Posts Tagged ‘Jill Heineck’

Your Talent is Your Investment: Part 2

Monday, March 26th, 2012

By Jill Heineck, Focus Relocation, Guest Blogger and WOW! transformations Strategic Partner

Talent Development

According to Nettie Nitzberg, principal at WOW! transformations, a talent development consulting firm based in Boston, MA, “inboarding” is just as important for an internal employee beginning a new assignment as onboarding is to a new hire. Nitzberg, who works with global Fortune 500 companies, says that creating an initiative to “on or inboard” an employee into the culture of their new assignment is a great way to help them acclimate to their new organization or department, creating engagement from the first day and ensuring that the organization realizes a return on their talent investment. This, in addition to consistent contact from the hiring manager, HR, and others throughout the move is essential to a successful transition.

As mobile families are already anxiously anticipating changes, intuitive companies recognize that front-end engagement is essential to a successful transition.

“Setting and managing proper expectations is one of the keys to the employee’s success on a new assignment,” said Haesloop. With more than 500 moves per year, UPS is a prime example of how to front-load engagement strategies. “A well-designed assignment objective should be known and understood at the beginning of the assignment.” That, coupled with periodic feedback sessions, will ensure those identified objectives are in scope, Haesloop added. 

Proactive and Innovative Engagement

By taking a proactive approach through innovative engagement strategies, a company can protect the financial, talent, and mobility investments across the organization. “Once an employee has accepted the new assignment, we expect them to be completely engaged in their new assignment and unencumbered by the logistical components associated with getting them and their family to their destination,” said Haesloop. “It is important that your relocation service provider(s) is a trusted partner who knows and understands your culture, relocation strategy and philosophy, and expectations.”

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Click here to read the full article in Mobility Issues: March 2012 Issue

To Contact Jill:
Jill Heineck, CRP | Chief Relocation Officer
Phone: 877.550.RELO
jill@focusrelocationllc.com
www.FocusRelocationLLC.com
Twitter: @jheineck

Your Talent is Your Investment: Part 1

Monday, March 19th, 2012

By Jill Heineck, Focus Relocation, Guest Blogger and WOW! transformations Strategic Partner

Despite the current state of the economy, global companies still need to lay the groundwork for growth. In doing so, planning for an increase in the mobile workforce is a crucial step toward supporting strategic business objectives. This is where it is mission-critical to connect HR’s efforts with talent mobility. After all, without a cohesive, talented team, a company cannot thrive.

Capturing Top Talent

The competition for top talent is a motivating factor for many companies to focus on shoring up internal talent. Momentum for talent mobility appears to be building with companies recognizing its mounting relevance in the workplace. What are the risks if an organization lacks a comprehensive engagement strategy? Top talent may disconnect, or worse, resign if they do not see a clear career path. According to a 2011 Taleo Research white paper, “Australia Talent Mobility,” the growth of the business is jeopardized if the talent pool is clogged with employees lacking the appropriate mix of skills and experience to step up into key roles.

“One of the cornerstones of our philosophy is that we promote from within; so we have a robust annual career development process in place,” said Gina Haesloop, GMS, global mobility manager at UPS in Atlanta, GA. “Our career development process helps individuals continuously grow, learn, and improve throughout their careers. It is more than just promotions or lateral rotations; it is accomplished by combining the individual’s needs with UPS’ current and future business needs. People grow, learn, and improve best when they are given work that provides challenges within their potential, opportunities to use their strongest skills, opportunities to do what interests them, and opportunities to be involved in activities that they value, and to which they feel a strong sense of commitment.”

UPS is not the only company with this attitude. It is becoming the mantra of growing companies as well as global giants, as talent has become a valued asset and critical to continued growth. Turner Broadcasting has several programs in place to excite and engage talent once they have accepted an assignment.

“One way we make a difference in workforce integration is with our community involvement group,” said Jacqueline Welch, senior vice president of international HR at Turner Broadcasting in Atlanta. “The group sits down with each employee to see how quickly they can be involved in the greater community outside of Turner.”

This is part of Turner Broadcasting’s Total Rewards program. In addition, Turner Broadcasting offers a unique program in which the relocating employee is paired with another employee who has had a similar role and/or mobile assignment to provide support and a sense of community. “We do a pretty good, precise job of matching up Turner colleagues,” said Welch, explaining the success of the program.

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Click here to read the full article in Mobility Issues: March 2012 Issue

To Contact Jill:
Jill Heineck, CRP l Chief Relocation Officer

Phone: 877.550.RELO
jill@focusrelocationllc.com
www.FocusRelocationLLC.com
Twitter: @jheineck