By Danielle Urban
In most U.S. states employers are free to bind employees with restrictive covenants – which commonly take the form of post-employment restrictions on soliciting clients or employees – as a condition of employment.
The wide acceptance of such restrictions in the U.S. does not necessarily translate to other countries, however, and although restrictive covenants may be permitted in some form, are generally much more limited in scope outside the U.S.
But, one size does not fit all. Read more…
In the past decade, an increasing number of U.S.-based companies have been recruiting candidates from overseas.
It’s important that employers seeking candidates from other countries remain as diligent with international background checks as ones conducted domestically.
While there are similarities between background checks conducted in the United States and internationally, there are a few key differentiators employers should know. Read more…
The topic of Big Data for Human Resources has sparked interest in the U.S. and Europe for the past few years — and Asia-based HR has also certainly been hit by the Big Data buzz as well.
According to a survey by IDG, Big Data adoption is already significant in the West, with 70 percent of enterprise organizations having already deployed or currently planning to implement Big Data-related initiatives.
However, less is known about the realities of HR Big Data engagement in Asia. In fact, based on publication of The Asia HR Big Data Survey Whitepaper Report 2014, 76 percent of HR professionals do not know what Big Data is, yet, confusingly, 79 percent claim that getting a Big Data strategy in place is a priority in 2014. Read more…
Building a strong, global culture seems an obvious step in ensuring company success. But it can be easy to become lazy about your culture, assuming it will continue along well without intervention or oversight.
This is simply not true. As I’ve said before, culture is like a bonsai tree. It can take years to shape and grow into what you want, but mere seconds to destroy.
Today, I’m sharing wisdom from three executives who know of what they speak on the topic of company culture. Together, they lay out the three steps needed to create and maintain the culture you need to achieve your success objectives. Read more…
By Alice Wang
Hong Kong is not just a pivotal financial center of Greater Asia with soaring towers and enigmatic business opportunities; it also embraces traditions and honors family-oriented values.
Following my earlier article on Employment and Workplace Challenges in Hong Kong, let’s discuss some of the practical implications and recent developments in Hong Kong’s employment arena. Read more…
By Annie Lau
When people think about the reasons they have left an organization or have not accepted an offer with a company, one of the key common factors is perhaps something one might not expect: development, or rather, the lack thereof.
Compensation, while certainly important, is often not the deciding factor in the decision to work or stay somewhere. The same need for development seems to be a growing emphasis as part of the recruiting efforts in China for many organizations.
The rapidly rising economy in China has led domestic and foreign companies to often compete for the same pool of candidates. Job-hopping has become commonplace as the workforce’s desire for growth and improvement increases. Read more…
“Mr. Ron, we would like your insights on this issue.”
This happened throughout the conference until it got a point that I just wanted to be left alone to listen. “Let me just take it all in,” was my thought.
Last week, I was a keynote speaker at the 2nd Annual Human Resources Summit in Riyadh, Saudi Arabia. My topic: HR at the Crossroads of Business & Leadership.
One of the main pieces of advice I have for any expat is to get involved right away in your industry. The learning experiences that I have gotten from attending these conference are incalculable. Attend as many conference as possible and learn, learn and learn some more. Read more…
By Danielle Urban
Many U.S.-based employers perform pre-employment, post-accident, or random drug testing, and with some exceptions, are generally permitted wide latitude in deciding when to conduct such tests.
The U.S. attitude toward drug testing does not necessarily translate to other countries, however, where there may be different attitudes toward employee privacy, in particular. U.S.-based employers can run into trouble when attempting to impose those same testing requirements on a foreign division or subsidiary. Read more…
“Mr. Ron, I want you to send me to some training.”
Sure, I said. Tell me about what you do and what are some of your duties in your department? After listening to him or a while, I finally asked: what type training do you think you need?
His reply floored me — “I do not know. Just send me to training.”
The exasperated look on my face told the story. Another of my colleagues was in my office and he said that is a normal reaction in this country. People look to be directed; they are not into self-direction. Read more…
Aon Hewitt has laid-off its reward consultants in Canada while retaining other parts of its HR consulting practice.
While this sort of thing is common in business, it comes as something of a shock to the Canadian HR community where Hewitt was long seen not just as one of the biggest consultancies but also one of the nicest.
There are, no doubt, many particulars around the decision, however perhaps the main takeaway is that consulting can be a tough business even when you are well established. Read more…