Global Fluency:
4-Part LIVE PANEL Series

SESSION #1

Introduction to Global Fluency

How to Build a Talent Acquisition Strategy that Accelerates Expansion into New Markets?

- There is near universal agreement that operating in different countries is beneficial for an organisation, due to the expected increase in revenue and access to a more diverse workforce. So what’s HR’s role to play in expansion? We will discuss…

- How do you gather insights on recruitment, employ and manage workers in newly expanded regions, or get the most return from your current international workforce investment?

- What are the best ways to manage, analyse and make decisions about your workforce spend or in-country legislative changes? And how can you link this to probable impacts on the business?

- How can organisations considering multinational investments analyse global growth stability, readiness and proficiency to be competitive in the long term? What are the frameworks and essential HR capabilities needed?

- And as a HR Leader, how can you support global organisational growth despite limited resources of time, money or human capital? Download the Report to Learn More

SESSION #2

Global Intellect

Going Global, Being Global: How can HR Help Achieve Growth in New Markets?

- A strong knowledge database, one that takes into account the nuances related to employing, managing and running a business in different parts of the world, is fundamental. In-country intellect is essential to thriving within a region. We will discuss…

- How does HR integrate differences in languages, customs and values into a company-wide global corporate culture when operating internationally?

- How can Global Mobility move from an administrative function (administrating a move from point A to point B) to a data-driven, action-oriented strategic Talent Management function?

- How can we use an employee centric design to create offerings which provide flexibility and drive simplification?

- How does HR partner with the business in different parts of the world and effectively manage nuances related to employment, laws, tax regulations and social costs?

- What are the ways HR can increase their intellect on global expansion to help their organisations capitalise on broader and more diverse talent pools when entering new markets?

SESSION #3

Global Acumen:
Information Alone is NOT Enough

How to use HR data and people analytics to drive organisational competitiveness?

- Leaders must have the acumen to collect and normalise the right data across languages, currencies and time zones; manage data to ensure compliance; and analyse data to inform strategic decisions across the whole organisation, regardless of country or region. We will discuss…

- How can HR prepare for tomorrow’s workforce, today by utilising technology and data to make better decisions?

- Why the increase in globalisation has elevated the importance of running a single source of truth unified platform to drive a more empowered and streamlined organisation?

- How do you quantify the business ROI to the board to bring technology and analytics to the forefront of your organisation?

- How can HR develop standard, repeatable systems, processes, and capabilities that make it fast and easy for their organisation to enter new geographic markets, integrate new acquisitions and enable business growth?

- What are the challenges and pitfalls to avoid when implementing and driving a people analytics strategy?

SESSION #4

Global Agility:
The Ability to Keep Moving Forward

How to Drive BUSINESS Agility & Data Literacy in HR to Plan for an Uncertain Future?

- The expectation must be that leadership will take the analyses and forecast changes in the organization and global market and adjust plans and strategy in response. Without the ability to adapt, an organisation will never gain a competitive advantage. We will discuss…

- How organisations are investing in advanced and predictive analytics to identify issues and recommend actionable solutions?

- How to create a culture in which the use of high-value data is used to create agility in leadership styles to mitigate risk and maintain progress toward goals

- How people analytics collaborates and consults with business leaders across the enterprise to co-create scalable solutions to improve employee retention and enhance organisational capabilities

- How do you use reporting and analysis to form connections between prior actions and the resulting outcomes?

- Why in 2020, we understood more than ever, people data and the power of modern, digital workforce technology is critical to ensure HR teams can formulate an effective, agile strategy that drives long-term growth?

Attendees

On-Demand Access