The CPO program is designed for security officers and students who wish to learn more about security/asset protection. It is for the career-oriented individual. Also to get certified with leading security certification association IFPO.
The 10 main things to watch in the new face of HR
The world of HR & recruitment is becoming a borderless, technology savvy, open-talent and value focused, emerging, lively, multicultural and multi-generational organism. Inside it, there are many “cells” that are trying to hold together what they have and to build more: companies, recruitment agencies, managers, generalists, specialists, consultants and the list goes on and on.
So, what are the 10 main things that they are keeping an eye on?
1. The role of the HR professional is changing – Mobile applications, the Internet and websites (vendors like LinkedIn, Facebook or Twitter) are helping. A company website is also a helpful tool. Recruiters are moving from analytical to behavioral thinking. Questions like: Give an example of a time you had to respond to an unhappy customer or How would you handle a conflict at work during an interview, etc. are “trending” now.
2. Generations are changing – First, Generation X, then Y or Millennials, now Z. People from Generation Z were been born between 1995 and 2010. Proactivity and socializing come as standard for them. The transition from hierarchy to network, having fun doing serious business and purpose before practical use are their operational manual. They are not afraid to experiment, and this also applies to looking for jobs and taking on tasks.
3. War for talent – Competition in the market has increased for companies as well as for applicants. Falling within the criteria can be demanding. To keep pace with the market, companies are using headhunters, referrals and apps. It is hard to retain the best talent and manage turnover.
4. Virtual workplace and outsourced positions – Atypical contracts play a huge role too. Freelancing, hubs, co–working, working from home and meeting kindred people at “unconferences” are the life/workstyle of many careers. Outsourcing is a chapter on its own. But when in Rome, do as the Romans do. Think global; act local. Negotiating terms that are enriching for both sides should be the norm. Some countries have already emerged as global hubs like India, for example. Estonia, Turkey, China and more will follow.
5. Healthy workplace – There is a strong connection between the health and well-being of people and their work environments. Keeping the work-life balance is crucial. Stress, mental health, bullying, burnout syndrome, spiritual development and equity are terms that are becoming common expressions for people at productive age working in open-space offices or cubicles.
6. Diverse workforce – This can probably be best seen in America, a melting pot of cultures and people. Diversity is crucial for fostering innovation and a positive company culture. According to the Society for Human Resource Management, it also improves ROI and customer base diversity.
7. Technology – The right use of technology helps HR pros to manage the workforce in a mobile and global way, 24/7. The use of social networks, intranets and IT tools help not only to recruit but also to build a strong brand, competitive advantage, integrated and interactive content.
8. Talent management, learning & development – Technology is essential for the new generation. Learning content is delivered online (courses, webinars, e–learning tools, gamification, certifications, exams). But social and collaborative learning is crucial too. In-house trainings, meetings, lectures, etc. are still pretty much “alive” in companies. To build and to sustain not only the monetary capital but also human capital is the key.
9. Corporate culture – It is a must-have. As mentioned before, for Millennials, working for a company that has a positive image is becoming more important than working for a company with the biggest market share.
10. Impact of compliance and employee rights – It is all about people. And people treasure honesty and fair play the most. Customers as well as employees are starting to favor small businesses, companies with open-door policies, integrity and sympathetic leaders. If you play your game right, employees will become leaders at all levels and also brand ambassadors. Your “alumni” employees are a base for accessing new talent. Treasure them. In the words of Jim Collins, author of the book Good to Great: Why Some Companies Make the Leap... and Others Don't: “Great vision without great people is irrelevant.”
Interested in this topic?
Certified Mini‐MBA Strategic Operations Business Executive (SOBE)
The Mini-MBA Strategic Operations Business Executive (SOBE) is equivalent to an MBA level course taught at American Universities and modified to provide participants with the most up-to-date tools. Successful completion of the course makes you a Certified Strategic Operations Business Executive.
Strategic Organizational Design and Development
In this three day course you will learn how organisation design and development can be developed in a way that helps to drive the success of your HR strategy, your people and the organisation.
Certified Advanced Senior Project Manager (ASPM)
This 5-day training course will help you manage each stage of the project life cycle, work within organizational and cost constraints, set goals tied directly to stakeholder needs and get the most from your project management team.
To be, or not to be, local-plus
A successful compensation strategy involves keeping expatriates motivated while maintaining a competitive advantage by achieving a company’s corporate goals and budgets. While in theory this seems achievable, in practice there are many challenges with expatriate compensation that cause problems for companies. Many are in a battle to win external talent, and to retain internal talent. At the same time, cost pressures to reduce the expense of international assignments is increasing. The balance-sheet approach is expensive relative to the fact that a very small proportion of a company’s overall total employee workforce (e.g., perhaps 5 percent of employees in total) may be incurring 60 or 70 percent of total salary costs. Not surprisingly, for many years this was a major reason why expatriates agreed to go. There is also the tax equalization expense when assignees relocate from low tax to high tax countries.
Global mobility – a competitive advantage for international business
Despite the stop/start nature of the global economic recovery, one thing that is perennially on the agenda of CEOs and HR leaders is the war for talent. McKinsey in their latest Quarterly Review (1) suggest that ‘progress towards globalisation’s new era will be uneven for economies and companies alike’. Knowledge in the new intangible assets world will certainly mean power. In the digital global age there will inevitably be a demand for new breeds of talent – emanating from both emerged and emerging countries.
All change? Global mobility’s role towards 2020
In this White Paper Santa Fe assess the on-going debate about the role of global mobility within organisations; should they aim to be more strategic, and if so how should they go about doing so? We draw from both the RES Forum Annual Report 2015 and Santa Fe Global Mobility Survey 2014 and 2015 and in addition, other industry research and sources as well as academic research.