Today’s blog post is by 10Eighty CEO and Founder Michael Moran. He has a passion for helping people maximise their potential and believes everyone should have job satisfaction and a successful career and helps organisations design jobs and career paths that maximise employee engagement.
Globalisation leads to overall benefits for growth and employment, but it can also cost some jobs, and it’s important that transnational organisations develop programmes to help these workers to explore new and different opportunities.
The march of globalisation means more organisations need to develop the effective capability to locate, source and manage human resources anywhere in the world and enable their organisations to manage the wide range of options associated with global resourcing.
HR is working with an ever more diverse and global workforce and it is a challenge to ensure that HR professionals have available to them HR processes that are robust enough to operate across cultures and diverse labour markets. Employees in career transition programmes need programmes that enable them either to remain in employment or find a new job quickly; this should comprise of counselling, job search advice, technical resources, appropriate training and entrepreneurial support.
Increasingly, workers suffer job insecurity and the life-long job guarantee has disappeared. Responsible organisations provide career transition programmes for displaced workers to improve their chances of finding new and better jobs, the emphasis being on protecting and empowering people, helping them move on, set up new businesses, acquire new skills, and rethink their career management planning. This, of course, is very different from trying to protect jobs. The life cycle for technical skills is getting shorter and shorter; any specialisation in technical knowledge will not last a career span. In times of bankruptcy, downsizing, mergers, outsourcing, and off-shoring, businesses frequently offer outplacement assistance, but rarely career re-training.
The rapid pace of change and globalisation alongside shareholder pressure to perform mean that organisations may have to make difficult decisions regarding employees but the impact is not limited to departing employees. Those employees left behind are also affected and, if redundancy is badly handled, the effect upon an organisation can be serious.
It is vital to handle displaced workers professionally, not just for the individual but for the reputation of the organisation and the motivation of those left behind. Outplacement services can be used to protect the organisation’s image and brand from adverse publicity that sometimes arise from staff lay-offs and the potential for former staff to criticise the organisation.
Managing effectively across multiple cultures is one of the toughest tasks facing HR professionals in transnational organisations. Creating structures to identify and deal with specific cultural problems an organisation may face and processes to deal with HR administration in a multi-domain structure is a necessity in the modern workplace.
The GOA helps individuals make successful career transitions. GOA works with organisations to ensure they manage change, maintaining their employer brand at the same time helping their employees’ maximise their potential.
This year’s GOA conference was held last week in Louisville at which 15 participating members came together to share best practice in outplacement.