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.
P’Oplympic Games: How to inject fun and engagement when implementing an HR system
Implementing a new HR system? 'Well that has to be boring and tedious!' I hear you say. So let me show you how Schibsted – a tech company (obviously!) was able to make it fun by using game elements to launch their new HR system and engaged even the most cynical participants.
In this session, you will see examples of how we transformed an HR initiative into engaging gamified activities. Through this approach, we leveraged the power of our audience and empowered self-learning en masse whilst enjoying lots of fun and generating plenty of friendly banter!
As a result, we achieved three key objectives of (1) ensuring data integrity by engaging employee in the process, (2) training 85.4% of our employees on how to use the new HR system within the first week of launch and (3) simultaneously building great relationships between our geographically distributed teams.
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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.