Achieving a balance in the area of family leave is critical for multinationals. HR leaders should ask themselves: How can we develop family friendly leave policies that comply with local labor laws and customs, and encourage a healthy work-life balance, all while ensuring that our growing business remains financially sustainable?
Employee engagement. It’s a buzzword that conjures up a multitude of different things for employers all over the world. To some, employee engagement is something fluffy, even intangible — at best an HR “nice to have.” To others, employee engagement is fundamental to their business culture and working environment. But what really is employee engagement, and what are its benefits to global employers?
Welcome back to Global Glance. This week we look at Starbucks’ China expansion and its appealing new perks; how the Ebola outbreak was declared over and resurfaced the next day; and income inequality in China and the US.
This week look at a Thai hotel chain’s aggressive and intriguing global strategy; 2015 as the year of mergers and acquisitions; and year-in-pictures slideshows worth scrolling through.
Digital technology is transforming the way recruiters find candidates, and it’s happening at a time when the global talent pool itself is undergoing tremendous change. Employers who want to fill overseas posts have a lot to keep up with, and those who stay on top of current trends stand the best chance of finding skilled workers before their competitors do. Here are a few new developments worth following.
Countries around the world are grappling with change as work increasingly goes mobile. While workers in the US — particularly millennials — are clamoring for a more flexible workplace, the picture abroad is murkier, with some countries moving in the opposite direction. Companies that plan to send employees overseas need to be aware of the differences and prepare workers for organizations that view white-collar working hours in a very different light from their counterparts in the US.
In my last post, I outlined the basics of Brazil profit-sharing plans — known as “PLRs” — including how they can benefit both employers and employees. In this post, I’ll provide information on some other important — and often overlooked or misunderstood — facts about PLRs, such as, using third-party experts to draft PLRs and circumstances where PLRs are required.
In this week's Global Glance we look at the killing of a protected lion in Zimbabwe, Netflix’s new “unlimited” parental leave policy, and temporary work in the global precariat.
Employers operating in Brazil should seriously consider a profit sharing plan, or “PLR,” when designing their compensation plans. Unlike many employer obligations, this one can benefit both employers and employees alike if it is structured properly from the start. This post takes a look at the basics of Brazil’s profit sharing plans, including a list of steps to complete when developing a PLR.
Since 2012, the largest employers in the United Kingdom have been required to automatically enrol nearly all of their employees in a pension and to make minimum contributions. Over the next several years, this requirement will be imposed on all employers in the UK, with significant consequences for employers and employees alike.
If you’re thinking of hiring overseas, you’ve probably researched office space and employment costs. But before you go any further, there’s an important matter you need to consider: foreign employee vacation and overtime pay.
Around this time of year, workers in many countries are looking forward not only to some paid time off, but to an additional employee right that is virtually unheard of in the US: A “13th month” bonus.