Jacque Vilet

Jacque Vilet, President of Vilet International, has over 20 years’ experience in International Human Resources with major multinationals such as Intel, National Semiconductor and Seagate Technology. She has managed both local/ in-country national and expatriate programs and has been an expat twice during her career. Jacque has also been a speaker in the U.S., Asia and Europe, and is a regular contributor to various HR and talent management publications. Contact her at jvilet@viletinternational.com.

Articles by Jacque Vilet

Culture, Leadership

How One Executive Rewards Trip Damaged Employee Trust

© Dawn Hudson - Fotolia.com

This story isn’t new, but the lessons to be learned, sadly, still plague us.

Benjamin Moore, one of the companies in Berkshire Hathaway’s stable, made headlines for something that could have very easily been avoided.

Berkshire Hathaway officials came to Benjamin Moore’s headquarters, gave the CEO Denis Abrams his walking papers, and escorted him from the building. It was newsworthy enough that it was reported in the New York Post and other media Read more…

HR Insights, HR Management

The Myth of Best Practices: They Lead to Conformity, or Worse

123RF Stock Photo

Imitation is the sincerest form of collective stupidity.” – W. Carroll (Bill) Munro, former marketing director, Pepsico

I recently wrote an article about “best practices” recently for Compensation Café. It’s a hot button with me.

Just what is “best practice”? Wikipedia provides a definition:

A best practice is a method or technique that has consistently shown results superior to those achieved with other means, and that is used as a benchmark.” Read more…

HR Management, Talent Management

Controlling Employee Burnout: It Starts With Limiting Email After Work

From istockphoto.com

In the age before laptops, email, and smartphones, employees typically didn’t bring work home with them except for a little paperwork.

Wow! Have times changed!

According to a recent survey by Neverfail, a software company specializing in data protection, 83 percent of professional workers say they check email after work. Two-thirds say they have taken a work-related device – such as a smartphone or laptop – with them on vacation. More than 50 percent report that they send emails during a meal with family or friends. Read more…

Culture

Why It’s So Difficult to Really Change a Company Culture

Photo by istock photo.com

When a company culture is dysfunctional, it can affect business success.

HR or Organizational Development (OD) may try to change it. And sometimes they do — for about a day. But most blanket attempts to change the culture of a whole company are wasted efforts.

Why is culture so difficult to change? Because we think of company culture as if there is only one for the whole company. Everyone having the same mindset, thoughts and views about how a company should work. Kind of like the “Stepford Wives” of the corporate world.

We conveniently forget the fact that no real-world company works as one uniform whole. In the 21st Century, the business world is far too complex for companies to function as a single culture. Read more…

Benefits

5 Steps to Help Keep Perks & Benefits Fresh and Employees Happy

Maximizing benefits

Dr. John Sullivan’s recent TLNT posts about Facebook that included a discussion of their fabulous perks were pretty impressive:

  • An extended six-week boot camp onboarding with the employee’s choice of a job at the end;
  • Internal job transfers chosen by the employee at end of one year;
  • Free food;
  • Happy Hour every Friday; Read more…
Compensation, Global HR

Pay For Performance: How It Is Viewed Around the World

123RF Stock Photos

Pay for performance is a new concept in many countries.

Unlike the United States, some cultures consider it unacceptable to tell employees they are performing poorly. In these countries there is little variance in ratings, salary increases and bonuses. Performance ratings (if they exist at all), pay increases and bonuses are all pretty much the same.

Pay for performance, as we know it in the U.S., tends not to exist. Global companies need to understand the impact of these differences and search for ways to reconcile any conflicts.

Read more…

HR Management, HR Technology

“A Fool with a Tool is Still a Fool” – 5 Guidelines to Make Big Data Work

Illustration by istockphoto.com

There’s a lot of talk about Big Data these days and many HR people are either excited or intimidated by it. Maybe both.

Regardless, there seems to be more talk about “it” than on how to use it in solving problems or how HR can benefit from it.

So the question is how to use Big Data — what can you do to make sure you get meaningful results? Here are five (5) guidelines that will help keep you on the “straight and narrow.” Read more…

HR Insights, HR Management

4 Good Reasons You Should Re-Think HR Outsourcing

Illustration by istockphoto.com

As far as the new trend of outsourcing professional work goes, I’m not a big fan.

I don’t believe HR should outsource strategic work such as compensation/benefits design, learning/development, succession planning, sourcing/recruitment of key talent (not core or support talent), branding, workforce planning, etc. These are key responsibilities of HR to insure all “people” programs are in sync with company strategy and that the workforce is aligned as well.

We’ve all heard the “hype” that says outsourcing frees up HR to do “strategic” work. What is more strategic than the above functions? Read more…

Talent Management

5 Great Things You Can Learn by Working For Bad Bosses

123RF Stock Photo

“That which does not kill us makes us stronger.”Friedrich Nietzsche, German philosopher

Most articles about bad bosses say that the best thing you can learn from them is how not to manage employees. Can’t disagree with that!

But aside from that, there are some other things you can learn from a bad boss that you can’t learn from a good boss.

Tim Sackett wrote a post about some of them here at TLNT. Here’s what he says: Read more…

Recruiting and Staffing, Talent Management

Can’t Find Qualified People? Maybe You’re Looking For “Prius” Candiates

Prius2

Lots of companies want to hire but for one reason or another say they can’t find qualified candidates.

Here’s a list of the most common reasons I’ve heard as to why companies say they can’t hire even though they claim to have openings:

  1. Skills mismatch/too few qualified people.
  2. ATS doesn’t “spit out” any qualified applicants.
  3. Applicants aren’t willing to work for lower wages. Read more…