and deciding whether to establish a global benefits plan.
- Get direction on how to protect your company and minimize risk when managing a worst-case scenario (such as an employee termination) in a foreign country.
- Apply common solutions on how you can reduce reliance on multiple vendors and get assistance with navigating the complex world of global HR.
In 2015, Whirlpool Brazil had the challenge of accelerating the development of managers and employees mapped in their talent pool. After the success of the pilot program, which accelerated the readiness of 41% of the participants and supported the evolution of 75% of the leaders in their internal evaluation, the need to transform this action into a global program capable of developing and preparing any leader in the organization was clear. Thus, the Global Program was launched, so far training more than 200 leaders from more than 15 different countries. This session will share the key learnings and challenges by highlighting the necessary adaptations in conducting a multicultural program that targets diverse leader profiles, so that you can also implement programs capable of effectively developing any leader of any nationality or organization. During this session, you will:
- Learn about the main methodologies, references and tools used in this global project, which will help you build effective and impactful development actions that are as great as those of other top leadership development centers around the world.
- Explore the challenges faced and the solutions created to make a successful global program possible, which includes reaching out to and involving different audiences, ages, genders, nationalities and experiences and generating sustainable behavioral changes that impact your business.
- Experience Whirlpool’s unique methodology in practice, preparing you to create leadership programs that consider diversity and are appropriate to a VUCA world that is fully interdependent and connected.
The social and political climate today is in dire need of honest conversations about diversity, inclusion, and belonging. These conversations can be difficult, yet they encapsulate everything that is leadership— trust, authenticity, calculated risk, honesty, and even foresight. So, how can you begin the conversations that will continue to advance staff, and the overall organization, in their cultural competency and leadership skills? This session will help you:
- Understand the variety of cultures (not just race) that include, but are not limited to sex, gender identity, gender expression, sexual orientation, age, military status, and socioeconomic status.
- Apply training, coaching, and management tools to ask questions respectfully (to learn more), enter situations humbly (to be open), accept feedback (to have constant growth), and give feedback (to help others grow & learn, this includes the expression of hurt/offense in a respectful way), and begin the sometimes difficult conversations in your various places of work or study.
- Evaluate your perceptions (self-awareness) of your privileges and challenges, as well as the covert messages presenting in training, management, or company practices.
- Create an initial training in your organization to begin the leadership and cultural competency conversation.
Understanding evolving laws and trends in ensuring compliance with international and U.S. laws governing your Company's international presence, and strategic proactive measures to attain optimal performance management on an international level are pertinent. This session will provide a comprehensive overview of the differences between other jurisdictions outside of the U.S. and the various compliance obligations with respect to performance management in the U.S. and will highlight the unique requirements in maintaining a proper performance management program. Understanding compliance obligations, necessary procedures, disciplinary processes, and common mistakes made when managing performance. Specific and detailed performance management procedures are absolutely necessary for compliance. This session will help you:
- Understand evolving international laws.
- Establish strategic global operations tailored to business needs related to performance management, ensuring compliance with both U.S. and foreign laws.
- Implement and maintain proactive measures to attain optimal global performance from the workforce.
- Understand the special procedural requirements related to performance management and discipline outside of the U.S.
HR can only survive in the future if it can prove its value to senior leaders. You may have a seat at the table, but not for long. Its credibility, leadership and proven results support the proposition that HR adds real value on a global level, but can you prove it? This session will help you:
· Understand the business case for ROI in Global HR and training projects.
· Understand the key steps in the HR ROI process.
· Calculate ROI for all HR and training projects using the fully loaded cost model.
· Link HR value priorities to a Global HR scorecard that drives business results and positions HR
as a credible business partner, leader and generator of value.
As HR professionals, we face many challenges when operating across borders: different laws, different cultures, and different languages, to name a few. How to manage these differences is the essence of International HR. In this session, we'll discuss common scenarios in global employment and mobility that lead to traps for the unwary and often turn into cautionary tales for the practitioner, as well as recent developments and changes in the law in key jurisdictions. This session will help you:
- Enhance your ability to manage a global workforce and understand different employment considerations in different jurisdictions.
- Mitigate your risk and enhance compliance by anticipating issues before they become big problems.
- Apply best practices to actual global employment situations.
The decades old trend toward further globalization seems to be in retreat. What is the impact on the practice of global HR? Is international experience more or less relevant than in the past? How can HR practitioners with international responsibilities adapt to the ever changing attitudes toward diversity in an international context. This session will cover:
- How reverse globalization is impacting the practice of HR - everywhere.
- What is the impact on the competency of Global & Cultural Effectiveness.
- How can advocates for cultural intelligence/wisdom better position the business case for a global mindset.
The Fourth Industrial Revolution is ground zero for one of the most important challenges our generation must address. On one hand, it opens the possibility of boosting organization results by leveraging exponential technologies in the workplace – e.g. artificial intelligence, robotics, analytics, biotech, but on the flip side it may negatively impact the concern about unemployment rates across nations. Among the top initiatives we envision for HR include fostering global mobility and using technology as a lever to transform the workforce. This session will help you:
- Lead your organization to desired results by understanding how to appropriately plan by leveraging the stakeholders within your organization.
- Understand that, as business leaders, you must be sensitive to the need of preparing your workforce to digital transformation.
- Show your employees how to produce value through different and collaborative ways.
- Understand your role and its potential impact during the transformation era.
Global companies know differing regulations will dictate background checks in foreign countries. You may not realize that candidates' perceptions of background checks are just as important as not every county is as “background-check friendly” as the U.S. This session will provide an overview of how background checks are viewed in other countries and what you can do to mitigate concerns of wary candidates, so background checks don't turn into a hurdle to hiring qualified candidates. This session will review:
- How candidates in foreign countries may view background checks.
- How this view could affect your process.
- How to communicate with those candidates more effectively.
- What your on-the-ground HR departments need to know.
This session is designed for U.S.-based HR professionals with a strong understanding of U.S. data privacy rules and who have general responsibility for management of issues related to the global workforce. We will discuss how to manage the significant requirements imposed abroad against the broad and frequently varied rules here in the U.S. A primary objective will be to highlight the HR-related issues associated with employee privacy against your interests, as well as the protection of company trade secrets and confidential information. This session will provide an overview of:
- The compliance obligations in many jurisdictions, including the EU, Canada, Mexico, Brazil as well as other nations.
- Common U.S. practices that can create compliance issues in many other jurisdictions, providing practical information to reduce risk.