Tag Archives: Global HR

Davos and HR Data

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You’ve heard of “Davos,” the annual meeting of the global movers and shakers of business, held in Davos, Switzerland. But you might not be aware that the convener of that event, The World Economic Forum, is committed to “improving the state of the world and is the International Organization for Public-Private Cooperation.” “Davos” gets lots of press, but the ongoing work of the organization provides a trove of data, analysis and information for any leader, in any organization, anywhere in the world.

I recently downloaded a January, 2016 report, The Future of Jobs:  Employment, Skills and Workforce Strategy for the Fourth Industrial Revolution, and had a great time wandering through the massive (167 pages) report. Don’t let the length deter you from downloading and skimming the content. There’s something there for everyone who is thinking about and strategizing the future of their workforce.

The analysis in the report is from a survey of CHROs, other CXOs as well as functional HR leaders representing 13 million employees in 15 developed and emerging economies. A total of 371 companies from 9 broad industry groupings are represented in the data.

The report is organized into two parts:

Part One:  Preparing for the Workforce of the Fourth Industrial Revolution

  • The Future of Jobs and Skills
    • Drivers of change
    • Employment trends
    • Skills stability
    • Future workforce strategy
  • The Industry Gender Gap
    • The business case for change
    • Gaps in the female talent pipeline
    • Barriers to change
    • Women and work in the fourth industrial revolution
    • Approaches to leveraging female talent

Part Two:  Industry, Regional and Gender Gap Profiles

  • Industry profiles
  • Country and regional profiles
  • Industry gender gap profiles

The Drivers of Change section is a primer on what employers are facing from a demographic and socio-economic perspective, as well as from a technological perspective. I talk to HR leaders all the time who have a hard time balancing strategic responses to these two drivers of change. This chart shows the global top drivers in each of these two buckets and how they rank with the survey respondents.

WEF Fig 2

This is just one of a number of useful analyses in the the report.

And an analysis such as this wouldn’t be complete without recommendations for action. The short term focus areas for action are not surprising:

  • Reinvent the HR function
  • Make use of data analytics
  • Talent diversity – no more excuses
  • Leverage flexible working arrangements and online talent platforms

Everyone performing research and analysis, as well as writing about macro trends in the talent space agrees with these four areas of immediate focus.

The longer term recommended actions are not quite as well socialized, and in many ways, are the most critical strategies we can and should begin to deploy NOW:

  • Rethink education systems
  • Incent lifelong learning
  • Accelerate cross-industry and public-private collaboration

This report came to me via Facebook, of all places. WEF posts a continual stream of global reports, videos and links to data and analysis of value to HR and leaders in all functions. Check them out.

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Filed under Analytics, Big Data and HR, China Gorman, Data Point Tuesday, Davos, Global HR, Human Capital, World Economic Forum

HR Journey: Talent Management in Singapore and Viet Nam

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Gerry Crispin and I are back at it! We’re joining forces once again to lead a delegation of senior HR leaders on an international recon trip. Last year it was Cuba. (Links to blog posts from the Cuba trip are here, here, here and here.) This year it is Viet Nam and Singapore! These two economies are growing targets of U.S. investment and leaders in both countries are dealing with unique talent challenges. Come along with us as we meet with leaders from business, academia and government to get an up-close and personal introduction to each country. We’re partnering with Nanda Journeys to deliver an extraordinary professional and cultural development experience.

Singapore 1

The experience starts from LAX and is 9 days and 7 nights (crossing the international date line is confusing…) The first stop is Singapore and the second is Ho Chi Minh City (Saigon). Both locations include meetings with HR professionals and the SHRM equivalent there. Next up will be interactions with appropriate government officials and local businesses. Of course cultural activities will be built in so that we’ll feel like we know both the business context and the cultural framework of these southeast Asia business hubs. Click here for the day-by-day agenda.

These HR delegations deliver far more than professional development and cultural learning. You’ll meet and travel with some of the most interesting and accomplished HR leaders around. There’s nothing like traveling internationally with a group of like-minded professionals to expand your own sense of self and profession. You’ll make life-long friends with whom you’ll want to travel again.

Unlike the Cuba trip last year, there will be a Guest Program running side by side with the professional program, so spouses, partners, and other guests are welcome to join you on this grand adventure. The focus of the Guest Program is national history and culture.

Take a look at the itinerary and details. Gerry and I would love to have you join the people who have already signed up. You might want to make your reservation now, because the spots are filling up — and let us know if you have questions.

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Filed under China Gorman, Data Point Tuesday, Gerry Crispin, Global HR, Global Human Capital, Global Leadership Development, HR, Human Resources, Nanda Journeys, Uncategorized

Quality of Hire: A Vaguely Valid Metric?

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In November I wrote about Linkedin’s 2016 Global Recruiting Trends Report (you can re-read it here) and took them to task about their methodology. Turns out they did a bit of a miscalculation and corrected data that looked askew. Good on them. As I looked at a relatively new infographic about their survey data, I was again intrigued by some of their findings. In a good way.

The infographic, found in Linkedin’s Talent Blog, 4 Recruiting Trends to Watch in 2016, boils the report down to 4 key points – and they are good ones:

  • Quality of Hire is the magic metric
  • Employers are finding quality hires faster through professional networks
  • Employer branding is bouncing back as a top priority
  • Employee retention is growing as a top employer priority

The big question raised in my mind by this infographic is: how should we define quality of hire. Linkedin helps us understand that perhaps we should be talking about this a little more than we are.

Linkedin 2016 Quality of Hire

Linkedin’s data show that around the world, the KPIs that define quality of hire shift between three primary metrics:

  1. New Hire Performance Evaluation
  2. Turnover/Retention
  3. Hiring Manager Satisfaction

These are interesting and good metrics. But are they the correct metrics to use in judging wether a hire was a quality hire?

As more employers shun “labeling” performance and leave traditional performance management systems and their inherent biases in the dust, having fair, accurate and reliable performance evaluation metrics may be harder and harder to obtain – especially for employees new to their jobs.

Turnover and retention data are somewhat valuable in that they measure whether the new employee actually commits to their job and the organization and decide to stay. The challenge with this particular measure is that it is two-sided. Employees can quit their jobs if they don’t like their employee experience more easily than employers can fire new employees who don’t perform. It’s hard to make a case that turnover or retention are valid measures of quality of hire.

And hiring manager satisfaction, while maybe the most influential measure, is the least scientifically valid assessment of the three: every manager has their own performance benchmarks that are shaped by their experience, education and time in the job. Certainly a new employee’s ability to create a positive relationship with their boss is significantly influential in creating a positive impression from a performance evaluation perspective. And that makes it only vaguely valid.

It’s interesting that employers in different parts of the world have developed different steps to develop Linkedin’s “magic metric.” That there is not the emergence of a common standard (SHRM or CIPD anyone? Bueller?) creates opportunities for stakeholders to get confused about what is trying to be accomplished. And that just makes it harder to make a business case for a critical aspect of talent management.

I think Linkedin has pointed out an opportunity for significant value in the talent management game:  unless and until we can develop a relatively standard, valid set of KPIs for Quality of Hire, we can’t really make sense of whether or not we’re hiring the great talent we all need. And since having the right talent available to us when and where we need it will make the difference in whether our businesses survive or not, getting a handle on the magic metric just might be helpful.

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Filed under Analytics, Annual Performance Reviews, Big Data and HR, China Gorman, Data Point Tuesday, Global HR, HR Analytics, Linkedin, Performance Management, Quality of Hire

Cuba: Jerry-rigged To Fail

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Gerry Crispin and I led a delegation of 21 senior HR executives to Cuba last week. I’m still processing what we experienced and learned, but wanted to share some high level observations for you. First of all, read Laurie Ruettimann’s blog post from yesterday here. Her take is, as always, captivating and profound.

Second, let me set the stage for you. With recent developments in the relationship between Cuba and the U.S., it seems important to begin to understand how work happens in Cuba. It may not be long before U.S. employers can open up businesses or begin to invest in Cuba’s infrastructure. And understanding the history of work since the revolution would be a critical step. Additionally, understanding the social context of the revolution and the subsequent U.S. embargo and their impact on the people, careers and lives of Cubans would be another critical step. And finally, understanding how Cuba works (or in many cases, doesn’t work) would be the ultimate learning.

So, 21 hardy HR executives set out on the 14th of November to get those questions answered. Our delegation was made up of CHROs, heads of Talent Acquisition, consultants, bloggers, job board owners, academics and other senior HR types. Age-wise we ranged from early 30’s to early 70’s, so we were an amazingly diverse group from every angle.

Because this was an education-focused delegation we met with senior level government officials in the Ministry of Work and Social Security, the Foreign Ministry, the national workers union, the Ministry of Tourism, the national Jurists union, and several other senior government representatives who could interact with us about work and employment in Cuba. Additionally we met with members of a local Committee for the Defense of the Revolution, a sort of “neighborhood watch” group that provides social activities as well as a way for the party to watch over citizens at the most grass roots level.

Our interactions were fascinating, challenging, and disturbing. I’ve been to developing nations and seen abject poverty in places like India, China, Jamaica, Uruguay and others. And in those places I’ve been aware that the governments were working hard to lift up their economies and their people. But not Cuba. And that is kind of insane. There’s an insistence that the Revolution is working and that the hardships their citizens have endured – particularly since the collapse of the Soviet Union – are all for the good of the populace in service of their communist/socialist ideals. The insistence that unemployment is 2.7% when only 4 million of their more than 11 million citizens are working seems completely out of touch. The fact that the Cuban government just raised the salaries of doctors to 1,600 Cuban Pesos a month (about $60 U.S.) is noteworthy because it was used over and over again as an example of how the government is loosening its grip on worker compensation and embracing a more market-based approach to “business.” The anticipation/fear about what will happen in the next Presidential election as Raul Castro has declared he won’t stand for reelection is palpable. In short, the world of work in Cuba is tenuous at best. Everything in Cuba is tenuous at best.

Cuba 1

It seemed to me that the people we met with – officially and unofficially – fell into two camps: those who are true believers in the revolution and those who would like to leave Cuba this very minute and never return. Unfortunately, the true believers are all in official government positions with perks and influence, and the ones who would like to leave and never return are everyone else.

The infrastructure of Cuba is decrepit. It truly is as if time stopped in 1960. The classic cars from the 1950’s are something amazing to behold (and held together with duct tape, wire and glue), but they are the perfect example of life in Cuba: sometimes things work, but mostly they don’t. And when they do work, they don’t work like they’re supposed to and only do work because they were jerry-rigged.

Cuba 2

Despite all of this adversity the Cuban people are warm, lovely and eager to be hospitable – particularly to Americans. Most Cubans have family in the U.S. who fled during the revolution or who left in the subsequent mass migration. More than one Cuban joked with us that the “real” capital of Cuba is Miami. These people want to be productive, to live happy lives and provide for their families. In that way they are no different than we are and they are a potential gold mine in the challenging global talent pool. The Cuban government declares 100% literacy in their population and if that’s true, they could add significantly to the global economy. If they can get to it.

Gerry Crispin said something really profound early in the trip when I asked him how he was doing. He replied, “Wonderful. Because that’s the only option.” I think the same is true for Cubans. How is life in Cuba? It’s wonderful, because to admit it isn’t is to cast aspersions on the revolution, Fidel and Che – and most importantly, because it makes the future far more terrifying than it already is.

Our trip to Cuba was fascinating, interesting, challenging, more than a little heart-breaking, and disturbing. Whatever is next for its economy, social and political structure, and its people – they need help. Lots and lots of help.

 

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Filed under China Gorman, Cuba, Gerry Crispin, Global HR, Global Human Capital, Uncategorized

HR Delegation to Cuba

data point tuesday_500Want to be among the first U.S. HR professionals to see how HR is practiced in Cuba? Then join me and co-leader Gerry Crispin on an 8 day study tour in November! Check it out here: http://citizens.peopletopeople.com/OurPrograms/CAP/Pages/2015-Citizens-GormanCrispin-Cuba.aspx

For 50 years, People to People Ambassador Programs has provided educational travel for professionals and students across the globe. With more than 20,000 Ambassadors traveling annually, People to People Ambassador Programs is one P2P Logoof the world’s most recognized and respected educational travel providers and plays a significant role in increasing global awareness. I became aware of People to People as the Chief Operating Officer of SHRM as I led delegations of senior HR professionals to India and China under their auspices. They provide a first class environment for significant learning and handle the travel logistics in an incredibly high quality way.

Gerry Crispin got the ball rolling in organizing a delegation of senior HR professionals to Cuba last month and asked me to join him as co-leader. Because of my previous experience, I leapt at the chance and am pleased to officially announce that a People to People Citizen Ambassador HR Program to Cuba is open for enrollment! Gerry and I are working together to lead what will be an incredible first-in experience in the senior HR community.

Human resource and talent management professionals are educated and trained to assist organizations with how they lead and support workers’ motivation, skills, knowledge and experience in the pursuit of individual and organizational goals.

Our delegation will interact with our Cuban counterparts during a series of meetings and site visits. We plan to meet with government officials, HR and other leaders in a variety of settings to learn and discuss:

  • How individuals entering the workforce in Cuba are prepared through training and education
  • How individuals find work and how the needs of the society, their organizations and institutions find workers
  • How Cuba’s planned economy conducts its workforce planning activities
  • How Cuba is evolving in each of the above areas given their unique situation in the global economy

In addition to the professional visits, our delegation will enjoy authentic and immersive cultural activities with the aid of an expert guide. We will meet in Miami on November 13, 2015 andl depart for Cuba early the next morning to visit Havana, Regla, and Las Terrazas. We will return to Miami on November 21.

The cost per delegate is $4,899.00 USD (based on double occupancy). This includes the overnight in Miami, round-trip international airfare from Miami, transportation within Cuba, all meetings and group cultural activities, first-class hotel accommodations, most meals, professional guides and interpreters, most tips and taxes, Cuban visa, 24 hour emergency support during travel, and essentially all other costs associated with participation.

We currently have 22 colleagues registered – which means there are only 3 spots left (a deposit of $500.00 will hold your place). If you would like to secure your spot on the delegation or if you have questions, I encourage you to contact People to People Citizen Ambassador Programs at 877-787-2000. The email address is citizens@peopletopeople.com . Enrollments will be accepted on a first-come first-served basis.

Gerry and I are pleased to be involved in this exciting opportunity and hope you will strongly consider participating along with us. Please feel free to connect with me if you’d like to discuss this experience. It will be one of the most unique and meaningful professional experiences of your life!

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Filed under China Gorman, Cuba, Data Point Tuesday, Gerry Crispin, Global HR