Podcasts about talent mobility

In this eye-opening episode of Ecosystemic Futures, hosts Marco Annunziata and Vikram Shyam welcome Dr. Giulia Ajmone Marsan, Head of Startups and Inclusion, at the Economic Research Institute for ASEAN and East Asia. Dr. Marsan challenges conventional wisdom about innovation with complex data. In just 20 years, the global share of patenting activity from OECD countries has dropped dramatically by 20 percentage points, signaling a significant shift in the geography of innovation.The conversation highlights how emerging markets are becoming powerful engines of innovation. Dr. Marsan provides fascinating examples of innovation born from necessity, including Southeast Asian fintech "super apps" that have brought banking to millions of previously unbanked individuals, Estonia's digital government revolution built from scratch after the collapse of the Soviet Union, and Brazil's central bank-led open banking policy that has sparked a fintech transformation.Dr. Marsan explains how the absence of legacy infrastructure often becomes an advantage, allowing emerging economies to leapfrog directly to cutting-edge solutions. She discusses the phenomenon of "Silicon Bali," where digital nomads are transforming tourism-dependent economies into knowledge hubs. She examines how talent mobility, diaspora connections, and targeted visa programs are reshaping global innovation ecosystems. The conversation also addresses the critical balance between opportunity and inequality, exploring how innovation can advance sustainable development goals while requiring thoughtful policy to ensure benefits are widely shared.Highlights• Shifting Innovation Geography: Patent activity from OECD countries dropped 20 percentage points in just two decades, with innovation hotspots emerging across Southeast Asia, India, Brazil, and Africa • Financial Inclusion Revolution: How Southeast Asian super apps evolved from retail platforms to provide e-wallets, microloans, and microinsurance to previously unbanked populations • The Leapfrog Advantage: Countries without legacy infrastructure (like Estonia after the Soviet collapse) can build more innovative systems from scratch • Talent Mobility as Catalyst: The rise of "Silicon Bali" and how entrepreneurship visas and digital nomad programs are reshaping local economies• Digital Public Infrastructure: India's and Brazil's government-led innovation initiatives that created open platforms for entrepreneurial growthGuest: Dr. Giulia Ajmone Marsan, Head of Startups and Inclusion of the Economic Research Institute for ASEAN and East AsiaHosts: Vikram Shyam, Lead Futurist, NASA Glenn Research CenterMarco Annunziata, Co-Founder, Annunziata + Desai PartnersSeries Hosts: Vikram Shyam, Lead Futurist, NASA Glenn Research CenterDyan Finkhousen, Founder & CEO, Shoshin Works

Estás a pensar mudar de carreira ou setor, mas não sabes por onde começar?

Vidya Krishnan, Chief Learning Officer at Ericsson, combines her engineering experience, systems thinking, and love of learning to connect core upskilling with corporate strategy. For Vidya, learning at the speed of technology development requires a learning mindset and future-focused dynamic approach to jobs and skills. Vidya explains how a project marketplace enables internal talent mobility: redesigning work with a skills-focus; facilitating evolution to ‘resource fluidity'; and allowing organic shifts into emerging areas as employees gravitate towards where work is flowing. Vidya recommends stability management with change management.     TAKEAWAYS   [02:06] Vidya studies electrical engineering influenced by her family's engineering legacy.   [03:16] Deeply admiring engineering and loving learning, Vidya admits she had ‘will before skill'.   [04:14] Vidya promotes internships: good summertime feedback boosts her while some college studies challenge.   [05:07] For personal reasons Vidya leaves AT&T joining Nortel (acquired by Ericsson) in Dallas.   [06:19] Always an engineer, now focused on people's experiences in L&D, Vidya loves teaching.   [08:24] Learning is as the heart of every transformation for Vidya's team and workplace.   [09:19] Learning even more from failure, by addressing both shame and ignorance after mistakes.   [11:11] Technology and people are inherently upgradable—ongoing learning at a tech company.   [12:34] How engineers need "power skills" like storytelling and managing stakeholders.   [14:05] Looking creatively to other industries, like aviation, to solve engineering challenges.   [16:49] Vidya has a double life for three years learning and networking at learning conferences.   [18:54] Managers want her to advance in engineering, but Vidya is determined to change field.   [19:45] Vidya overcomes self-doubt and family concerns while transitioning her career.   [21:15] After three years, Vidya transitions horizontally into technical training for customers.   [22:56] Becoming a studio offering digital learning using multimedia and experiential techniques.   [23:41] How to create capabilities that customers will pay for and employees value.   [27:00] Systems thinking to describe work's three dimensions: digital ecosystem, business system, and culture system.   [30:14] A systems vs programmatic approach to work is strategic and natural at a tech company.   [31:20] Skills development is vital and therefore must be connected to company strategy.   [33:21] Constructing a framework where skills are derivative of corporate strategy.   [34:20] Starting with the one skill that is most consequential to the strategy—less is more.   [36:20] Two sets of skills—global critical skills (top down) and job role skills (bottom up).   [37:30] Digitalizing a job architecture starts development of a skills taxonomy.   [38:23] Getting on the skills games board through credentialing and contribution.   [39:13] To be future focused, skills and job roles are digitalized into a relational database.   [40:40] Skills' journey phases: initialize, mobilize, and capitalize advancing with winnable games.   [43:10] "Resource fluidity" is where employees' skills are not confined to their job role—reskill and constantly redeploy.   [44:45] A talent marketplace that is a project marketplace redesigns work to put skills to work.   [47:43] Disaggregating work into projects enables work packages doable outside of people's day jobs—a third space—to develop new skills.   [50:30] Enabling employees to gravitate towards emerging areas from eroding areas.   [51:35] The hypothesis that progressive career reinvention at scale will pay for itself.   [52:25] A project marketplace creates capability and expands capacity.   [54:50] Partnership is the new leadership, and co-creation and co-ownership are key to execution.   [56:10] Stability management needs to accompany change management.   [57:16] How business cross-functionality can allow varied thinking and ‘wicked' problem solving.   [58:13] Project marketplace decouples work from many traditional boundaries.   [01:00:21] IMMEDIATE ACTION TIP: Start now. Start small with one critical skill. Connect it to strategy, which is done systematically.     RESOURCES   Vidya Krishnan on LinkedIn Ericsson.com Books mentioned: Range by David Epstein The Problem with Change by Ashley Goodall Reinventing Organizations by Frederic Lalou     QUOTES (edited)   “If we give people the opportunity to put their skills to work, this is actually very healthy for the company because we are organically self-shaping away from eroding areas into emerging areas …people naturally gravitating to where the work is flowing.”   “You have a dynamic platform that's digitalized for jobs and skills to stay in lockstep with industry evolution: what's emerging, what's eroding, and for that stuff to easily automatically flow through every other system in the company where people are making decisions about who to hire, how to evolve their career, how to specify the requirements for this requisition, what job roles need to go out the window, what new job roles need to be introduced.”   “How do you put learning in the flow of work and work in the flow of learning so that it's happening to people experientially?”   “Work has three dimensions: there's an ecosystem, a business system and a culture system.”   “The logic was that if things that are vital should be systematic rather than programmatic so that they happen no matter what, because that's what vital things should do. And then you fundamentally believe that skills are vital, as I do, because they are what connect strategy to execution. So if you believe that, then it follows you must take a systematic approach.”   “Strategy without skills is a daydream. Skills and execution without strategy is a nightmare.”   “Capabilities are what create execution of the strategy.” “It's a means to an end. What's the end? It's to execute strategy. Therefore, it has to be systematically connected to strategy.”   “Partnership is a new leadership and co creation and co ownership is actually the key to execution, which is not clean and it may be a little bit messy.”

This week co-host Mark Edgar connects with future of work expert, author and consultant Edie Goldberg to talk about a range of topics including dealing with the politization of work and her hope for the introduction of AI in to the workplace.Edie is author of The Inside Gig – the first playbook written on how to introduce a talent marketplace. She shares insights from her experience leaving Mark reinvigorated to consider introducing a talent marketplace at Wajax!You can learn more about Edie's work here:http://www.elgoldberg.com/about-usJoin our communityIf you're interested in being part of these conversations, consider joining our foHRsight+ community. You can learn more here.Quick reminderDon't forget to sign up for our weekly newsletter foHRsight at www.futurefoHRward.com/subscribe.Follow us on LinkedIn:Mark - www.linkedin.com/in/markedgarhr/ Naomi - www.linkedin.com/in/naomititlemancolla/future foHRward - www.linkedin.com/company/future-fohrward/ And on Instagram - www.instagram.com/futurefohrward/foHRsight+ is a private digitally-powered community for forward thinking senior HR leaders committed to making work better. Click here to express interest in joining– we are welcoming new members in our Fall CHRO and VP+ HRBP & Talent cohorts until November 15th! Support the show

Co vše souvisí s pracovní relokací a o jak náročné a rozmanité procesy se jedná? Jaká je v Česku aktuální situace v oblasti talent mobility? Jak je na tom Česko s vyřízením administrativních nezbytností pro zahraniční pracovníky v porovnání s ostatními evrospkými státy? Tyto i mnoho dalších otázek zodpovíme v dnešním rozhovoru. Tomáš Petyovský a Miroslav Mejtský jsou spoluzakladatelé firmy Petyovský & Partners, která je předním poskytovatelem služeb v oblasti talent mobility pro korporátní klienty, přesněji jde o relokační a imigrační služby, stejně jako daňové poradenství. Dnes jejich tým tvoří téměř padesátka kolegů, kteří pracují na pobočkách v Praze a v Brně.

This week on The GTM Kickback, Kyle Rogers and I will be sat down, on LinkedIn Live, to chat about the new FTC Ban on Non-Competes across the US, and our thoughts on how this is going to effect the mobility of sales talent and GTM teams across the market. It's going to vastly change the ability of talent to work across competitive markets, technologies, and businesses - and if you're not accounting for this in your sales recruitment and retention plans, you're going to be putting yourself at a disadvantage.

In today's episode Anthony breaks down 2 ways organizations can use internal mobility more thoughtfully!

In this episode of the HR Leaders Podcast, I'm joined by Erica Keswin, Wall Street Journal Best Selling Author, to shed new light on employee engagement in today's diverse workplace.

Welcome to Life in the Leadership Lane where I am talking to leaders making a difference in the workplace and in our communities. How did they get to where they are and what are they doing to stay there! Buckle up and get ready to accelerate in the Leadership Lane! How did Ashli get started in her career? What led her to the world of Leadership and Talent Mobility? What does Ashli share about mentors that have inspired her journey? When did Ashli “find her lane” in her career? What lessons does Ashli share about “curiosity”? What does Ashli share about “making mistakes”? What does Ashli share about WERC and what's ahead? What does Ashli share about hiring for Aptitude and Attitude? What “breaking news” does Ashli share on the podcast? What does Ashli share about the defining success”? What advice does Ashli share to help us in our every day? …and more as we spend “Time to Accelerate” with a few more questions. Interview resources: Favorite quote(s) from Ashli: “I'm really proud of my mistakes. If you don't make mistakes, then you're not really trying to grow.” You can teach technical knowledge to anyone that has aptitude and attitude when their heart is in the right place.” Connect with  Ashli on LinkedIn Learn more about WERC Ashli's Book Recommendation Unreasonable Hospitality Check out Bruce's books Life in the Leadership Lane; Moving Leaders to Inspire and Change the Workplace Find Your Lane; Change your GPS, Change your Career (“Book Authority” Best Books) Milemarkers; A 5 Year Journey …helping you record daily highlights to keep you on track. Drive With Purpose: Move Your Career from Success to Significance *COMING February 2024 Subscribe to Bruce's Blog “Move to Inspire” Connect with Bruce on LinkedIn Connect with Bruce on Twitter Connect with Bruce on Instagram Connect with Bruce on Facebook Get relocation support for your next household goods or commercial office move across the US by reaching out to Bruce at bwaller@goarmstrong.com or visit The Armstrong Company

Erica Keswin, author of three WSJ best-sellers, workplace strategist, and podcast host, joined us on The Modern People Leader. This episode was recorded at O.C. Tanner's Influence Greatness. She shared why we should be elevating and celebrating managers, examples of companies that are nailing onboarding, how to connect new hires to purpose as quickly as possible, and why talent mobility is so important. ---- This episode was brought to you by Pyn. Get access to their FREE Employee Journey Designer ⁠here⁠. ---- (0:40) Good news stories (3:43) Where the idea for Retention Revolution came from (6:23) Erica's writing process (10:19) The science and stories of connection at work (12:43) Managers are having a moment so we need to elevate and celebrate them (14:55) Onboarding, onboarding, onboarding: start as you mean to go on (19:56) Managers are overburdened and undertrained (23:47) Being a human professional is not an oxymoron (27:34) Examples of how to connect new hires to purpose as quickly as possible (29:39) Talent Mobility: from ladders to lily pads (35:09) Higher “Churnover” is good (37:06) Smart companies know how to get positive return out of employee churn (40:20) Say goodbye to the lifestyles of the rich and flexible and hello to the flex for all (42:55) The single biggest challenge Modern People Leaders are facing today (43:30) Finding the sweet spot between tech and connect ----

In our latest episode, I sit down with the incredible Matthew Daniel, a luminary in talent strategy and career development at Guild, to unpack his rich journey within L&D. Here's what you'll gain from tuning in: 1️⃣ Career Trajectory Insights: Discover Matthew's evolution from retail assistant to a champion of career mobility, and get inspired by the strategic pivots that can lead to personal growth and professional achievement. 2️⃣ Navigating Career Mobility: Learn about the multifaceted nature of career mobility and how it extends beyond individual effort into systemic change within organizations. A must-listen for anyone facing or facilitating career transitions! 3️⃣ Building Durable Skills: Matthew sheds light on the importance of cultivating skills that withstand the test of time, offering a guide to balancing the development of both perishable and durable competencies in a fast-evolving landscape. 4️⃣ Strategy Alignment for L&D Professionals: Gain insights on aligning employee skills development with business needs, ensuring that learning outcomes translate into career advancement and organizational growth. Matthew's wisdom is a treasure trove for any L&D professional looking to scale new heights

Dr. Bev Kaye is recognized, internationally, as one of the most knowledgeable and practical professionals in the areas of career development and employee engagement/retention. She has won five lifetime achievement awards for her work and, today, we have the pleasure of talking to her about:- Talent mobility- The importance of unpacking and anchoring experiences- Acknowledging and learning from mistakes- How to facilitate safety and growth, as a leader- Why external validation can be lackingAs Bev shares and T.S. Eliot said, "The sad thing is to have the experience and miss the meaning." Slow down and listen to this episode. You won't be sorry!---Dr. Beverly Kaye is recognized internationally as one of the most knowledgeable and practical professionals in the areas of career development and employee engagement/retention. Her contribution to the field of engagement and retention includes the Wall Street Journal bestseller, Love ‘Em or Lose ‘Em: Getting Good People to Stay, which is now in its 6th edition. Her recent books in the career development field include Up is Not the Only Way and Help Them Grow or Watch Them Go, which provided overwhelmed managers with a way to blend career conversations into their everyday routines. In 2018, ATD honored Beverly Kaye with their Lifetime Achievement Award recognizing "her advanced knowledge and extensive practice across the talent development field." In 2018, ISA awarded Dr. Kaye their Thought Leadership Award for her body of work in the support of work-related learning and performance. In 2019, IMS awarded Dr. Beverly Kaye its Lifetime Achievement Award for her contributions to the field of career development and employee engagement. In 2019, the Best Practice Institute awarded Beverly Kaye with the Lifetime Achievement Award based on her significant contributions as a founder of the field of career development. In 2022, i4CP awarded Beverly Kaye their 2022 Industry Legend Award in appreciation of her outstanding contributions and commitment to the field of human resources and leadership.To learn more about Bev and her work visit bevkaye.com or connect with her on LinkedIn.

In this episode of the HR Leaders Podcast, I'm joined by Prince Abraham, Vice President and Global Head - Rewards Development and Mobility at Novo Nordisk.We discussed how Novo Nordisk is reimagining talent mobility and moving away from traditional relocation to more flexible, employee-focused approaches.

Robert Brezosky is a highly experienced Global Human Resources Executive with a successful record of transformational leadership across multiple areas of HR - including HR Operations, Talent Mobility, Early Career Development Programs, Recruiting, and HR Teams, in large multinational organizations, including PwC, The Walt Disney Company, and most recently Netflix. Robert is considered a Visionary Leader who sees possibilities, reimagines the future, and generates excitement and buy-in for a new vision at all levels. In all of Robert's leadership roles, he's built and inspired high-performing teams - he accomplishes this using the approach of “individualization” which means he takes the time to understand and invest in making each team member successful, ultimately enabling his team to perform beyond what was ever imagined. Robert is as committed to his own development as he is to that of his team's development. He's always looking for new ways to contribute to an organization, especially when that involves seeking new and exciting challenges. For example, in January of 2022 with COVID cases surging and Amsterdam on lockdown, Robert packed up and moved there for a one-year assignment to lead HR Operations for Netflix's EMEA region where he quickly set a vision, built a team, and formed trusting relationships to evolve and grow the function. Robert is a master at building relationships, bringing a unique level of candor and authenticity to every interaction, ultimately advancing and accelerating desired business outcomes. One of the things that truly sets Robert apart as a leader is his unique ability to balance empathy with the needs of the business, bringing just the right balance of business acumen and a human element connection to every interaction.Robert is a huge dog lover, and outside of work he is actively engaged in supporting an LA-based dog rescue that he recently helped to establish, known as “Hope for China Dogs Rescue.” His favorite creative outlets are baking, cooking, and hosting parties for friends & family. And, his favorite way to foster a healthy state of mind and body is through regularly hiking some of the beautiful LA trails.email address - ctcadc@gmail.comIn each episode, Jeff and Eric will talk about what emotional intelligence, or understanding your emotions, can do for you in your daily and work life. For more information, contact Eric or Jeff at info@spiritofeq.com, or go to their website, Spirit of EQ.You can follow The Spirit of EQ Podcast on Apple Podcasts, Android, or on your favorite podcast player.New episodes are available on the 2nd and 4th Mondays every month!Please review our podcast on iTunes. Click on the link for an easy, step-by-step tutorial.Music from Uppbeathttps://uppbeat.io/t/roo-walker/deeperLicense code: LB1BTATHVF4VIFGQSpirit of EQ

Guest: Mike Bollinger, Global Vice President of Strategic Initiatives for Cornerstone In today's competitive workforce, companies are scrambling to retain, reskill and remobilize their employees to meet new demands for growth and transformation. At the same time, employees are eager to grow in their careers and are yearning for more development opportunities. So how can HR leaders meet in the middle, accomplish both the goals of their business and their workforce, and ultimately double down on their talent development in 2023? In this latest episode of the HR Works Podcast, Cornerstone's Mike Bollinger (Global VP of Strategic Initiatives) returns to help us answer this million-dollar question by taking a closer look at findings from the 2023 Talent Mobility Study, released by the Cornerstone People Research Lab and Lighthouse Research & Advisory. Listen as Mike shares valuable insight from this latest survey and helps provide HR leaders with tools to help meet the pressing need for transparent growth opportunities in their workforce.

Speakers: Katie Ballantyne, VP, Global Learning Strategy & Innovation, Cornerstone

Although layoffs and job losses come to mind for many people when they hear ‘restructuring,' it's time to reconsider how we think about workforce restructuring. This week on the Talent Experience Podcast, we were joined by Jennifer Dole, Director and Principal Analyst at 3Sixty Insights, to discuss the many forms of workforce restructuring, the future of work, succession planning, and so much more. Listen to this valuable episode with Jennifer Dole and host Rhonda Taylor! Connect with Jennifer through her LinkedIn, her website, or Twitter @valuedole, and for more insightful conversations visit www.talentexperiencepodcast.com. We hope you enjoy this episode of the Talent Experience Podcast!

On this episode of the Talent Experience Podcast we have a returning guest, Bill Boorman, Founder of tru. Together with host Rhonda Taylor, Bill discusses the current workforce challenges including a job-full recession, skills-based hiring, and changing the way we view turnover. If you're curious what HR trends are forecasted to be prominent in 2023, this episode is for you! Connect with Bill through his LinkedIn or Twitter @BillBoorman, and for more insightful conversations visit www.talentexperiencepodcast.com. We hope you enjoy this episode of the Talent Experience Podcast!

In this week's episode of the podcast, LJ & Rob sit down with Tracey Parsons, CEO & Co-Founder of WORQDRIVE. WORQDRIVE is all about Talent mobility & redeployment. WORQDRIVE is a much-needed tool in the World of Work today so we are excited to highlight for our audience. Especially with all the layoffs in the last six months and the Great Resignation, so for this one, we went all in. The trio talks about: why talent should own their career path, not their managers the barrier to internal employee mobility mobility is considerable for hourly employees as well as salaried Here are Tracey's biggest takeaways for you: Employees don't want to leave; you made it too hard to stay!(94% want to stay) Control is an illusion that leaders have. Mobility is for everyone: line worker to C-Suite This episode is brought to you by Kyloe Partners & Leap Consulting Solutions. Please remember to rate, review & share the episode wherever you tune in. And if you want access to exclusive workshops and content, register for our newsletter at www.yoepodcast.com

Today's episode of The Talent Development Hot Seat features Matthew Daniel. For nearly 20 years, Matthew has consulted on talent development, talent management, and HR technology strategies for Fortune 500s, including companies like Nike, Boston Consulting Group, Capital One, Chipotle, Allstate, Cigna Healthcare, Microsoft, Walmart, and General Motors. He currently serves as Principal of Talent Strategy and Mobility at Guild Education, where he researches and consults on the intersection of skills, pathways, mobility, and equity in the workforce. Matthew speaks at industry events with Chief HR Officers, Chief Learning Officers, and Chief Diversity Officers, both inspiring and challenging his field. Matthew is regularly published in industry outlets like TD Magazine, CLO, Talent Management, CTDO, and Training Magazine.Serving as a member of the Talent Management, Culture, and Diversity Subcommittee of the Defense Business Board, Matthew advises the Secretary of Defense and other Pentagon leaders on the latest in talent practices.In this episode, you'll hear:Matthew Daniel's background, what led him to talent development, and why he's so passionate about making generational impacts.The number-one reason people left their jobs in 2021 and what employees are looking for in today's job market.Why opportunities in talent development have often been offered to exempt-status employees and the challenges preventing more talent mobility.How career coaching within an organization could bring benefits to an organization internally, and the role education plays in talent mobility.The skills-based hiring movement and why Matthew is so excited about that trend.Connect with Andy Storch here:WebsiteLinkedInJoin us in the Talent Development Think Tank Community!Talent Development Think Tank ConferenceConnect with Matthew Daniel:LinkedInGuild EducationGive and Take bookMentioned in this episode:Think Tank conferenceGet your tickets now for the Talent Development Think Tank Conference https://tdtt.us/conference/

Building a workforce is one thing, but ensuring that that workforce is engaged and long-lasting is its own challenge. HRO Today's 2022 Top Concerns of CHROs report finds that the number one concern for HR leaders is retention with 74% of respondents in agreement. One way to alleviate that challenge is by empowering employees to build new skills and pave a strong internal career path through a talent mobility program. On the latest HRO Today Educational Podcast, Akash Savdharia, Vice President of Talent Solutions at Bridge, speaks with our own Debbie Bolla about the value of a talent mobility program for retaining a strong workforce. Listen in as Akash offers insights to help you ensure that talent mobility is on the agenda for next year.

When you invest in bettering employee engagement, career pathing, and communication, you will find that talent retention becomes a whole lot easier. Tune into our 58th episode of the Talent Experience Podcast with Lance Haun! Lance is the Vice President of Market Insights at the Starr Conspiracy and is focused on researching technology and its practical implications for organizations and people. Together, Lance Haun and host John Hollon discuss retention vs recruiting, the communication gaps between employees and employers, and the importance of giving people the opportunity to explore. Connect with Lance through his LinkedIn, Twitter @thelance, or at https://lancehaun.com/, and for more insightful conversations visit www.talentexperiencepodcast.com. We hope you enjoy this episode of the Talent Experience Podcast!

Live at the HR Tech 2022 conference, our guest Sarah White, CEO of Aspect 43, speaks with Mark Feffer about what skills *are* and looks at the bigger picture of the whole movement. We would like to extend a warm thank you to our friends at Fuel50 for sponsoring this podcast.

Live at the HR Tech 2022 conference, our guest Sarah White, CEO of Aspect 43, speaks with Mark Feffer about what skills *are* and looks at the bigger picture of the whole movement. We would like to extend a warm thank you to our friends at Fuel50 for sponsoring this podcast.

We speak with Michael Piker, Global DE&I & Reward Director with Flutter Entertainment, a global sports betting, gaming and entertainment company. Currently based in London, Michael has lived and worked in 9 countries, and brings a broad perspective to a range of important issues: Talent Mobility, DE&I, Total Rewards, Executive Compensation, People Analytics, HR Technology…and more. Michael joins an elite cadre of “second timers” – and based on this excellent conversation, we expect we'll soon be coaxing him back for a third time! 

“Aligning employee skills to job title is something that most organizations never get around to” Akash Savdharia In this episode,... The post Episode #95 | Talent Mobility first appeared on GP Strategies Corporation. The post Episode #95 | Talent Mobility appeared first on GP Strategies Corporation.

Although workforce planning has been around for ages, it has taken on a whole new meaning over the past few years. On this episode of the Talent Experience Podcast, we are joined by John Baldino, President of Humareso, to discuss the concept and evolution of workforce planning. Hear how to make a strong impact with your business strategy, why succession planning is important at all levels of an organization, and the significant impact that talent mobility can have in your company. Connect with John through his LinkedIn, Twitter @jbalive, or at https://humareso.com/, and for more insightful conversations visit www.talentexperiencepodcast.com. We hope you enjoy this episode of the Talent Experience Podcast!

Andy welcomes Dr. KimArie Yowell to this week's The Talent Development Hot Seat. KimArie is the Chief People Officer for Rocket Central, a Detroit-based professional services company. She oversees the teams responsible for creating and implementing training initiatives, talent development, and organizational effectiveness strategies. She joined Quicken Loans as a Leadership Coach with over 20 years of experience in client service, sales, and corporate education. KimArie has an intense passion for team member development and helping organizations thrive. She firmly believes that one's ability to effectively lead a team and make an impact rests on their ability to be inclusive, build trust and create a dynamic, high-performing team. KimArie Yowell has received several awards and accolades, including being named one of Michigan Chronicle's Women of Excellence (2020), Savoy Magazine's “Most Influential Women in Corporate America” (2019), and “40 Under 40” by the Michigan Chronicle for her exceptional achievements and community service (2018). She serves on Siena Heights University's Board of Trustees. In this episode, you'll hear: Dr. KimArie Yowell's transition from higher education into talent development and leadership at Rocket Central and why she has a passion for adult learners. Her learning and talent development philosophy and how that impacts her role at Rocket Central. What she does to help implement her learning philosophy and create opportunities for employee growth within the organization. Why Rocket Central has a Thrive Team, Thrive Coaches, how they help employees grow in their careers, and the purpose of Rock  Academy. How removing the financial burden of continuing education has helped remove another barrier to career growth and education and its impact on the Rocket Central team. What an organization can do to create a culture of retention and why demonstration is vital to creating it. Connect with Andy Storch here: https://andystorch.com/ (Website) https://www.linkedin.com/in/andystorch/ (LinkedIn) https://tdtt.us/ (Join us in the Talent Development Think Tank Community)! Connect with Dr. KimArie Yowell: https://www.linkedin.com/in/kimariewhy/ (LinkedIn)

Have you ever felt overwhelmed with work, parenting, and life responsibilities? Today my guest Janna Macik shares her story of finding balance.  Jenna after many years of growing her career in Global Business, HR, Talent Mobility & Immigration in a corporate world, pivoted into career development consulting. In 2020 she founded Advancing Globally, LLC. Leveraging her global mindset, multicultural background, and ability to innovate, she helps professionals gain more clarity and control of their inner state, maximize their God-given talents and advance their careers through leadership strategies. Janna is passionate about helping professionals get to the next level through personal development, empowerment, and growth. Outside of her consulting work, Janna enjoys being present with her family, sharing her faith in Christ, and advocating for children with unique abilities as well as medical freedom.The Kingdom Investor | PodcastTake your generosity to the next level, impact more lives and build a godly legacy! Listen on: Apple Podcasts Spotify Support the show

You know your people WANT to stay… right?! The Great Resignation happened because good talent is restless, and should be. They care a whole lot about a whole lot of things, as they should. They want MORE, and why not? They could have been saved if they thought you were invested in their career. That's the honest truth. 94% of talent say so, according to LinkedIn research. Tracey Parsons created WORQDRIVE because she had a hunch. People want to stay if they think they have a future. This is why most employers are investing in talent mobility solutions. It's your #1 retention tool, and it also creates the workforce agility you need to make smart talent and business decisions when it comes to your people. We unpacked this topic with Tracey! Take a listen to hear us talk SOLUTIONS!

In this episode of The Immigration Conversation, Partner Chad Ellsworth and Rina Montalvo, Head of Talent Mobility, Immigration and Flexible Work Program at Twitter discuss immigration challenges impacting the LGBTQ+ community and share insights for global mobility professionals to help advise and support LGBTQ+ colleagues as part of their immigration programs. 

Taryn Lazroff is a Lead Intelligence Recruiter with Noblis, a non-profit that prides itself on hiring for the company, not the contract. Learn about their Talent Mobility program that focuses on retaining their employees, their $5k external referral program, remote opportunities, and Taryn's learning curve with military lingo.“If you feel yourself getting burnt out, if you feel yourself getting to a point where you're ready for something else, and you don't think you can get it in your current opportunity, let us know. Like I said, we want to retain our top talent, we want you to look for other opportunities within the organization. We retain an insane amount of our employees when a contract ends, and I think it's like 90% of the employees on the contract choose to stay with Noblis, and we're able to re-place them.” For all the links in this episode's show notes, visit: https://clearedjobs.net/noblis-external-referrals-and-hire-for-the-company-not-contract/

In this special episode of the HR Leaders Podcast, we share the first session from our recent Global HR Leaders Summit, where we discussed: Talent in 2022: How to Empower your People, Drive Talent Mobility and Create Workforce Transparency.

This episode features an interview with Ellie Bertani, SVP of HR Transformation & Services at Wells Fargo. With twenty years of cross-sector professional experience in philanthropy, health care, retail, and financial services, Ellie has helped to improve Wells Fargo's HR operating model and implement new ways of working.On today's episode, Ellie discusses HR operational effectiveness , meeting the needs of different generations of employees, and a passion for skills-based programs.--About EllieEllie Bertani is SVP of HR Transformation at Wells Fargo. She is responsible for architecting and implementing HR's target operating model while establishing new ways of working to improve the employee experience. In addition, she leads the Culture COE, charged with driving cultural change across Wells Fargo. With a background in the nonprofit, public, and private sectors, she brings a shared value approach to drive sustainable impact. Ellie joined Wells Fargo in December 2020, after spending eight years at Walmart in a variety of roles in HR, Corporate Affairs, and Finance. In 2020 she was awarded Walmart's highest recognition, the Sam Walton Entrepreneurship Award, for the development of LiveBetterU, the largest educational benefits program in the US, and Walmart's most successful diversity & inclusion program. Ellie received her Master of Public Administration from Harvard's Kennedy School of Government and her MBA from MIT Sloan School of Management. Her professional career has included fifteen years of experience in the nonprofit, public, and private sectors, including positions with the Bill and Melinda Gates Foundation, the U.S. State Department, Third Sector Capital Partners, and Rotary International. She loves comedy, karaoke, and being kept on her toes by her husband and three crazy boys.About Wells FargoWells Fargo & Company (NYSE: WFC) is a diversified, community-based financial services company with $1.9 trillion in assets. Wells Fargo's vision is to satisfy their customers' financial needs and help them succeed financially. Founded in 1852 and headquartered in San Francisco, Wells Fargo provides banking, investment and mortgage products and services, as well as consumer and commercial finance, through 8,050 locations, 13,000 ATMs, the internet (wellsfargo.com) and mobile banking, and has offices in 38 countries and territories to support customers who conduct business in the global economy. With approximately 265,000 team members, Wells Fargo serves one in three households in the United States. Wells Fargo & Company was ranked No. 26 on Fortune's 2018 rankings of America's largest corporations. News, insights and perspectives from Wells Fargo are also available at Wells Fargo Stories. --“You really touched on an area of passion when you started talking about skills and how that can be the building block of how we think about talent going forward and the unit of currency as I like to think about it.” -Ellie Bertani--Show NotesThe Blueprint(1:20) Ellie's role at Wells Fargo(2:32) What opportunities she saw in joining the company(4:00) Most rewarding part of the roleThe Journey(5:09) Measuring success through OKRs and a new talent mobility program(7:23) Navigating change management through strong sponsorship (8:46) Forcing prioritization and trade-off conversations in a complex business (11:11) Building out Wells Fargo's operations function(12:21) Ellie's talent strategy(14:29) Guild Education and Ellie's passion for skills-based programs The Future of Talent(17:51) Meeting the needs of different generations of employees(20:17) Prioritizing data and creating a culture of two-way dialogue (23:02) Engaging with qualitative and quantitative data(24:58) Creating skill-based programs around the business strategy(27:26) The future of hybrid work and skills-based programs(30:21) Parting words: pay attention to culture and leadership--SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.--LinksConnect with Ellie on LinkedInConnect with Sultan on LinkedIn

Did you know the same percentage of employees who quit due to pay also quit for not having career advancement opportunities (63% - Pew Research)? JD sits down with Matthew Daniel - Principle for the Career Mobility Center of Excellence at Guild Education - to talk about what it takes to improve talent mobility on the frontline and create meaningful career and life opportunities for essential workers.  JD also provides a new perspective on the skills gap and why organizations need to focus on prioritizing development opportunity before investing in skills-based talent strategies.   In The Know is brought to you by Axonify, the mobile-first training and communication solution that helps make sure your frontline workforce is ready for anything. To learn more about Axonify's digital learning experience and check out success stories from companies like O'Reilly Auto Parts, Longo's, Briscoe Group, Citizen's Bank, MOL Group and Etihad Airways, head over to axonify.com.  

Learning has always been a widely discussed topic among organizations, but why do so many companies fall short? In this episode of the Talent Experience Podcast, our guest David Creelman is joined by John Hollon to discuss all things learning and development. David is the CEO of Creelman Research, and his consulting involves helping HR professionals build analytics into their everyday work. Find out more about the struggles of traditional learning and development, how to realistically implement training, and the importance of carving out time for learning! Connect with David on LinkedIn, Twitter @dcreelman, or at http://creelmanresearch.com/.For more insightful conversations, visit www.talentexperiencepodcast.com. We hope you enjoy this episode of the Talent Experience Podcast!

As shocking as Russia's invasion of Ukraine was to the entire free world, it was even more traumatic for people in the country working on assignment. In this special episode we are joined by several key service partners who share insights to the situation on the ground in Ukraine and offer practical solutions to some of the difficult situations companies with international assignees in Ukraine are facing. Topics include safety measures for assignees and their families, immigration and evacuation, and household goods shipping, to name a few. It's actionable info for meeting a terrifyingly complex challenge.

In this episode, Rob Lauber discusses his passion for Learning & Development and his role in the McDonald's Archways to Opportunity Program. Archways is an education strategy with multiple programs that are designed to help employees understand their purpose and grow along their career journey. Rob will dive into the amazing work he has done with McDonald's and explain why it is his passion to help people find not just success in their careers, but in their personal lives too.Along with host Anne Fulton they touch on how to become successful without a degree, how internal talent mobility can help improve retention, flexibility in our modern day of work, and how organizations can unlock the capability for employees to learn. Rob Lauber has over 30 years of experience in the Learning & Development space, and it is easy to see his passion for helping organizations transform their learning infrastructures and helping people become successful. Connect with Rob on LinkedIn or at https://xloglobal.com/.For more insightful conversations, visit www.talentexperiencepodcast.com. We hope you enjoy this episode of the Talent Experience Podcast!

As an advocate for the power of travel to transform people and an influential HR professional, it is no wonder that episode 38's guest Jessica Lee, makes a massive impact with her work at Marriott International. In this episode, she joined host John Hollon to have an expansive discussion on talent retention practices, lateral service, reskilling, upskilling, and why digital learning is crucial. As an award-winning HR leader in the travel sector, Jessica explains how the industry was decimated by the pandemic and what steps Marriott took both pre and post-pandemic to overcome this imposing time. She expounds on how their culture is built on foundations of learning, access to opportunity, and a lateral service mentality that helps all employees have insight into one another's challenges. As she puts it, “we want you to know what it's like to walk in the shoes of your people.” Connect with Jessica on LinkedIn, Twitter @jessica_lee, or at https://www.marriott.com/.

Brent Skinner, Co-Founder at 3Sixty Insights and accomplished subject matter expert in human capital management, joins us to chat about employee retention, and more specifically, best practices organizations can implement for managing, developing, and empowering employees.When Brent speaks, you can hear how much he enjoys discussing the future of work, and this episode sees him leave no stone unturned as he explores the topics of talent mobility, upskilling, reskilling, employee agency, and wellbeing. Empathy transcends all, especially in today's work climate, and employees are far less likely to leave when they know their organization genuinely cares for their overall wellbeing. As Brent says, "those are the organizations that are going to succeed in the midst of this Great Resignation."Connect with Brent on LinkedIn, Twitter @brentskinner, or at https://3sixtyinsights.com/.For more insightful conversations, visit www.talentexperiencepodcast.com. We hope you enjoy this episode of the Talent Experience podcast!

We're experiencing a lot of turnover and movement across the job market right now. People are leaving their jobs in droves in search of better cultures, better supervisors, and better opportunities. What can you do to avoid becoming a casualty of the #GreatResignation?Tune in, because Dr. Beverly Kaye and I unpack the 4 letter word that seems to be missing right now--L.O.V.E.--and what that looks like at work.We talk about:Why love at work isn't such a dirty wordHow you can incorporate love into your leadership styleWhy your employees need to know what you love about them and their workHow love connects to inclusion and employee engagementWays that you can tell someone that you appreciate themAnd more!About Dr. Beverly KayeBeverly Kaye's name is recognized internationally as a professional dedicated to helping individuals, managers and organizations understand the practical “how-to” principles of employee development, engagement and retention. Her books and learning materials have stood the test of time.ATD honored her with their 2018 Lifetime Achievement Award recognizing her advanced knowledge and extensive practice across the talent development field. ISA (The Association of Learning Professionals) also honored her with their 2018 Thought Leadership Award for her body of work in support of work-related learning and performance. Through Beverly's advocacy of ideas and commitment to actions, she has not only positively influenced clients and industry colleagues but has facilitated respect for the learning and performance industry overall.Beverly's recent books in the career development field included Help Them Grow or Watch Them Go which provided overwhelmed managers with a way to blend career conversations into their everyday routine.  Her most recent book Up is Not the Only Way was directed at managers and individuals and highlighted the career choices that were available other than the traditional career ladder.Her contribution to the field of engagement and retention included the Wall Street Journal bestseller, Love ‘Em or Lose ‘Em which offered managers 26 strategies for engaging and retaining their key talent.  Love It, Don't Leave It provided similar advice to individuals about how to take responsibility for their own work satisfaction.  Hello Stay Interviews, Goodbye Talent Loss suggested an approach to using the idea of stay interviews to stem the tide of exit interviews.Beverly received her doctorate from UCLA in 1976 and founded Career Systems International, an organization dedicated to offering managers and employees practical learning solutions and consulting that enables organizations focus on their talent.  As part of her own focus on talent, she recently transitioned its ownership to two key members of her leadership team.  She supports the rebranded enterprise, Talent Dimensions, who delivers and expands on her thought leadership.WebsiteLove in the Workplace: Landmine or LifelineAbout the Lead with Levity PodcastThe Lead with Levity podcast is a show for leaders who care deeply about what makes/breaks the employee experience. Our guests are dynamic researchers, practitioners, consultants, and business leaders. We cover foundational elements that are needed to avoid forcing the fun. We also invite lively managers who lead with levity to show us how it's done. Thanks for joining us on this journey.Support the show (https://paypal.me/leadwithlevity)

Dr. Gena Cox is a highly regarded organizational psychologist, executive coach, and speaker. Her passion for building organizational cultures that support inclusion, innovation, and employee engagement, is beyond inspiring. This episode sees her dive into the criteria for being an effective manager or leader, and why we should always put the human experience at the center of work.Gena discusses how enhancing the employee experience requires understanding at all levels where there could be differences in an organization, and explains how to enable managers to make fair and consistent choices for talent mobility – and why you want them to! Gena is currently writing a book for executives and other business leaders who want to lead inclusive organizations but need guidance to ensure their efforts have impact. Connect with her on LinkedIn, Twitter @genacox, or at https://feelshuman.com/For more insightful conversations, visit www.talentexperiencepodcast.com. We hope you enjoy this episode of the Talent Experience podcast!

This week we welcome Lindsay Witcher to the podcast. As a member of Randstad RiseSmart's global leadership team, Lindsay guides the development of solutions that empower talent leaders to successfully manage mobility within their organizations. We sat down to discuss her recent article, “DeBunking 4 Myths About Reskilling Your Workforce.”Topics include: the connection between the current labor shortage and skills mismatches, how the pandemic has changed employee expectations, the shortening half-life of skills, the declining value of college degrees in the labor market, alternative approaches to post-secondary education, skills-based hiring and the limitations of current application tracking systems, the issue of newly upskilled workers leaving an organization for other opportunities, how to weigh the cost of a significant pay increase vs. replacing a lost employee, why entry-level employees are less likely to be offered upskilling opportunities, how company ‘eco-systems' can lead to mutually beneficial talent pools, and the distinction between attrition and regrettable loss.

Madeline Laurano, founder of Aptitude Research joins us on the show to discuss talent and technology! We dive into the surprising findings from their recent report on ATS and Talent Acquisition where they took a look at the industry, the market trends, what's driving buying decisions today and provide an in-depth look at some of the providers. Matching and internal mobility were revealed as big themes in the report. Madeline discusses the developments and transitions that are being made within the HR technology space as a response to shifting focus to internal mobility. The latter half of this episode covers mentoring and why they at Aptitude Research chose to focus on this in their recent survey. Building relationships and loyalty through mentoring programs helps people feel more connected, particularly during a time where many have felt more disconnected than ever. Despite this, Madeline shares that early findings show there’s not a strategic approach within most companies. Madeline Laurano specializes in talent acquisition and engagement research, helping companies both validate and re-evaluate their strategies and understand the role technology can play in driving business outcomes. Connect with Madeline on LinkedIn, Twitter @Madtarquin, or at https://www.aptituderesearch.com.For more insightful conversations, visit www.talentxpodcast.com. We hope you enjoy this episode of the TalentX podcast!

Dr. Beverly Kaye joins in this episode to discuss all things talent with specific reference to the practices highlighted in her book Love ‘Em or Lose ‘Em, which has recently had its sixth edition published. This conversation sees us speak about ways to avoid losing your people, but also when it’s okay to ‘lose ‘em’. Additionally, Bev dives into why internal talent mobility is so important, why people leave organizations and the three things a talent-focused leader does.She also shares with our listeners the gift of 26 ways to start a conversation with a remote employee. You can download the ‘Staying Connected While Working Apart’ article at https://bevkaye.com/staying-connected/.As a thought leader, speaker, and author, Dr. Beverly Kaye's work and research in the career development, engagement and retention fields have been widely recognized for helping others discover greater meaning in their work and gain greater control over their career destinies. Connect with her on LinkedIn, Twitter @BeverlyLKaye, or on her website https://bevkaye.com.For more insightful conversations, visit www.talentxpodcast.com. We hope you enjoy this episode of the TalentX podcast!

When the CEO cites the internal talent marketplace you have helped to create, as a major contributor to revenue during the company's quarterly earnings call, you know you have achieved something pretty special. That is what happened to my guest for this week's episode of The Digital HR Leaders Podcast. Jeroen Wels is the Executive Vice President of HR at Unilever and the architect of Flex Experiences. Flex Experiences is Unilever's thriving, internal talent marketplace, which is currently used by 65,000 global employees who are able to share their skills and experience with people in other teams and in other countries. During their quarterly earnings call for the first quarter of 2020, Unilever CEO, Alan Jope, highlighted how by using Flex Experiences the company had been able to redeploy over 3000 people from parts of the business with low demand, to the areas that were seeing high demand due to the pandemic. As you will hear from Jeroen in this episode, Flex is a standout example of a talent marketplace and the impact, both to the business in terms of agility and unlocked hours and employees in helping them discover their purpose and support their careers, is huge. In our conversation, Jeroen and I discuss: The journey of talent marketplace at Unilever so far and what is coming next How the events of 2020 cemented the business case for talent marketplace in Unilever Jeroen’s horizon thinking approach to working with HR technology companies and startups Whether the talent marketplace will mean that jobs won't exist anymore This episode is a must listen for anyone interested or involved in agile transformation, employee experience, learning and internal mobility. So that is Business Leaders, CHROs and anyone in a people analytics, learning or HR business partner role. Support for this podcast is brought to you by gloat. To learn more, visit https://www.gloat.com/.

Joining me on this episode of the Sustainable Ambition Podcast is Amber Beam, a collaborator and fellow career coach who brings wisdom around managing your career over time, especially for mid-career changers.Amber tells us about the importance of continual learning in today's market environment, advocates burning the proverbial career ladder, and instead champions managing one's career through lateral moves and creating a portfolio of experiences or gigs to progress you forward towards your goals. She shares her concept around talent mobility, The Growth Effect, and is an advocate for employees and employers to get past old structures and norms to create more growth for both parties. Amber drops many wisdom bombs in this episode, including great advice on how to manage your career in your 20's, 30's and 40's.It's hard not to have a good time being in conversation with Amber, so I hope you appreciate her enthusiasm and encouragement to build a career with more flexibility and growth no matter your stage and age. Really, Amber's energy is quite infectious!Thank you for sharing so many great insights, Amber! I loved being in conversation with you!

The future is now as they say and it's especially true when it comes to how, when and where work gets done.  Over the last year, the Future of Work conversation has evolved dramatically, with challenges that seemed impossible just a few short years ago having already become reality. There are new technology challenges, evolving philosophies and innovative experiences to consider.  On this edition of the HR Exchange Podcast, Editor David Rice sits down with Andrew Saidy, Head of Employer Branding and Talent Mobility at Seagate Technology. Saidy will be a speaker at our upcoming HR and Future of Work event, where he will look to help attendees define what the Future of Work means to them.

Topia is an HR tech company specializing in Global Talent Mobility, helping businesses deploy, manage, and engage employees anywhere in the world. The arrival of COVID and a shift to remote working is responsible for an increased need for the Topia tech platform. Many employees can now work from anywhere and everywhere. But it creates a series of challenges. Steve Black, Co-founder and Chief Strategy Officer at Topia, believes data is changing the world and wants to be part of it. I invited him onto the podcast to learn more about the story behind Topia. We also discuss the following: The massive demand from organizations struggling to monitor tax exposure and automate payroll withholdings. Why companies need a way to track newly remote workforces to optimize tax obligations, save up to 25%+ per year in local tax obligations, and mitigate the risk of penalties and audits that target distributed workforces. The UK government’s controversial campaign to get workers back in the office. Steve doesn’t think the incentive is there and predicts we’ll see more companies going the way of Siemens—working remotely 2-3 days a week forever; impact to local economies (those that rely on foot traffic like retail) will be big. Controversial “employee tracking.” People are traveling for the weekend and being required to tell HR where they went. Despite many believing this is a violation of privacy, Steve argues companies need this information for the safety of all employees as we look at COVID-19 hot zones.

WICT Wisdom's Stephanie Cobian interviews Dayana Falcon, creator of Career Focused.  Stephanie and Dayana discuss Talent Mobility and Diversity of Thought. As a Talent Mobility Visionary & Futurist, Dayana created the platform #CareerFocused to support career pivot and Talent Mobility for women of color. She also shares what logical steps should be taken in the hiring process that would be successful for both businesses and their employees.  Be sure to find out more about #CareerFocused or to sponsor someone: https://www.patreon.com/careerfocused WICT’s mission is to develop women leaders who transform our industry. We educate, empower and advocate on behalf of all women in media. https://socalwict.org/

Host John Hollon kicks off this episode by asking guest Ben Eubanks, prominent HCM influencer and analyst, what is driving the need to reskill today’s workforce. Together they discuss talent mobility and how it fits into the reskilling conversation. Ben reveals his love for stories and love for data – both of which are evident throughout the conversation as he generously shares research insights and inspiring case study examples throughout. Having worked as an influencer and analyst for more than ten years with a passion for leadership and culture he’s had his hands in pretty much everything at some point: recruiting, benefits, training, employee relations, executive coaching, and the rest of the spectrum you run across in an HR shop. Connect with Ben on LinkedIn https://www.linkedin.com/in/beneubanks/.For more insightful conversations, visit www.talentxpodcast.com. We hope you enjoy this episode of the TalentX podcast!

WHO IS SANDRINE? * Who You See Is Who You Get : I personally deliver the goods and don't delegate to some junior consultant * Hands on experience : Over 20 years, I climbed the ladder in C&B at prestigious organisations (Microsoft, Fiat, Apple, Philips, Airbus…), eventually leading Global Performance & Reward teams for 2 multinationals with tens of thousands of employees across dozens of countries. * Care : As a single-person consultancy, my name is my brand. I only have my reputation to sell ! So, I will always care about the quality of the work I deliver for you. WHO IS SOUMEN? * HR Shared Services, HR Transformation, Talent Mobility, Global Payroll, Leaders Excellence-Harvard Square * Proven ability to develop individuals and build cohesive global teams with diverse skills through coaching and empowerment. * Places great emphasis on leveraging and working collaboratively with key business partners to gain maximum benefit and support to achieve personal and corporate objectives. GLOBAL RADIO TALKSHOW brings together 2 industry experts who have never before communicated to suddenly discuss current business. Hello and Welcome! SOUMEN CHOWDHURY currently living and working in Germany SANDRINE BARDOT currently living and working in Dubai

Strategic Talent Mobility Advisory Award-winning Talent Mobility Thought Leader and frequent speaker on the future of HR and International HR;  providing Strategic Global Mobility Advisory and Coaching Services. Chris Debner has more than 20 years of experience in international HR advisory and worked in over 35 countries across all industries. Chris runs his own consultancy for Strategic Global Mobility Advisory out of Zurich, Switzerland. For further info or to contact Chris https://www.linkedin.com/in/chrisdebner/  http://www.chrisdebner.com  www.pickmybrainpaymylunch.com Chris Debner Challenges & Dilemmas; Talent Mobility CRISIS Originally published April 6, 2020; LinkedIn We currently have a black swan moment that comes with a massive loss of predictability and control. No surprise that travel restrictions and social distancing measures have especially impacted Talent Mobility programmes around the world. They do not only face challenges to which answers need to be found, but also some new dilemmas that are not easy to resolve. My constant interaction and recent discussions with players in the Talent Mobility market, but especially a virtual networking session with the Heads of Mobility of the Swiss SMI (Swiss Market Index) companies on April 3rd 2020, gave my some valuable insights worth sharing, that might help you to prepare yourself for decisions to be made and give you more confidence and comfort on decisions you already took. You will also learn about some new perspectives around some current dilemmas for Talent Mobility. Finally we will look on what the current crisis likely means in the long run, when it comes hopefully soon to an end. There are basically no differences between industries (all are effected in the same way) with the exception of the so-called system-relevant industries, such as pharma, medical supplies, food and supply chain etc.. While for them some exceptions from the travel restrictions are available, they are also far from business as usual. Different mobile employee groups at different stages of their travel or relocations were impacted by the wide-spread travel bans and immigration restrictions. The issues arose mainly in the following cases: Repatriations Postponed or cancelled assignments Foreign local hires Stranded Business travelers Cross-border workforce / daily commuters Home office abroad employees It is interesting to see, that currently Talent Mobility is getting involved in situations that they did not necessarily deal with before, such as home office situations of local employees, daily commuters and business travelers. HR is turning to Mobility to find answers to their questions in this situation. Talent Mobility challenges Let's look at some of the challenges encountered with these employee groups: Compliance: taxation, social security, immigration (border closures), permanent establishment risk and medical support and insurance (duty of care) The early repatriation of assignees, while there are travel restrictions and lack of flights pose a challenge. Though one that most have already accomplished by now. Especially in Europe you will face situations where the employees choose to work from a home office in another country, maybe their home country, but sometimes also from their holiday homes abroad. The first task is to identify these cases, because when they simply work online it is not apparent for their employer where they work from. The awareness for the accompanying compliance issues (see list above) of such virtual work from abroad is very low among the business and employees and currently not on top of their agenda. It becomes the role of Talent Mobility to inform and advise the business and effected employees about the consequences and to develop approaches to deal with it. Stranded business travelers, who could not return to their home country before travel restrictions came into place, create compliance worries about tax,

Join me in this interview with Brynne Kennedy, author, business leader, and Congressional Candidate in the state of California. Brynne shares her experiences as the former head of Topia, a global talent mobility platform. We discuss the challenges of staying connected when the workforce is becoming more and more distributed. Brynne also shared her political platform and areas that she is passionate about. Unlike most episodes, I polled the audience beforehand. The majority of the questions come from you, the people!

Brynne Kennedy, Entrepreneur, Author, and Candidate for Congress discusses the talent mobility revolution and associated challenges faced by organizations of the future as well as what is driving her to run for public office.Brynne’s Book: Flat, Fluid, and FastTo read the full show notes and join in the conversation visit illuminatehrpodcast.comSupport the show (https://www.patreon.com/illuminatehr)

Contact: matt@metashift.co.uk We talk a lot on this show about the future of work and its implications. However, it is critically important not to overlook the here and now. Work is already changing dramatically with huge consequences for everyone. So what should employers be doing to make sure they are fit for purpose in these changing times? My guest this week is Brynne Kennedy, founder of Topia and a congressional candidate for California. Brynne has recently written a book called "Flat, Fluid and Fast", designed to help employers understand and adapt to the age of talent mobility. In the interview, we discuss: • What is talent mobility? • The implications of a geographically mobile workforce • Redesigning the contract for work • New career paths and skills first recruiting. • Importance of embracing flexible work • Impact of office footprints, benefits and the structure of HR • Tech stack best practices Brynne always talks through examples of companies doing this well and shares her thoughts on what work will look like in 10 years. Subscribe to this podcast in Apple Podcasts

Sean Collins of Talent Mobility Search has over 20 years’ experience in global mobility, working in leadership roles on both the service provider and corporate client side during his extensive career. Originally from the UK, Sean began his career at a relocation management company, managing sales and marketing first across China, and then the South East Asia and India region, before moving in-house to manage the mobility programmes at Microsoft for 8 years. In 2014, Sean identified a need for more personalised mobility consulting in Asia, and as a result set up Talent Mobility Asia, a boutique consulting firm that helps companies design and develop their mobile talent strategy. Since 2015, Sean has also been a managing partner at Talent Mobility Search, a recruitment firm focusing on senior hires within the mobility industry. Now based in Singapore, Sean has also spent time living and working in France, Switzerland, China and Australia and considers himself a true global nomad. In this interview, Sean discusses how those looking to get into the mobility industry may do so, either via the vendor or HR route, or through employment in one of the ‘Big 4’ tax firms, and the potential career progression available via each of these routes. Sean also discusses the skillsets relevant to a career in mobility, and the importance of building deep strategic relationships with internal clients. Finally, reflecting on his own experience in mobility, Sean talks us through the three-step process in his customer service approach and how this has been used to build his own career and teach others in the company.

According to a report done by Accenture’s Reworking The Revolution, 46% of the executives surveyed said that traditional job descriptions are obsolete as machines take on routine tasks and as people move to project-based work. While 29% of leaders report that they’ve extensively redesigned jobs. The way we’re doing business and work now has totally changed. We can surely say that we are entering a new era of work where people aren’t staying in the same company for a long period of time, many have side hustles, and employers are opting to hire freelancers and contractors. How do we survive all this change and create an adaptable organization for long-term success?  How should we take this talent mobility revolution and turn it to an opportunity? In this episode of Transform of Your Workplace, Brynne Kennedy joins us to talk about strategies and tactics to seize the coming talent mobility revolution through her new book, Flat, Fluid, and Fast: Harness the Talent Mobility Revolution to Drive Employee Engagement, Accelerate Innovation, and Unleash Growth. Brynne is an entrepreneur and the founder of Topia, a talent mobility company that helps businesses move their employees between locations. She’s a candidate for US Congress in California’s Fourth Congressional District.  Make sure to listen to this episode as we cover everything on how you can adapt to this new world that we’re in so that your company, workplace, and career becomes flat, fluid, and fast! Giveaway alert!! If this episode piqued your interest, you can grab a copy of Brynne’s soon to be released book, by sending me a dm on LinkedIn and I’ll tell you how you can get your copy for FREE! In this episode, you will learn about: The way businesses and work is rapidly changing at a quick pace What the new workforce is going to look like Challenging old ways of thinking in organizations as well as the government The talent mobility revolution, what is it all about and what are the pros and cons? Workforce planning to move people to the right roles The skills and talent graph How your company can adapt to this talent mobility revolution Contact Brandon: Email Brandon.Laws@xeniumhr.com or connect on LinkedIn, Twitter or Instagram Learn more about Xenium HR at xeniumhr.com Follow Xenium on Twitter, Instagram, or LinkedIn. More about Brynne Brynne Kennedy is an entrepreneur and candidate for US Congress in California's Fourth Congressional District (CA-04). She is the Founder of Topia, a relocation and talent mobility company in California, used by customers worldwide. While CEO she grew the company to global operations, raised $100 million and helped tens of thousands of families transition to new jobs and communities.  While leading Topia in California, Brynne also founded Mobility4All, a charitable initiative that supported refugees during the Syrian War. Brynne has also worked with TechNet to advise California State and Federal lawmakers on policies for economic growth and entrepreneurship. Brynne holds a B.A. in History from Yale and an MBA from London Business School.  Connect with Brynne Twitter LinkedIn Resources mentioned in this episode: Flat, Fluid, and Fast: Harness the Talent Mobility Revolution to Drive Employee Engagement, Accelerate Innovation, and Unleash Growth by Brynne Kennedy Reworking the Revolution | Accenture Report

Today’s technology, and the data it produces, are vital enablers of more flexible and personalized approaches to talent, providing a closer fit between business objectives and the individual skills and aspirations of its workers. This podcast discusses the emergence of total talent mobility—an expansive and holistic approach that helps organizations achieve both talent and business purposes in a volatile, hypercompetitive environment. Specifically, it identifies the top 10 strategic purposes of talent mobility, the primary barriers to some purposes, and the best practices to alleviate those challenges.

Taking risks doesn’t always lead you to success, but it will surely help you grow as a leader. One of the risks to take to achieve effective leadership is not just to empathize with your employees but also to tap into your emotions in appropriate ways at the workplace. Peter Bregman, bestselling author of Leading with Emotional Courage: How to Have Hard Conversations, Create Accountability, and Inspire Action on Your Most Important Work, defines what emotional courage is and why it should be a skill leaders must learn alongside confidence, connection, and being committed. Being an effective leader is about tapping into the potentials of the workforce. To grow is to learn continuously or else the business will hit the plateau. Caitlin MacGregor, CEO and Co-Founder of Plum, knows precisely the importance of revolutionizing the workplace through continuous learning. She dives into the concept of talent mobility powered by the scalability of artificial intelligence and the deep insight of industrial/organizational psychology. On top of that, she shares about the quality metrics they use to center in on who’s going to be successful long-term without bias. Love the show? Subscribe, rate, review, and share!Here’s How »Join the Take The Lead community today:DrDianeHamilton.comDr. Diane Hamilton FacebookDr. Diane Hamilton TwitterDr. Diane Hamilton LinkedInDr. Diane Hamilton YouTubeDr. Diane Hamilton Instagram

Michael Piker is Ed's special guest today. This is a fascinating interview featuring a gentleman who has been a world traveler his whole life and made the decision to join Philip Morris because of the big changes PMI is planning and working to achieve! We are transforming ourselves to build a #smokefree future. Find out how: https://bit.ly/2oODy1V.  A once in a lifetime–transformation at Philip Morris International (PMI).  A transformation that will impact not only the organization but also the shape of our industry. We're dedicated to doing something very dramatic – to replacing cigarettes with smoke-free products, to create a smoke-free future. It's the biggest shift in our history.  And it's the right one for our consumers, our company, our shareholders, and society. Global Human Resources (HR) leader.  Co-author of the report Talent Mobility Good Practices - Collaboration at the Core of Driving Economic Growth which was produced in collaboration with the World Economic Forum and presented at the World Economic Forum. Corporate HR experience spanning Naspers, Lenovo, Syngenta, Alcoa, Cisco. Consulting HR experience spanning Mercer, Buck Consultants (acquired by Xerox), ORC Worldwide (acquired by Mercer). Global HR expertise encompassing: Mergers & Acquisitions, Workforce Analytics, Total Rewards, Talent Management, Talent Acquisition, Talent Mobility, Organisation Design, Learning & Development, HR Operations, HR Business Partner, People Technology, Transformation Catalyst. Lived and worked in nine countries (China, Singapore, Japan, Brazil, Switzerland, Germany, U.K., Netherlands, U.S.A) Authored numerous articles and spoken extensively on Global HR topics. Former Board Member of Worldwide ERC® and Vice Chair - Talent Community. Graduated with a BA degree from Dickinson College in Carlisle, Pennsylvania and a specialty in Asian Studies from Kansai Gaidai University in Osaka, Japan. Attended the Institute of Management Development (IMD) HR Program in Lausanne, Switzerland.

Jeff is a Global Human Resources leader with 18+ years of progressive HR experience. He currently is the Vice President of HR supporting the Chief Operating Officer (COO) and ~7,000 employees at IDEX Corporation, a $2 Billion+ publicly traded company (NYSE: IEX) engaged in the development, design and manufacture of fluidics systems and specialty engineered products.

Jeff is a Global Human Resources leader with 18+ years of progressive HR experience. He currently is the Vice President of HR supporting the Chief Operating Officer (COO) and ~7,000 employees at IDEX Corporation, a $2 Billion+ publicly traded company (NYSE: IEX) engaged in the development, design and manufacture of fluidics systems and specialty engineered products.

Jeff is a Global Human Resources leader with 18+ years of progressive HR experience. He currently is the Vice President of HR supporting the Chief Operating Officer (COO) and ~7,000 employees at IDEX Corporation, a $2 Billion+ publicly traded company (NYSE: IEX) engaged in the development, design and manufacture of fluidics systems and specialty engineered […]

  Holly has 15+ years of experience in both relocation and international assignment management; combining experience as a service-provider with experience being a strategic Global Mobility Manager for a Fortune 500. Holly has enjoyed helping families through "relocation", one of the most stressful times. She's focused on talent mobility- domestic and international - within Ingersoll Rand. Also, Holly has served as President, Charlotte Metro Area Relocation Council (CMARC), a recognized regional group of Worldwide ERC.  CMARC is a non-profit group focused on providing relocation continuing education for mobility managers throughout the Charlotte Metro area. Holly earned the Meritorious Service Award from Worldwide ERC in 2015. Summary of her specialties: Strategic Thinking, Team Building/Leadership, Customer Liaison & Service, and Problem Solving & Decision Making. About her work: - Management oversight for GMS staff and Ingersoll Rand domestic and international relocation programs. - Manage all aspects of International Expatriate Assignments and Tax Equalization process and policy. - Manage all aspects of Expatriate payroll including foreign compensation collection, year end imputed income, W-2/W-2C/1042S processing, US/foreign tax payments and filings and monthly payroll file interfaces. - Manage all aspects of US and International Relocation process and policy. - Manage all aspects of Relocation accounting processes including monthly payroll interface files, tax gross-up, year end true-up. - Advise and educate Business Unit management on international tax equalization policy, expatriate balance sheet approach and assignment structures based on intent for international tax avoidance, tax compliance based on international Tax Treaties. - Consult with Ingersoll Rand Corp Tax and Legal regarding... permanent establishment, Secondment Agreements, foreign entities and Economic Employer as they pertain to foreign tax liability and Tax Treaties with regard to business travelers and cross-border activity. - Core member of Ingersoll Rand Global Assignment Advisory Team in development of global policy, procedures, administration oversight, and vendor selection. - Vendor selection including preparation of RFP documentation, contract development, negotiations, vendor management, and contract adherence. - Establish /oversee performance guarantees and SLA development. - Ensure policy/procedure changes remain compliant based on law changes, both US and foreign. - Develop structure / transition service agreements and administration for acquisitions/divestitures/spinoffs. - Determine, develop and implement new service offerings.  

We're Only Human 11: Using Talent Mobility Tech to Create Employee Engagement Host: Ben Eubanks Guests: Carsten Busch, Laura Fuller, Lumesse Why do employers often hire external candidates at the risk of demoralizing their qualified, competent existing employees? In addition, how does technology play a role in helping employees chart a career path that motivates and engages them in their work?  In today's episode of We're Only Human, Ben Eubanks talks with Carsten Busch and Laura Fuller of Lumesse as they explore those questions and others that relate to this concept of talent mobility. The conversation is definitely top of mind for many employers.  June's HR Magazine from SHRM has a feature that focused on how some companies like Gap and Siemens are trying to create development opportunities that connect candidates and employees to the firms for a long period of time. The double benefit of this kind of development is that if businesses can drive retention, then they get the value of a more productive workforce for a longer period of time.  Also, in the episode Ben mentions an upcoming webinar, which you can find out more about here: http://www2.lumesse.com/talent-mobility-webinar  Webinar registrants will get a free copy of Ben's upcoming report on talent mobility which has never before been made public, so sign up now to get your hands on it.  Subscribe to We're Only Human and all the HR Happy Hour Podcast Network shows on Apple Podcasts, Stitcher Radio, or wherever you get your podcasts.

Internal talent mobility is a powerful tool for companies looking to drive worker engagement and performance, but how can companies make use of this innovative practice? In this podcast, leaders will learn about critical aspects of talent mobility, why this matters to recruiting, talent, and learning leaders, and how companies are putting this practice into action to support business objectives. Listeners will learn about several case studies of companies that are successful as well as new research around the maturity levels of various employers that pursue talent mobility strategies.

We're Only Human: What is Talent Mobility and Why Does it Matter? Host: Ben Eubanks In this episode of We're Only Human, host Ben Eubanks talks about talent mobility and its applications in the workplace. Talent mobility is the practice of using internal talent to fill temporary or permanent roles.  Unlike succession, which is typically a top-down approach, talent mobility takes into account the interests and aspirations of employees.  As a talent practice, the idea of talent mobility isn't necessarily new. However, there is renewed interest in the topic due to some interesting trends Ben mentions in the podcast, including changes in career longevity, employee ownership over career paths and work tasks, the gig economy, and challenges with sourcing high performers.  In addition, Ben covers some case studies and examples of companies that are doing interesting work with talent mobility, including World Bank Group, Chipotle, and Hootsuite.    For more information about Talent Mobility you can check out Ben's presentation on Slideshare: http://www.slideshare.net/beneubanks/talent-mobility-the-key-to-engagement-retention-and-performance Many thanks to our show sponsor Virgin Pulse - learn more about their products and services at www.virginpulse.com. Reminder, you can subscribe to the show on iTunes, Stitcher Radio, and all the major podcast player apps - just search for 'HR Happy Hour' to subscribe and never miss a show.

The TalentCulture #TChat Show is back live on Wednesday, June 11, 2014, from 6:30-7:00 pm ET for radio, 7:00-8:00 pm ET for the Twitter chat. Last week we talked about how to have a transformative onboarding experience for new hires, and this week we’re talking about the power of workforce culture and continuous talent mobility. According to 2013 SuccessFactors WFA Benchmarking Data, normal voluntary turnover is 8.9% annually compared with 18.8% voluntary turnover for hires with their first year of employment. That’s more than double. It’s no wonder companies struggle to retain top talent from the moment the ink is dry on the new hire paperwork. Plus, once onboarded, networked and contributing, every single employee is a perpetual candidate and a growth opportunity for the company at large. In turn, providing a continuous mobility experience  to your workforce that includes the flexibility to dial up and down their level of contribution, while ensuring they’re career paths are personalized growth opportunities, are the keys to retaining knowledge and your competitive edge. Why look outside first when you already have an internal talent community and referral network? You invest a lot in your talent up front and to lose them quickly because of little to no nurturing empowers your competitors, not your company. Join #TChat co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn more about the power of workforce culture and continuous talent mobility with this week’s guest: Tracey Arnish, SVP of Talent at SAP. Thank you to our sponsors and partners: RIVS, GreatRated of Great Place to Work, TalentWise, GloboForce, SAP/SuccessFactors, PeopleFluent, Red Branch Media and HRmarketer Insight.