A new initiative in Singapore gives employers a framework for offering benefits such as flexible schedules and telecommuting. It's part of a global push for work-life balance, and Singapore authorities believe the initative will improve employee retention rates, productivity and engagement.
Mergers and acquisitions are not all about numbers — they’re just as much about people. Integration of employees and proper blending of company cultures are critical to success, and outstanding communication is the key.
M&A deals can be challenging when you acquire employees in another country. Workers outside the US often have significant legal protections, and companies considering a deal must understand their employer obligations to create accurate budget forecasts and avoid litigation.
For the first time since 1958, France has elected a president with ties to neither of the country’s two main political parties. Here’s a brief look at the economic conditions Emmanuel Macron faces and his employment agenda.
Here are some areas of international employment multinationals must consider in a time of widespread global regulatory change.
This post explores some immigration-related changes that will likely take place in the UK as a result of Brexit.
Several trends are making it hard for global employers to hold onto workers, and the problem is not likely to let up soon. But companies with a good understanding of what motivates employees can take steps to increase engagement, upping the odds that workers will stick around.
During this period before Brexit negotiations, multinationals need to review their policies and practices to ensure their UK businesses are compliant with current UK and EU employer regulations.
The UK electorate has spoken, and after a transition period Britain will leave the European Union. Politicians on both sides of the channel must now not only start to develop new policies, they must also set a reasonable tone amidst Brexit-related passions. UK and EU business leaders must similarly manage change in their respective organizations during this uncertain period.
The debate on the possible effects of the UK leaving the European Union is in full flow. Those in favor of and those against a “Brexit” are posting statistics to bolster their respective arguments. In truth, leaving the European Union would be unchartered territory for this island nation, and indeed, for those countries remaining in the EU. There are regional implications beyond one country that are difficult to predict. That said, HR professionals should be considering the following areas, which could be affected by the UK’s defection from the EU: Long-Term Planning, Immigration and Employment Law.
As Radius reported last fall, certain public and private sector employees in Sweden are trialing a six-hour workday. Those innovative employers that are trialing the six-hour workday recognize the significant potential of the practice. While there are potential disadvantages to a shortened workday — such as the possibility that the employer might need to recruit additional workers to make up for lost hours — there are also many long-term employer benefits of moving to such a schedule.
Organizations must ask themselves if their workforces have the skills required for new production methods and client interactions. And industry leaders must ask themselves what new trends and developments are driving what their industries do and how they do those tasks, along with whether their industries are fading or ahead of the curve. We must all try to understand what roles and skills will continue to be relevant and what new roles and skills are likely emerge.