So, I’ve been up north at HRPA 2014 and have learned so much about our Canadian HR sisters and brothers (and like the U.S., it’s still mostly sisters!).
Did you know the maternity leave in Canada is 52 weeks? That’s one year if you’re slow at math like me!
And that can be divided in any manner between the mother and father. Plus, from the peers I spoke to, many get up to 55 percent of their salary for the entire time they’re off.
The U.S. has FMLA (the Family and medical Leave Act) for only 12 weeks. By the way, the women I spoke to, who didn’t know what the U.S. did, were completely shocked by this. But, I was completely shocked by 52 weeks and 55 percent pay! Read more…
“The logic you have based your decisions on over your lifetime is not usable here.”
Everyone sitting around the office basically agreed. But then again, we were all expatriates. The conversation was centered on the processes and procedures that we had built our career on.
We were used to making snap decision and were also proud of the fact that we were decisive. We were used to digging for root cause and trying to fix things so that the problem would not happen again. We were used to analyzing process and determine where the bottlenecks were, and then fix them.
A great deal of the time, however, that does not translate across cultures. Read more…
Want to turn your HR organization into an elite team that could effectively respond to any emergent condition and corporate expectation? Learn how during an upcoming webinar presented by Marco Avila, the General Manager of Human Resources at Maersk Central America Cluster. Maersk is the largest shipping company operating in Panama. Marco will share how they developed a leadership strategy and the secrets which have enabled his group to operate like a SWAT team.
When: Thursday, September 26, 2013, 2:00 PM EDT Register Here
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.
By Jessica Cook
The O-1A visa category is available to foreign nationals with extraordinary ability in the arts, sciences, education, business, or athletics who want to work in the United States. These individuals are a part of a small percentage of people who have risen to the very top in their respective fields of expertise.
To qualify for an O-1 visa, the foreign national must have sustained national or international recognition in his or her area of expertise and be coming to the United States to continue working in his or her area of extraordinary ability.
Sustained national or international recognition is evidenced by the foreign national’s receipt of a major, internationally-recognized award, such as a Nobel Prize or evidence of at least three of the following: Read more…
By Danielle Urban
When is the last time your company reviewed its data protection policies?
If your company employs any international employees, it may have obligations under foreign laws to have specific safeguards in place. Failure to observe a jurisdiction’s data protection laws can result in staff penalties and unwelcome press coverage.
Although the European Union is leading the way with a proposed comprehensive new data protection law, other countries from China to the United Kingdom, South Africa, Qatar, Dubai, and several Latin American countries are developing, or have already enacted, their own data protection laws, with many based on the European model. Read more…
No matter how prosperous or uncertain the environment, talent is always tough to find.
ManpowerGroup’s 8th annual Talent Shortage Survey reveals that employers worldwide continue to report that a lack of skilled talent and a struggle to fill vacancies negatively impacts their business performance.
ManpowerGroup surveyed nearly 40,000 employers in 42 countries and territories, including more than 1,000 U.S. employers. Some 39 percent of U.S. employers continue to have difficulty finding people with the right skills. While that’s down from last year’s 49 percent, it still exceeds the global average of 35 percent — the highest since the start of the recession. Read more…
Do people learn differently around the world? Does culture affect learning style?
The answer to both questions is “yes.”
If so, how do global companies deliver the same training program and consistent message on a worldwide basis while taking into account these differences?
Here are some tips to keep in mind: Read more…
There has been a lot written recently on Generation Y (or Millkennials) in the U.S, but today I’m focusing on Gen Y globally.
You may not realize it, but Gen Y actually exists in other countries. It is not unique to the U.S.
They may not be called Gen Y or Millennials in other places. They may not have the exact same birth year range. But they do exist.
You may think that the concept of Gen Y is all a bunch of “hooey,” but there are differences in how young people act, think and what they believe around the world. Read more…