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Our thanks to today’s sponsor: Berry Appleman & Leiden LLP
© 2018 Worldwide ERC®
15th November 2018
Global Workforce Strategy: Monitor, engage and stay compliant in a perfect storm
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© 2018 Worldwide ERC®
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© 2018 Worldwide ERC®
Kelli DuehningSenior CounselBerry Appleman & Leiden LLP
Headshot here, sized to placeholder.
Today’s Presenters
Larry DrummPartnerBerry Appleman & Leiden LLP
Headshot here, sized to placeholder.
Emily KingPartner, ImmigrationDeloitte
Headshot here, sized to placeholder.
Today’s Presenters
George ChristofidesPartner, Global WorkforceDeloitte
Headshot here, sized to placeholder.
Today’s Presenters
Andy RobbPartner, Global WorkforceDeloitte
Headshot here, sized to placeholder.
© 2018 Worldwide ERC®
Our agenda for today
Part 1: The perfect storm?• Global Workforce
trends and insights• Challenges in the
legislative environment
Part 2: Strategies to gain a competitive advantage:• Central oversight and
governance• Humanizing the
employee experience• Digitalization
3. Signs of change:• Talent attraction• Regulatory change and
dispensations
© 2018 Worldwide ERC®
The perfect storm?
Globalization
Agile and mobile
workforce
Tax, Social Security &
Payroll compliance
Immigration controls
War for talent
Cost pressures
Uncertain political
environment
Diverse & Multicultural
workforce
Polling question
How well equipped is your program to manage in the current complex global talent and compliance landscape?
1. Fully equipped2. We are getting there3. Somewhat4. Not at all
© 2018 Worldwide ERC®
Rate of change
Time
Technology
Individuals
Businesses
Public policy and legislation
Rate
of c
hang
e
© 2018 Worldwide ERC®
More move types and more move locations mean increased complexity
Movelocations
Developed to Developed Developed to Developing Global
Move types
Now and future
Flexpat
Mobility of the future
Remote working
Virtual roles
Contingent workers
2010s
Business traveler
Domestic relocation
International new hire2000s
International transfer
Rotator
Globalist
Commuter
1990s
Long term
Short term
G
© 2018 Worldwide ERC®
Mobility continues to be seen as a key business and talent enabler with increasing scope
Unchanged from 2017
68% of organizations agree that “a mobile
Workforce is an enabler of business and talent
strategies.”
What is in scope for mobility programs?
Attract and retain top talent
Develop a global mind-set within the organization
Develop future leaders
Overseas (Expansion)
Project staffing
45%
37%
45%
25%
21%
20182
21%
18%
21%
14%
11%
20171
© 2018 Worldwide ERC®
However, there are many barriers to mobility, and many organizations still have a long way to go
1 2017 Human Capital Trends Survey2 2018 Human Capital Trends Survey
What do Business and HR Leaders see as the barrier to mobility?
Employee willingness
to move
Lack of structured
internal talent management
program
Availability of the right
employees for international assignments
Legislative requirements
Cost of moving employees
internationally
36% 33% 30% 24%33%
2018
2
18% 16% 20% 18%19%
2017
1
5% ofparticipants believe they are ‘world-class’ in global deployments Up from 3% in 2017
© 2018 Worldwide ERC®
Legislative barriers: Global themes and trends
Restrictive/ProtectionistRestrictive immigration agenda with rationale of protecting resident labour force e.g. in Trump’s US and in UK.
BrexitThis is not the focus of today’s session, but will have a profound effect on the global market for talent adjusts.
Refugees ImpactsVenezuela’s inflation crisis has destabilized region, as Mediterranean refugees challenge Europe.
LiberalizationCountries such as South Africa review welcome the investment and positive economic impact of migration. EU seeks harmonised approach.
Government processingVisa processing timelines and resource constraints.
© 2018 Worldwide ERC®
US Perspective: Trump Administration Priorities
The “Wall”
Buy American, Hire American (BAHA)
Extreme Vetting
“Rigorously Enforce and Administer Immigration Law”
© 2018 Worldwide ERC®
US Perspective: Trump Administration Policy Changes/Tools
Adjudication• Administrative slowdown
(mandatory interviews)• Increase paperwork
(Requests for Evidence)• Tighter eligibility standards
(scrutiny of wage levels)• Increased fees (higher cost
if third-party placement)
Enforcement • Government site visits of
employers• DOJ anti-discrimination
(MOUs between agencies)• Wage and Hour audits
(potential debarment penalties)
• Criminal investigations
Traditional Tools• Rescind H-4 spousal work
authorization regulation• Rescind/modify Optional
Practical Training regulation for foreign grads
• Release information about use of consulting companies
Strategies to gain a competitive advantage:
Theme #1 Central program oversight and governance
© 2018 Worldwide ERC®
Creating global platforms with global oversight to respond with speed
Policy
Technology
Reporting
Program leadership
Vendors
Global or regional team (s)
Vendor Vendor Vendor
Limited / manual Reporting
Package
Program leadership
Tool
Package Package
Tool Tool Tool
Team
Ad hoc Consistent global platform
Enterpriseplatform
Enterprise platforms
Leadership
Policy
People
Technology
Reporting
Vendors
Previous Now Future
Theme #2 Humanizing the experience
© 2018 Worldwide ERC®
Employee landscape
Source:1. 2018 Deloitte Future of Mobility Survey 2. 2017 Deloitte Global Human Capital Trends Report
© 2018 Worldwide ERC®
US: Just one example of factors impacting the employee experience
Definition of Specialty Occupation Regulation says a degree in specialty occupation must be “common”
in industry or “normally” required by the employer or as an entry into profession
USCIS denying H-1B petitions on basis that degree is not alwaysrequired
Deference to Prior Decisions Long-standing policy was that the government decisions should not be
arbitrary and adjudicators should reach the same decision based on the same facts
USCIS rescinded the policy so that any adjudicators – at any time –can deny a request to extend status without explaining why the prior approval was incorrect.
50%of H-1B filings are deemed
not approvable by the government when filed
6 TIMESThe likelihood that an H-1B
petition will be denied under President Trump
The Trump administration has made headway in bureaucratically reducing the number of foreign
guest workers imported to the U.S. to take American jobs. – Stephen Miller, Breitbart
Interview, May 2018
Delivery structure of operations, technology and external vendors
WellbeingEmployee resilience, and focus outside of work life
Financial WelfareRewards, benefits and other support provided to the employee
EngagementCommunication, on-boarding integration and career progression
Engagement
Humanizing the experience
EXAMPLES: - Simplified, suite of communication tools, centred around the
employee including digital media-Access to self-service / knowledge for immigration for instance to
manage expectations in setting start/transfer dates
EXAMPLES: Integrated vendor eco-system
Theme #3 Digitalization
© 2018 Worldwide ERC®
Mobility for the future
F R O M … T O …
Managing risk
Transactional
Relationship-based decisions
Reactive
One size fits all
Creating human value
Strategic
Insight-based decisions
Predictive
Personalized
Digital Platforms
Digital Accelerators
Human-Centric Design
Innovative technologies that
enhance “moments that matter”
Infrastructure solutions that integrate with
existing technology
© 2018 Worldwide ERC®
Digital platform with digital accelerators
RPA
Digital Talent Sourcing
Digital Talent Sourcing
Analytics & Insights
Assess immigration requirements and processing times
Digital knowledge
content Digital assistant
Automation Collaboration Tools Reporting & data analytics
42% believe that AI will be widely
deployed in in the next 3-5 years
71% believe new communications
tools improve their personal productivity
70% are in the midst of major projects to analyze and
integrate data into decision making
• The opportunity to save time• Manage costs
• And free up time to be more strategic
• Offer an array of flexible mobility types• A connected ecosystem of stakeholders
• Personalized just-in time communications
• Company-wide insight to the global footprint• Monitor employees working overseas
• Identify foreign nationals• Containment of cost through foresightful insights
Signs of change?
Signs of change?
© 2018 Worldwide ERC®
Legislative dispensations
Company / city based talent
attraction initiatives
Digitalization of applications
Adapting the workplace for future prosperity
© 2018 Worldwide ERC®
Three options for policymakers, educators and businesses to consider. It Is likely that a combination of all three strategies will be required
Accelerate the implementation of existing and new technology to increase labour productivity and create better paying, better quality jobs for workers
Policymakers, educators and
businesses
Upskill and reskill workers to fill vacancies
Continue to retain and admit migrationin a controlled manner
Closing comments….where to start?
© 2018 Worldwide ERC®
1Transform risk andcompliance management
Reevaluate how you managerisk through upstreamcompliance and central oversight
2Create an irresistible employeeexperience
Digitize for a personalizedexperience and focus on strategicconnections
3Establish data-driven reporting and insights into your program
Enhance quality of reporting and decision making to monitor and access data with speed
To navigate the perfect storm….
Moving from platforms to enterprise wide
Thank you for attending! Visit the Worldwide ERC® web site at www.worldwideERC.org, or contact
Worldwide ERC® for more information on these topics. +1.703.842.3400
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