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WHO IS SANDRINE?

* Who You See Is Who You Get : I personally deliver the goods and don’t delegate to some junior consultant

* Hands on experience : Over 20 years, I climbed the ladder in C&B at prestigious organisations (Microsoft, Fiat, Apple, Philips, Airbus…), eventually leading Global Performance & Reward teams for 2 multinationals with tens of thousands of employees across dozens of countries.

* Care : As a single-person consultancy, my name is my brand. I only have my reputation to sell ! So, I will always care about the quality of the work I deliver for you.



WHO IS SOUMEN?

* HR Shared Services, HR Transformation, Talent Mobility, Global Payroll, Leaders Excellence-Harvard Square

* Proven ability to develop individuals and build cohesive global teams with diverse skills through coaching and empowerment.

* Places great emphasis on leveraging and working collaboratively with key business partners to gain maximum benefit and support to achieve personal and corporate objectives.







GLOBAL RADIO TALKSHOW brings together 2 industry experts who have never before communicated to suddenly discuss current business. Hello and Welcome!



SOUMEN CHOWDHURY

currently living and working in Germany





SANDRINE BARDOT



currently living and working in Dubai

SANDRINE BARDOT, Dubai-based RECOGNIZED  INTERNATIONAL COMPENSATION EXPERT, discusses how the digitalisation of HR can help provide an employee experience which is on par with the expectations we all now have as digital consumers.

Hi, I am a Total Rewards consultant, trainer, and speaker with +25 years of experience and a strong edge on Middle East approaches. Read More…



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We discuss how the digitalisation of HR can help provide an employee experience which is on par with the expectations we all now have as digital consumers.

Digitalisation of HR









In our region, there is a huge push towards implementing the digitalisation of HR, and some organisations are super advanced.

For instance I recently attended a truly breathtaking demo of a performance management system apparently implemented across many Smart Government entities in Dubai.

But let’s be honest, despite all the hype towards digitalization, the HR systems that I see used at my clients are often old…very old… Like for example this client’s “fill this Excel performance appraisal template and send HR a paper copy (!) signed by your manager” which I had to deal with, well, in 2019 !

The gap between our expectations and the

experience of using current enterprise systems

Millennials are expected to represent 75% of the workforce by 2025. In Dubai, in 2016 already, around 51% of the workforce was between ages 20 and 34, as per Dubai Statistics Centre numbers. The Millennial generation grew up with the internet and cell phones, and technology could be considered part of their DNA.



Millenials have definite expectations about how digital systems should behave, and see a significant gap between their experience of digital systems on the consumer side, and the reality of what digital systems in the enterprise can deliver

Chris Pope, VP of Digital Strategy, Service Now – cited in Tawahultech.com



Indeed, existing software solutions in organisations are often “behind” in terms of user interface and responding to internal customer expectations, and do not fit with the way that people want to interact with their screens nowadays.

Today’s workforce is used to getting results fast from its personal suite of shiny new hardware and apps : social media, wearables tracking their health, getting instant coupons when entering a retail space…

Also think online shopping (Amazon and its recommendations), customer service and instant accessibility on any screen (Netflix), relying on recommendations, user reviews and ratings  (AirBnB or TripAdvisor)…

You may say “Well, but this digitalisation has not affected HR yet”. Really ?

Think about it :

LinkedIn has more information on people than most HR systems do (languages spoken, skills, education and training/certifications, recommendations on the person’s professional achievements, and even career aspirations).

Linkedin has also completely changed the way recruitment is done nowadays, and digital has almost finished to kill traditional classifieds in newspapers, and even job boards.

Despite all their flaws, YouTube and short videos are becoming a by-default learning system.

Who hasn’t looked for answers on a work-related question on YouTube, watched a TED video, taken a course on a MooC or a learning platform like Udemy or Coursera ?

So how can these consumer trends translate in digital HR ?

Imagine if your organisation could transform the employee experience through digital HR, for example by implementing some of these solutions :

Integrating social and performance

Some organisations use social integration and performance management results to reduce hiring time and improve hiring quality

Strategic

Talent Mobility

Advisory

Award-winning Talent Mobility Thought Leader and frequent speaker on the future of HR and International HR;  providing Strategic Global Mobility Advisory and Coaching Services.

Chris Debner has more than 20 years of experience in international HR advisory and worked in over 35 countries across all industries. Chris runs his own consultancy for Strategic Global Mobility Advisory out of Zurich, Switzerland.

For further info or to contact Chris

https://www.linkedin.com/in/chrisdebner/

 http://www.chrisdebner.com

 www.pickmybrainpaymylunch.com











Chris Debner









Challenges & Dilemmas;

Talent Mobility CRISIS

Originally published April 6, 2020; LinkedIn





































We currently have a black swan moment that comes with a massive loss of predictability and control.

No surprise that travel restrictions and social distancing measures have especially impacted Talent Mobility programmes around the world.

They do not only face challenges to which answers need to be found, but also some new dilemmas that are not easy to resolve.

My constant interaction and recent discussions with players in the Talent Mobility market, but especially a virtual networking session with the Heads of Mobility of the Swiss SMI (Swiss Market Index) companies on April 3rd 2020, gave my some valuable insights worth sharing, that might help you to prepare yourself for decisions to be made and give you more confidence and comfort on decisions you already took.

You will also learn about some new perspectives around some current dilemmas for Talent Mobility.

Finally we will look on what the current crisis likely means in the long run, when it comes hopefully soon to an end.

There are basically no differences between industries (all are effected in the same way) with the exception of the so-called system-relevant industries, such as pharma, medical supplies, food and supply chain etc.. While for them some exceptions from the travel restrictions are available, they are also far from business as usual.

Different mobile employee groups at different stages of their travel or relocations were impacted by the wide-spread travel bans and immigration restrictions.

The issues arose mainly in the following cases:



Repatriations

Postponed or cancelled assignments

Foreign local hires

Stranded Business travelers

Cross-border workforce / daily commuters

Home office abroad employees



It is interesting to see, that currently Talent Mobility is getting involved in situations that they did not necessarily deal with before, such as home office situations of local employees, daily commuters and business travelers.

HR is turning to Mobility to find answers to their questions in this situation.









Talent Mobility challenges

Let’s look at some of the challenges encountered with these employee groups:



Compliance: taxation, social security, immigration (border closures), permanent establishment risk and medical support and insurance (duty of care)





The early repatriation of assignees, while there are travel restrictions and lack of flights pose a challenge. Though one that most have already accomplished by now.

Especially in Europe you will face situations where the employees choose to work from a home office in another country, maybe their home country, but sometimes also from their holiday homes abroad. The first task is to identify these cases, because when they simply work online it is not apparent for their employer where they work from. The awareness for the accompanying compliance issues (see list above) of such virtual work fro...

Honors and awards



2016 Theory to Practice award to Dr McGrath from the Vienna Strategy Forum

2013 Distinguished Achievement Award in Strategy from Thinkers50

In both 2011 and 2013, Dr McGrath was named one of the top 20 thinkers by Thinkers 50, one of the world's most prestigious rankings of management thinkers

In 2017, Dr McGrath was ranked the #10 most influential leadership thinker in the world by Thinkers50













Dr Rita McGrath

Globally recognized expert on strategy, innovation, and creating growth under uncertain conditions.



Dr Rita McGrath graduated  Magna Cum Laude  from Barnard College in 1981; in '82 she earned a Masters of Public Administration from the School of International and Public Affairs, Columbia University.

In '93 she completed her Ph.D. at The Wharton School (University of Pennsylvania) with the dissertation, entitled Developing New Competence in Established Organizations consistent with her longstanding interest in corporate ventures and innovation.







About



Dr Rita Gunther McGrath is a best-selling author, a sought-after speaker, and a longtime professor at Columbia Business School. She is widely recognized as a premier expert on leading innovation and growth during times of uncertainty. Rita has received the #1 achievement award for strategy from the prestigious Thinkers50 and has been consistently named one of the world’s Top 10 management thinkers in its bi-annual ranking. As a consultant to CEOs, her work has had a lasting impact on the strategy and growth programs of Fortune 500 companies worldwide.

She is the author of the best-selling The End of Competitive Advantage (Harvard Business Review Press, 2013).  She has written three other books, including Discovery Driven Growth, cited by Clayton Christensen as creating one of the most important management ideas ever developed. She is a highly sought-after speaker at exclusive corporate events around the globe, such as the Global Peter Drucker Forum.

Rita is the founder of Techtonic a company focused on helping organizations go beyond innovation theater by developing tools to implement the Discovery Driven Growth approach.

She received her Ph.D. from the Wharton School (University of Pennsylvania) and has degrees with honors from Barnard College and the Columbia School of International and Public Affairs.

Follow Rita on Twitter @rgmcgrath. For more information, visit RitaMcGrath.com