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*Note: this presentation cannot be copied or shared without prior permission of the author. For questions about this presentation contact anna123567@yahoo.com

• Business review against objectives and corrective actions as needed

• Year-End Business performance review Focus On Results

• Short-term Business plan/ business objectives/targets

•Corporate vision

•Mission

•Long-term plan review

On

-go

ing

Co

mm

un

icat

ion

, Tea

mw

ork

, Mo

bili

ty

(G

lob

al, R

egio

nal

, Lo

cal)

G

lob

al Mergers &

Acq

uisitio

ns, Tech

no

logy A

dap

tation

, Info

rmatio

n

Man

agemen

t, Regu

latory C

han

ges Employees Customers Global Community Innovation Environment

Voice of employees, customers, suppliers

around the globe

• Year-end audits,

assessments • •Quarterly progress check •Focus on results

• Global Talent Strategy and HR Plan development •Quarterly progress check

•Global employee development •Quarterly progress check •Continuous learning

• Global talent objective setting process •Quarterly progress check

*Note: this presentation cannot be copied or shared without prior permission of the author. For questions about this presentation contact anna123567@yahoo.com

Global & local communities

Social Media communities

Supply & Demand (Skilled Talent)

Cost Pressures

Automation, Innovation, mergers & acquisitions, continuous learning

Change is everywhere

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These critical skills align with the natural strengths of globally mobile international

professionals

Strengths Weaknesses Global experience Sometimes English language skills

Often advance credentials Sometimes understanding of culture

Can bring different point of view

Opportunities Threats Opportunities to learn language and culture Not being able to assimilate

Not being accepted

*Note: there may also be immigration and visa considerations

Do you know your strengths? Mentorship and continuing education can assist during transition

Not every job is a match for everyone…

Successful Hire Unsuccessful Hire

Extensive pre-hire work on job

description, expectations, etc.

Internal misalignment on duties and success

factors

Single boss, clarity of expectations Multiple bosses, unclear direction

Specific internal mentors and go to people

identified for each key area

No clear mentorship

Assessed during interviews and measured

after hire on the same skill set

Assessed for one skill set during the interviews,

measured on another

Successful Hire Unsuccessful Hire

Invested in proper orientation and on-

boarding

Declared great hire before started

Extensive Mentorship and follow up during

initial period

Introduced as high potential before displaying any

work

360 feedback process in place Feedback discussed behind closed doors and not

provided to employee

Training in place to improve on specific

competencies

Disciplinary actions in place if does not

demonstrate success

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Technical Skills

Competencies are still important

Consistent Self-Education and Growth

Good support circle (mentors, colleagues, etc.)

Keys

to

Su

cces

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We are so different…

PAST FUTURE

We work together and embrace our

differences because they

make us better!

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H-1B

O-1

H-3

E

L-1

TN

F-1 J-1

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Employer Employee

Bersin by Deloitte Supporting the Success of Skilled Immigrants:

The-Bold-New-World-of-Talent--Predictions-for-2016 Millennial Survey - Winning over the next generation of leaders

WES-Integrate-Skilled-Immigrants-Into-Workforce

Society for Human Resources Management Online & Continuing Education

Louisville SHRM: Bridging The Talent Gap Survey http://www.skillsoft.com/

SHRM.org/hrdisciplines/global/articles/ http://www.newhorizons.com/

http://pages.sullivan.edu/dalecarnegie/certificates/ http://www.wgu.edu/

Association for Talent Development

https://www.td.org/

2015/Global-Trends-in-Talent-Development

Worldatwork

Mercer Reports: https://www.worldatwork.org/home/html/home.jsp

Mercer: Workforce & Careers - Talent Mobility Mercer Global Talent HR Trends Infographic

Employer Employee

Immigration Resources: Understanding your Strengths:

http://immigration.dinsmore.com/resources Strengthsfinder_2.0

Standout-2.0

USCIS - Hiring International students + STEM Extension

USCIS-Hiring-STEM-students Local Connections & Leadership Opportunities

USCIS-International_Students-Optional-Practical-Training Greater_Louisville_International_Professionals

New2Lou

For a Deeper Dive Leadership_Louisville

http://ilw.com/ NSHMBA/Prospanica Louisville

https://www.uscis.gov/ Insider 502

Kentuckiana-Dale-Carnegie

Hiring Refugees (no sponsorship required!) Regional Colleges & Universities

KY Refugee Ministries Antigona Mehani

In 2013, the Louisville/Jefferson County Metropolitan Area was comprised of seven counties in Kentucky (Bullitt, Henry, Jefferson,

Oldham, Shelby, Spencer, and Trimble) and five counties in

southern Indiana (Clark, Floyd, Harrison, Scott, and Washington).

Stand-out characteristics: • Skew Towards Young

• Younger than US-born Louisvillians

• Younger than US-wide immigrant population

• Less Citizenship Less likely to be citizens vs. national average

• Better English Skills! Nearly ¾ of foreign-born speak English “Well” or “Very Well” vs. 49.2% nationwide

Chart provided by Greater Louisville Project

Source: Deloitte Millennial Survey

Source: Deloitte Millennial Survey

Source: Mercer Global Talent Trends

Source: Mercer Global Talent Trends

Source: Mercer Global Talent Trends

Diversity, Inclusion and Performance