HR needs to understand and respond to the sub-process within the larger talent acquisition that is best managed through technology and those that need in-person connections.
Author - Simran Oberoi
is an HR expert with over 20 years of experience in advisory, knowledge development, and research, in Compensation & Rewards, Diversity, Equity and Inclusion and Leadership Development. She is an Associate Director at Aon, in the Learning Center, which works with clients on bespoke learning journeys to enhance their enterprise and HR capabilities. She is also a TEDx speaker, SHEROES Champion, and Faculty for Diversity & Inclusion.
Cultivating a diverse and inclusive workplace takes time, investment and effort. But the reason organisations fail to achieve that goal is because they use the above in the wrong direction.
The taxation laws for both the countries are important to understand how their home country income if any in that duration and the new country income are taxed.
In terms of time-frames, the incentive plans can be framed around a single year's performance and paid out in cash.
The metrics that connect up with the pay at risk, should be representative of the business scenario of the present and that anticipated for the future.
Gain deep and comprehensive insights into what different employees value - Our usual strategy of assessing monetary compensation against market benchmarks and applying it based on our pay percentile principles will not apply when we talk about global rewards.
The design of your incentive programs whether short term or long term incentives, is a complex task and one which requires a clear understanding of the business goals, which will then to be clearly developed into individual and team goals.
Finally the component of Long-Term Incentive which though not extremely prevalent in the Indian context is extensively used in Western economies particularly at top leadership levels.
When Diversity is embraced by Business heads, it is Business that has shown HR or people orientation.
HR has the key role of creating a culture that focuses on unified work values that tie in with the organizational vision and not to allow lines to be drawn within the firm which might be detrimental to business.
People Movement
