Reinventing. the. relationship. between and the
|
|
- Junior Hampton
- 7 years ago
- Views:
Transcription
1 Reinventing HR the relationship between and the line Understanding both barriers and opportunities in the relationship between HR and line managers in Australia and New Zealand Line managers and HR need to have a close working relationship to effectively implement the company s strategies. New research among Australasian line managers and HR practitioners reveals both camps are eager to overcome the barriers to fostering a more constructive relationship. >>
2
3 Contents Introduction 2 1 HR and line managers rebuilding the relationship 3 2 Megatrends that foreshadow the future 5 3 People power where it matters most 7
4 2 Reinventing the relationship between HR and the line Introduction Executing a business strategy is easy to say, but not easy to do. This is because companies don t implement strategy, people do. There is no autopilot. If people are not driving it, or driving it well, it will inevitably go off the rails. HR directors and teams play a critical role in effective strategy implementation. These are the people who transform the decisions made at the top into workable frameworks, procedures and policies. It is the HR team that helps gain company-wide acceptance and support of the strategy by guiding managers and employees to act. When HR and line managers work well together, it has a profound effect on company performance, long-term sustainability and profits. But it s no easy task and the relationship between HR and line management is not always smooth sailing. In spite of the best intentions, conflicting priorities and deeply entrenched conventions can hinder progress and undermine objectives. When initiatives are thwarted, mutual frustration rises and communication breaks down. It s not hard to understand why the HR-line management relationship can quickly become frayed. This report looks at how the HR-line manager connection can be improved. It draws on both research among Australian and New Zealand line managers and HR directors that indicates there is both a willingness and readiness for a new approach. This view was echoed in Hay Group s global research with HR directors and line managers in the UK, US and China. A radical new way out of this unprofitable impasse is to strengthen relations between the two parties by harnessing information and innovation. Activating line managers with new tools will mean they can act autonomously while still within the framework of company HR policy. About the research The study is based on the views of 161 HR directors and 112 line managers in Australia, New Zealand and the Pacific Hay Group. All rights reserved
5 1 HR and line managers rebuilding the relationship If strategy execution is being hampered by mutual frustration between HR and line management, then what can be done to rebuild bridges? Eager to understand the impacts of these potentially damaging undercurrents and quantify opinion on both sides, Hay Group has conducted in-depth research. The survey polled 273 line managers and HR leaders in the Pacific region to expose the most severe pain points and determine what urgent action was needed. While the results reveal an uncomfortable truth about the current state of affairs, its findings also offer clear pointers towards a far more constructive, cooperative future for HR and line managers alike. One of the most obvious factors to emerge from the research is that HR teams are feeling the strain. As cost-saving cuts bite, many HR departments are losing headcount. At the same time, HR can feel over-burdened by routine transactional requests and queries from line managers. More than one third of HR directors estimate that their teams spend between per cent of its time dealing with such matters, while one in five estimate the time spent on everyday enquiries takes up half their team s time. While HR responds to these routine requests from the business, it also struggles to be recognised as a strategic partner. Nearly half (47 per cent) agree or strongly agree that HR spends so long handholding line managers that it prevents them taking a strategic view. Adding insult to injury, more than one third (36 per cent) of HR directors responded that in their company line managers expect immediate responses to queries and are unforgiving if the process takes longer. A major issue identified by many HR directors is the low importance that line manager s place on the soft skills of people management skills which research has shown to be a key driver in productivity and performance. It is concerning to note that HR directors in the Australasian region rate the enthusiasm of line managers towards their people management responsibilities as low only 28 per cent believe line managers make people management a priority, compared with 56 per cent of global respondents. Improving these skills through HR training was not always successful with more than half (54 per cent) of Australian and New Zealand HR directors admitting they were frustrated that line managers do not integrate learning points from HR training in their day-to-day role. Globally, the issue affected around a quarter (26 per cent) of HR directors. 47 per cent of HR directors feel they spend too much time hand-holding, preventing more strategic activity
6 4 Reinventing the relationship between HR and the line 51 per cent of line managers feel that HR closely guard information and data. 30 per cent feel that HR processes block them from making decisions. A mutual concern The views of line managers revealed another challenge to the relationship. Around half of them (51 per cent) feel that HR teams keep information and data closely guarded with one in five (20 per cent) of them even stating that Google is a better source of information and support. More than a third of line managers (38 per cent) felt that they would be empowered to make better, faster decisions if HR shared more information. This view was echoed strongly by all respondents, globally. In Australia and New Zealand almost one third of line managers (29 per cent) think that hiring, promoting and resource planning processes are convoluted and inefficient. Around one third (30 per cent) feel that HR processes are an administrative burden rather than an enabler to better decision-making. Towards a new togetherness Given the problems identified by so many HR directors, it is small wonder that an overwhelming majority (89 per cent) of them agree or strongly agree that empowering line managers to make autonomous people management decisions should be a key goal. The research found this view was not isolated to the Australasian region, with nine out of ten respondents globally agreeing that empowering line managers to make such decisions was a key goal. On the other side of the divide, a common sentiment among line managers was that HR would be more effective if they were more responsive and open around one in three (32 per cent) local line managers shared this view, as did more than half (54 per cent) of global respondents. In light of their comments about HR performance, they too would welcome any move to increase their independent authority. A major frustration and barrier in the relationship is that each side lacks a clear understanding of what the other does. Four in five HR directors considered the line managers in their organisation to have a low level of understanding about HR policies and procedures. For Hay Group, these findings go to the heart of both the problem and the solution. Reinventing the HR-line manager relationship something called for by managers and HR directors with equal passion promises to open the way for a more collaborative, more productive way ahead Hay Group. All rights reserved
7 2 Megatrends that foreshadow the future 1 Threats and promises combine to make the time right for change. Accelerating forces in globalisation, technology, demographics, consumer demand and expanding cross-border operations have collided to drive Australian and New Zealand organisations and industries towards a rapid transformation. There have been wide-sweeping changes for organisations, their leaders and their staff. Traditional hierarchies and reporting lines will soon be redundant, if they are not already. The old, top-down exercise of power is making way for a new, highly collaborative approach. Trust is a key factor here. HR directors and line managers must now be prepared to work in closer cooperation with culturally, generationally and geographically diverse teams. When information and authority flow in all directions across a flat organisation, individuals need to be entrusted more than ever with the tools to act on their own initiative. HR teams cannot be constantly available to handle a stream of everyday queries and requests from multiple time zones nor is this the best use of HR resources. Understandably, HR directors themselves prefer to be active rather than reactive; not mere process executives but strategic partners in the organisation. 1 For more about megatrends that are set to transform organisations and their leaders, see Vielmetter, G and Sell, Y (2014) Leadership 2030: The six megatrends you need to understand to lead your company in the future. AMACOM
8 6 Reinventing the relationship between HR and the line Here-and-now decisions needed A third and equally potent factor is the continuing war for talent. As industrialised countries such as Australia and New Zealand suffer growing skills shortages due, in part to their aging populations, attracting, developing and retaining good people becomes increasingly challenging. Leaders must learn new ways to understand and motivate their teams. The potential delays involved in referring back to HR risk losing valuable opportunities to recruit or retain key personnel. In this new climate, it is vital that HR and line managers forge new methods of productive collaboration. HR must learn to provide managers with the right resources and authority to secure the talent, skills and behaviours they need to deliver results. Line managers who are closer than HR to their employees and better placed to develop and reward them must be equipped to make decisions on the spot, in the here-and-now. New generation, new demands A more fluent working relationship between HR and line managers goes a long way towards meeting the expectations of a new generation of employees. Australian and New Zealand consumers are highly IT literate and have rapidly embraced mobile technology with a growing number of consumers accessing the internet via smartphones or tablets (source: ACMA, Stats NZ). For Australian and New Zealand workers, it s a 24-hour digital world in which the boundaries between home and office are dissolving. An always-on, instant access, consumer-style experience is now an essential ingredient of both work and play, whenever and wherever they take place. Speed and functionality are expected to be as readily available at the desk as they are on the sofa. Instant access is not a luxury it s a basic right. The same younger generation of managers takes a more individualistic, independent, selfdirected approach to their professional lives. Particularly important to them is the freedom to act with greater autonomy and flexibility than their predecessors ever did, which in turn calls for HR to allow them a quick and easy route to the necessary information and tools. Organisations are therefore confronted with both a threat and a promise: cater for the demands of this generation or lose the very talents that are essential for success. Equally, nobody wants to keep the bright and the brilliant at the cost of complete anarchy on the shopfloor. HR does have an important view on how to organise things. Reinventing the relationship between the line and HR is key to engaging all of the energy and ability of a new generation without losing control Hay Group. All rights reserved
9 3 People power where it matters most Accountable independence and authority for line managers HR and line managers agree: the power to act decisively on people management issues must be extended from the central HR function down the line to managers. For this to be achieved, HR will need to relinquish a degree of control and entrust line managers with tools to manage their people better, while retaining its role as sole guardian of employee data. Managers, for their part, must (if they do not already) accept a new level of accountability for everyday staff operations, within a policy framework defined by HR and, ultimately, corporate strategy as a whole. to influence employees perceptions and behaviour, and to galvanise the entire organisation. Activate to accumulate Closer relations with HR give line managers the power to act and help them perform better. When they perform better, so do their teams. And when that happens, both HR and the organisation stand to benefit. This is the essence of activating the line. In this way, HR policies can be leveraged The results of successful activation are substantial and measurable. Line managers are empowered to take prompt and decisive action Their enhanced leadership qualities promote a more productive team climate and improved ROI HR policies are applied consistently and robustly across the organisation New skills and training, expensively acquired, are deployed through the organisation with real, long-lasting effects on individual performance Motivational changes to reward policies are properly communicated right down the line HR directors retain oversight and control, while enjoying greater freedom to realise their own strategic ambitions.
10 8 Reinventing the relationship between HR and the line HR and line managers: best of both worlds Difficulties with relations between HR and line managers are not new. And solutions have not been easy to come by, until now. Hay Group believes that consumer world technology ironically, one of the key factors driving the need for change offers huge potential to reinvent the relationship for the better. It can provide HR with a solution that helps the organisation achieve its objectives, while setting them at the forefront of change. This is the vision behind Hay Group s new suite of mobile business apps: they provide the missing link that puts strategy-aligned authority and tools directly into the hands of line managers, within a policy framework set and monitored by HR. Full details of the first three apps in the growing Hay Group Activate suite can be obtained by visiting Hay Group. All rights reserved
11
12 Africa Cape Town Johannesburg Pretoria Asia Bangkok Beijing Ho Chi Minh City Hong Kong Jakarta Kuala Lumpur Mumbai New Delhi Seoul Shanghai Shenzhen Singapore Tokyo Europe Amsterdam Athens Barcelona Berlin Bilbao Birmingham Bratislava Brussels Bucharest Budapest Dublin Edinburgh Enschede Frankfurt Helsinki Istanbul Kiev Lille Lisbon London Madrid Manchester Milan Moscow Oslo Paris Prague Rome Stockholm Strasbourg Vienna Vilnius Warsaw Zeist Zurich Latin America Bogotá Buenos Aires Caracas Lima Mexico City Rio de Janeiro San José Santiago São Paulo Middle East Doha Dubai Riyadh North America Atlanta Boston Calgary Chicago Dallas Edmonton Halifax Kansas City Los Angeles Montreal New York Metro Ottawa Philadelphia Regina San Francisco Toronto Vancouver Washington DC Metro Pacific Auckland Brisbane Melbourne Perth Sydney Wellington Hay Group is a global management consulting firm that works with leaders to transform strategy into reality. We develop talent, organise people to be more effective and motivate them to perform at their best. Our focus is on making change happen and helping people and organisations realise their potential. We have over 3000 employees working in 87 offices in 49 countries. Our insight is supported by robust data from over 125 countries. Our clients are from the private, public and not-for-profit sectors, across every major industry. For more information please contact or us at info.pacific@haygroup.com
at the pace of business Leadership development In-house programs available! The Leadership Express Series Ottawa, ON
Africa Cape Town Johannesburg Pretoria Asia Bangkok Beijing Ho Chi Minh City Hong Kong Jakarta Kuala Lumpur Mumbai New Delhi Seoul Shanghai Shenzhen Singapore Tokyo Europe Amsterdam Athens Barcelona Berlin
More informationseeing the whole picture HAY GROUP JOB EVALUATION MANAGER
seeing the whole picture SM HAY GROUP JOB EVALUATION MANAGER for organizations of any size, job evaluation can be a complex task. hay group job evaluation manager sm (jem) builds hay group s class-leading
More informationBe clear about your talent management goals
Take Be clear about your talent management goals It s tough to get talent management right, particularly when market conditions and strategy are in constant flux. But take a whole systems approach to talent
More informationboard solutions litigation support services Executive compensation
board solutions litigation support services Executive compensation i Deep experience, strong partnerships Hay Group s Board Solutions business assists attorneys in various types of engagements that involve
More informationDHL Global Energy Conference 2015 Outsourcing logistics Enhancing innovation or increasing risk?
DHL Global Energy Conference 2015 Outsourcing logistics Enhancing innovation or increasing risk? Introduction to panel discussion Houston, October 13 th What has happened since the last DHL conference?
More informationGreater than the Sum of its Parts: Professionalizing the Supervisory Board
Greater than the Sum of its Parts: Professionalizing the Supervisory Board Jörg Thierfelder and Michael Ensser In the current business environment, supervisory boards are responding to significantly higher
More informationHuman Resources Specialty Practice. www.stantonchase.com
Human Resources Specialty Practice www.stantonchase.com Established in 1990, Stanton Chase has grown to be ranked among the leading global executive search firms as rated by all major industry market research
More informationDenied Boarding Eligibility
Option 1 Denied Boarding Compensation voucher may be used for a single Emirates operated two sector return journey between Dubai and the adjoining list of cities. (OR) Between Australia & New Zealand or
More informationDigital Infrastructure and Economic Development. An Impact Assessment of Facebook s Data Center in Northern Sweden executive summary
Digital Infrastructure and Economic Development An Impact Assessment of Facebook s Data Center in Northern Sweden executive summary The Boston Consulting Group (BCG) is a global management consulting firm
More informationIndian E-Retail Congress 2013
The Retail Track The Omni Channel Retail Supply Chain Indian E-Retail Congress 2013 Subhendu Roy Principal Consumer Industries and Retail Practice 15 February, 2013 Disclaimer This document is exclusively
More informationFreight Forwarders: Thinking Outside the Box
Freight Forwarders: Thinking Outside the Box Given its size, profitability, and expected growth rates, freight forwarding is among the most attractive segments in the North American transportation services
More informationThe Data Center of the Future: Creating New Jobs in Europe
The Data Center of the Future: Creating New Jobs in Europe New data centers will create hundreds of thousands of new jobs for Europe by 2020. But there is work to be done to capture this opportunity fully.
More informationDenied Boarding Eligibility
Option 1 Denied Boarding Compensation voucher may be used for a single Emirates operated two sector return journey between Dubai and the adjoining list of cities. (OR) Between Australia & New Zealand or
More informationGoodbye Spokesperson, Hello Steward
Goodbye Spokesperson, Hello Steward The Transformation of Corporate Communications Once heralded as the seat held by the best storyteller in the company, corporate communications is no longer about amplifying
More informationHow CPG manufacturers and retailers can collaborate to create offers that will make a difference. Implications of the Winning with Digital Study
Implications of the Winning with Digital Study How CPG manufacturers and retailers can collaborate to create offers that will make a difference 1 To shed light on retailers shift from traditional to digital
More informationThe World s Most Competitive Cities. A Global Investor s Perspective on True City Competitiveness
The World s Most Competitive Cities A Global Investor s Perspective on True City Competitiveness A report by Site Selection magazine in cooperation with IBM Global Business Services The World s Most Competitive
More informationbalance right: Getting the the ratio of CEO to average employee pay and what it means for company performance
Getting the balance right: the ratio of CEO to average employee pay and what it means for company performance With Will Hutton s fair pay review suggesting that private sector companies should consider
More informationReal Estate. Expertise of a boutique. Reach of a global firm.
Real Estate Expertise of a boutique. Reach of a global firm. Inside Expertise of a boutique, reach of a global firm 1 Broad global coverage 2 Industry coverage 3 Our search process 4 Proprietary assessment
More informationFact sheet DTZ Fair Value Index TM methodology
Fact sheet DTZ Fair Value Index TM methodology DTZ Fair Value Index TM launched to measure investor opportunity in world s commercial property markets First ever forward-looking commercial property value
More informationsuccess A study into women executives
Learning from their success A study into women executives In these times of decreasing productivity, encouraging stronger female participation at all levels of an organisation is good for business. Hay
More informationWhat Makes Cities Successful Randstad on the World Stage
What Makes Cities Successful Randstad on the World Stage 1966 7 World Cities London Moscow New York Paris Randstad Rhein-Ruhr Tokyo Today: JLL City Commercial Attraction Index Top 20 Population Economic
More informationCoaching Executives: Building Emotional Intelligence
IMPACT STORY Coaching Executives: Building Emotional Intelligence How a Global Airline Developed Emotionally Intelligent Leaders via an Integrated Coaching Solution The Challenge The Columbia Leadership
More informationOpportunities for Action in Consumer Markets. To Spend or Not to Spend: A New Approach to Advertising and Promotions
Opportunities for Action in Consumer Markets To Spend or Not to Spend: A New Approach to Advertising and Promotions To Spend or Not to Spend: A New Approach to Advertising and Promotions Trying to outshout
More information2015 City RepTrak The World s Most Reputable Cities
REPUTATION LEADERS NETWORK 2015 City RepTrak The World s Most Reputable Cities The World s View on Cities: An Online Study of the Reputation of 100 Cities RepTrak is a registered trademark of Reputation
More informationOpportunities for Action in Technology and Communications. Creating Value in Mobile Telecom: Beyond ARPU
Opportunities for Action in Technology and Communications Creating Value in Mobile Telecom: Beyond ARPU Creating Value in Mobile Telecom: Beyond ARPU After investing huge sums of money in recent years
More informationHuman Resource Workforce Skills Qualification (WSQ) Programmes
Human Resource Workforce Skills Qualification (WSQ) Programmes Human Resource Workforce Skills Qualification Programmes 2 Human Resource WSQ programmes The Human Resource Workforce Skills Qualification
More informationOpportunities for Action in Financial Services. Growing Profits Under Pressure: Integrating Corporate and Investment Banking
Opportunities for Action in Financial Services Growing Profits Under Pressure: Integrating Corporate and Investment Banking Growing Profits Under Pressure: Integrating Corporate and Investment Banking
More informationleader Building the new
Building the new leader Leadership challenges of the future revealed According to Hay Group s Leadership 2030 research the leaders of the future will need a host of new skills and competencies if they
More informationOpportunities for Action in Financial Services. Sales Force Effectiveness: Moving Up the Middle and Managing New Prospects
Opportunities for Action in Financial Services Sales Force Effectiveness: Moving Up the Middle and Managing New Prospects Sales Force Effectiveness: Moving Up the Middle and Managing New Prospects Good
More informationWorking and ordinarily working in the UK
Financial institutions Energy Infrastructure, mining and commodities Transport Technology and innovation Life sciences and healthcare Working and ordinarily working in the UK Briefing January 2015 Introduction
More informationHow to Become a Procurement Champion
How to Become a Procurement Champion What is the secret to building a prosperous, valuedriven procurement organization? A holistic procurement transformation (HPT), and the right balance between your business
More informationcourse Charting your own Re-evaluating reward Top Executive Compensation in Europe 2013 www.haygroup.com/executivereward
Charting your own course Re-evaluating reward Top Executive Compensation in 13 There is now clear evidence across that the continent is on the road to recovery. This creates a serious challenge for corporate
More informationmanaging talent to meet pharma s next great challenge: global market access Life Sciences and Healthcare Services
managing talent to meet pharma s next great challenge: global market access Life Sciences and Healthcare Services In an environment where private and government payers around the world are becoming more
More informationOpportunities for Action. Shared Services in Operations and IT: Additional Complexity or Real Synergies?
Opportunities for Action Shared Services in Operations and IT: Additional Complexity or Real Synergies? Shared Services in Operations and IT: Additional Complexity or Real Synergies? In recent years, many
More informationOpportunities for Action. Achieving Success in Business Process Outsourcing and Offshoring
Opportunities for Action Achieving Success in Business Process Outsourcing and Offshoring Achieving Success in Business Process Outsourcing and Offshoring The list of companies that have launched efforts
More informationSRM How to maximize vendor value and opportunity
Operations Excellence: Supplier Relationship Management SRM How to maximize vendor value and opportunity 27th November 2014 Zagreb DDr. Michael Strohmer, Partner, A.T. Kearney michael.strohmer@atkearney.com
More informationAiming for Outsourcing Excellence
by Mike Connolly mike.connolly@booz.com Vinay Couto vinay.couto@booz.com Gil Irwin gil.irwin@booz.com Karl Kellner karl.kellner@booz.com Aiming for Outsourcing Excellence The New Knowledge-Based Outsourcing
More information01/ 02/ 03/ 04/ 05/ Beyond borders Deloitte Discovery April 23 rd 2015 Cyprus 1 Going beyond borders to move our clients ahead Deloitte Discovery Services - Deloitte Legal 2 The Deloitte
More informationGlobal Real Estate Outlook
Global Real Estate Outlook August 2014 The Hierarchy of Economic Performance, 2014-2015 China Indonesia India Poland South Korea Turkey Australia Mexico United Kingdom Sweden United States Canada South
More informationOpportunities for Action in Industrial Goods. The Price Is Right: Optimizing Industrial Companies Pricing of Services
Opportunities for Action in Industrial Goods The Price Is Right: Optimizing Industrial Companies Pricing of Services The Price Is Right: Optimizing Industrial Companies Pricing of Services Industrial companies
More informationMatching supply to demand
Africa Cape Town Pretoria Sandown Asia Bangkok Beijing Chennai Hong Kong Jakarta Kuala Lumpur Mumbai New Delhi Seoul Shanghai Shenzhen Singapore Tokyo Europe Athens Barcelona Berlin Bilbao Birmingham Bratislava
More informationMake. or break. How leaders keep promises in business
or break Make How leaders keep promises in business 12 2008 While CEOs make promises about what their organisation can deliver, it is their senior managers who keep these promises on their behalf. This
More informationPrivate Equity Practice Group
Private Equity Practice Group www.stantonchase.com Stanton Chase is a leader in executive management and board recruitment with global footprint, local expertise, and extensive experience across numerous
More informationCITY OF CHICAGO BUILDING ENERGY USE BENCHMARKING AND TRANSPARENCY
California Energy Commission Nonresidential Building Energy Use Disclosure Workshop CITY OF CHICAGO BUILDING ENERGY USE BENCHMARKING AND TRANSPARENCY Jamie Ponce Chicago City Director, C40 Cities Climate
More informationIndia. Moving. June 2012. A total reward view of India s express industry
1 Moving India June 2012 A total reward view of India s express industry Delivering results The express sector is the unsung hero of India s economic progress and prowess. As the lifeblood of India s trade,
More informationOpportunities for Action in Industrial Goods. Asset Productivity: A Potent Lever for Competitive Advantage
Opportunities for Action in Industrial Goods Asset Productivity: A Potent Lever for Competitive Advantage Asset Productivity: A Potent Lever for Competitive Advantage With economic growth stubbornly elusive,
More informationKen Favaro Ashish Jain Samuel Bloustein. Small Business Banking Customers An Attractive Segment for Organic Growth
Leading Research Paul Hyde Ken Favaro Ashish Jain Samuel Bloustein Small Business Banking Customers An Attractive Segment for Organic Growth Small Business Customers Are Among the Most Profitable Segments
More informationCustomer Relationship. Opportunities for Action in the Pulp and Paper Industry. Management in the Paper Industry
Customer Relationship 2/9/04 1:42 PM Page 1 Opportunities for Action in the Pulp and Paper Industry Customer Relationship Management in the Paper Industry Customer Relationship Management in the Paper
More informationOpportunities for Action in Industrial Goods. Winning by Understanding the Full Customer Experience
Opportunities for Action in Industrial Goods Winning by Understanding the Full Customer Experience Winning by Understanding the Full Customer Experience The old adage What gets measured gets done is fine
More informationP R E S S R E L E A S E
P R E S S R E L E A S E Contact: Robert McGrath 212.984.8267 robert.mcgrath@cbre.com Corey Mirman 212.984.6542 corey.mirman@cbre.com LONDON IS WORLD S MOST EXPENSIVE OFFICE MARKET FOR SECOND STRAIGHT YEAR
More informationROLE SPECIFICATION INTERNATIONAL FINANCE CORPORATION
ROLE SPECIFICATION for the position of with GENERAL COUNSEL INTERNATIONAL FINANCE CORPORATION AMSTERDAM ATHENS ATLANTA BARCELONA BEIJING BERLIN BOGOTÁ BOSTON BRUSSELS BUDAPEST BUENOS AIRES CALGARY CHICAGO
More informationInternet of Things, a key lever to reduce CO 2 emissions
COP21 Internet of Things, a key lever to reduce CO 2 emissions November 13 th, 2015 Exponential technologies combined with Internet global model drive a new industrial revolution: the Internet of Thing
More informationOpportunities for Action in the Automotive Industry. How Electronics Will Revolutionize Innovation in Autos
Opportunities for Action in the Automotive Industry How Electronics Will Revolutionize Innovation in Autos How Electronics Will Revolutionize Innovation in Autos The Age of Electronics has hit the auto
More informationGlobal business needs a global partner
Global business needs a global partner Bespoke business banking on an international scale Corporate Banking The global business experts Riga Saint Petersburg Moscow London Amsterdam Minsk Warsaw Brussels
More informationAchieving Export Sales Growth
Achieving Export Sales Growth How Enterprise Ireland and its overseas network works with Irish exporting companies Angela Byrne Marketing & Sales Strategy Adviser Enterprise Ireland Finance 4 Growth Workshop
More informationFebruary 2012, Markör Marknad & Kommunikation AB
Swedavia Travel survey: Stockholm Arlanda Airport 2011 February 2012, Markör Marknad & Kommunikation AB Markör Örebro Markör Stockholm Box 396, 701 47 Örebro Box 921 39, 102 08 Stockholm Tel: 019-16 16
More informationSeamus McMahon Ashish Jain Kumar Kanagasabai. Redefining the Mission for Banks Call Centers Cut Costs, Grow Sales, or Both
Perspective Amit Gupta Seamus McMahon Ashish Jain Kumar Kanagasabai Redefining the Mission for Banks Call Centers Cut Costs, Grow Sales, or Both Contact Information Chicago Ashish Jain Principal 312-578-4753
More informationRents continue to recover. Global Office Index Q2 2014
Rents continue to recover Global Office Index Q2 2014 2 Global Office Index, Q2 2014 JLL Global Office Index Q2 2014 Rents continue to recover Steady improvement in both leasing activity and corporate
More informationThe leading adviser in the global education sector
The leading adviser in the global education sector 3 Global Financial Advisory Rothschild stands apart from the competition. What makes Rothschild special as an adviser is that we are: Focused on clients
More informationIndia. Doorway to opportunities
India Doorway to opportunities We have the key India s development plays an increasingly active role in the global economy and presents significant business opportunities. As clients manage and explore
More informationGlobal Office Thermometer
Global Office Thermometer Lower costs driven by appreciating US dollar, weaker economic growth in Europe and increased supply in emerging markets May 2015 This is the 18th edition of our annual report
More informationSupply Chain Sustainability A Strategic Responsibility
Supply Chain Sustainability A Strategic Responsibility The supply chain function has evolved significantly over the past decade, becoming a key strategic pillar of business. Going beyond its core role
More informationNorton Rose Group expands across Canada, Latin America and Kazakhstan. Creating one of the world s leading energy and mining practices
Norton Rose Group expands across Canada, Latin America and Kazakhstan Creating one of the world s leading energy and mining practices Norton Rose Group expands across Canada, Latin America and Kazakhstan
More informationTravel, Hospitality and Leisure Sector. Expertise of a specialty. Reach of a global firm.
Travel, Hospitality and Leisure Sector Expertise of a specialty. Reach of a global firm. Inside Introduction 1 Broad global coverage 2 Industry coverage 3 Our search process 4 Proprietary assessment tools
More informationOpportunities for Action in Financial Services. Transforming Retail Banking Processes
Opportunities for Action in Financial Services Transforming Retail Banking Processes Transforming Retail Banking Processes The retail banking environment is undergoing major change. Retail banking customers
More informationCRITICAL THINKING AT THE CRITICAL TIME CONSTRUCTION SOLUTIONS
CRITICAL THINKING AT THE CRITICAL TIME CONSTRUCTION SOLUTIONS Table of Contents 1 ABOUT FTI CONSULTING 2 CHALLENGES OVERCOME 3 OUR EXPERTISE 4 PROJECT TYPES 5 OUR TEAM ii FTI Consulting, Inc. CONSTRUCTION
More informationGuide. Axis Webinar. User guide
Guide Axis Webinar User guide Table of contents 1. Introduction 3 2. Preparations 3 2.1 Joining the visual part 3 2.2 Joining the conference call 3 2.3 Providing feedback and asking questions during a
More informationcybersecurity dinner 2015
cybersecurity dinner 2015 Discussion Highlights In February 2015, President Obama, speaking at a White House Summit on cybersecurity and consumer protection, declared that the Internet has become a sort
More informationFinancial services regulation in Australia
Financial services regulation in Australia FEBRUARY What you need to know Financial services regulation in Australia February 2016 1 What you need to know Key points Do you do business in Australia or
More informationOpportunities for Action in Operations. Working Capital Productivity: The Overlooked Measure of Business Performance Improvement
Opportunities for Action in Operations Working Capital Productivity: The Overlooked Measure of Business Performance Improvement Working Capital Productivity: The Overlooked Measure of Business Performance
More informationCargo Sales & Service Presentation. Air Logistics UK
Cargo Sales & Service Presentation Air Logistics UK Air Logistics Group Introduction Introducing Air Logistics Group IATA Approved $500m cargo sales 220 employees worldwide Experienced management team
More informationAccredited TOGAF 9 and ArchiMate 2 Training Course Calendar February 2016 onwards
Course Start Date Training Provider Training Course Name Type Course Location Duration Exam Status URL Contact Email Contact Telephone 2016-02-01 2016-02-01 EA Principals, Inc. TOGAF 9 Foundation and Certified
More informationDangerous. liaisons. Mergers and acquisitions: the integration game
Dangerous liaisons Mergers and acquisitions: the integration game 10 2007 Mergers can prove a dangerous game. How can organizations ensure that their M&A delivers real value? >> Contents A dangerous game
More informationOpportunities for Action in Consumer Markets. Paying for Performance: An Overlooked Opportunity
Opportunities for Action in Consumer Markets Paying for Performance: An Overlooked Opportunity Paying for Performance: An Overlooked Opportunity Every time a sales representative considers which customers
More information1999 COMMUNICATIONS STUDY LINKING COMMUNICATIONS WITH STRATEGY TO ACHIEVE BUSINESS GOALS
W A T S O N W Y A T T 1999 COMMUNICATIONS STUDY LINKING COMMUNICATIONS WITH STRATEGY TO ACHIEVE BUSINESS GOALS A CLOSE TIE between business and communications strategies will align the workforce with
More informationGOING FOR GOLD IN THE GLOBAL OFFICE MARKET
GOING FOR GOLD AUGUST 2012 A COMPARISON OF GLOBAL OFFICE PROPERTY MARKET PERFORMANCE London on the rise but Beijing takes the Gold With the eyes of the world focused on sporting and cultural achievement
More informationOpportunities for Action in Financial Services. The Next Wave: Wireless Financial Services
Opportunities for Action in Financial Services The Next Wave: Wireless Financial Services The Next Wave: Wireless Financial Services Wireless financial services, an important part of m- commerce, can offer
More informationAn introduction to the Rothschild businesses
An introduction to the Rothschild businesses Introducing the Group The Rothschild Group is one of the world s largest independent financial advisory groups, employing approximately 2,800 people in 40 countries
More informationSOCIAL MEDIA STRATEGY EXECUTION 10 STEPS DIGITAL SERIES
SOCIAL MEDIA STRATEGY EXECUTION 10 STEPS DIGITAL SERIES LIFESTYLE AS BASE FOR CONSUMPTION A strategy that pays off for your business Social Media can be crucial for digital business success if used strategically
More informationPhoenix Agenda Inside Tomorrow s Retail Bank
Presentation Phoenix Agenda Inside Tomorrow s Retail Bank eco Kompetenzgruppe E-Commerce Frankfurt, 24. September 2012 Christian Weiß, A.T. Kearney The role of technology in next generation retail banking
More informationHealth Care Viewpoint
Global Penetration: Growth and Competitive Advantage Health Care Viewpoint Number 6 Bain health care expertise As the year 2000 approaches, the health care industry is still turbulent. Customer requirements
More informationOpportunities for Action in Financial Services. The Three Golden Rules of Cross-Selling
Opportunities for Action in Financial Services The Three Golden Rules of Cross-Selling The Three Golden Rules of Cross-Selling Most banks and insurance companies recognize the value to be captured from
More informationJoint General Assembly APLAC-PAC 2014 June 21-28, Guadalaja, Mexico
Joint General Assembly APLAC-PAC 2014 June 21-28, Guadalaja, Mexico Suggestions air transportation to Guadalajara, Mexico Below are some suggested connections that can be taken from different countries
More informationMercer Cost of Living Survey Worldwide Rankings, 2009 (including rental accommodation costs)
Mercer Cost of Living Survey Worldwide, Country 2008 1 2 Tokyo Japan 143.7 127 2 11 Osaka Japan 119.2 110 3 1 Moscow Russia 115.4 142.4 4 8 Geneva Switzerland 109.2 115.8 5 6 Hong Kong Hong Kong 108.7
More informationOpportunities for Action in Consumer Markets. Consumer Services: The Master Brands of the Twenty-First Century
Opportunities for Action in Consumer Markets Consumer Services: The Master Brands of the Twenty-First Century Consumer Services: The Master Brands of the Twenty-First Century For many years, consumer service
More informationEight Best Practices for Conducting a Successful General Counsel Search
legal, compliance & regulatory Eight Best Practices for Conducting a Successful General Counsel Search by Catherine Nathan, Jennifer Herrmann, Kimberly Fullerton and David Love The general counsel is a
More informationROLE SPECIFICATION WORLD FOOD PROGRAMME
MANAGEMENT CONSULTANTS EGON ZEHNDER INTERNATIONAL (SUISSE) SA COURS DE RIVE 10 1204 GENEVA SWITZERLAND TELEPHONE +41 22 849 68 68 FAX +41 22 849 68 78 E-MAIL ezigeneva@ezi.net www.egonzehnder.com ROLE
More informationOffice rent growth driven by service sector employment expansion
MARKETVIEW Global Office Rent Cycle, Q1 2016 Office rent growth driven by service sector employment expansion Global Office Rent Index +0.6% Americas Office Rent Index +0.4% EMEA Office Rent Index +0.8%
More informationCities Research Center I 2015. City Momentum Index
Cities Research Center I 2015 City Momentum Index City Momentum Index, 2015 2 Tracking Speed of Change This is JLL s second annual City Momentum Index (CMI), which tracks the speed of change of a city
More informationGlobal Cities, Present and Future
Global Cities Index and Emerging Cities Outlook Global Cities, Present and Future Today more than ever, global cities need to run just to stand still. Urban leaders who wish to provide their citizens with
More informationCompeting for Small Business P&C Insurance. Strategy for growth
Competing for Small Business P&C Insurance Strategy for growth Property and casualty (P&C) insurance for small businesses is a challenge in today s economy. Growth is slow, prices are falling due to a
More informationOpportunities for Action in Consumer Markets. The Antidote to Mismanaged CRM Initiatives
Opportunities for Action in Consumer Markets The Antidote to Mismanaged CRM Initiatives The Antidote to Mismanaged CRM Initiatives Most companies don t know who their best customers are. They enjoy the
More informationThe Theory of Everything in Operations. Achieving operational excellence through interoperability and improved business functions
The Theory of Everything in Operations Achieving operational excellence through interoperability and improved business functions The entire operations arena is ripe for a step change. The thinking on
More informationPRESIDENT CLINTON ANNOUNCES LANDMARK PROGRAM TO REDUCE ENERGY USE IN BUILDINGS WORLDWIDE
EMBARGOED UNTIL 3:30 PM EDT May 16, 2007 PRESIDENT CLINTON ANNOUNCES LANDMARK PROGRAM TO REDUCE ENERGY USE IN BUILDINGS WORLDWIDE Four Multinational Corporations, Five Global Banks, and Fifteen Cities
More informationOur global Product Liability group
Our global Product Liability group 2014 www.allenovery.com 2 Sources say: Extremely impressive; the response times are incredible and the advice is well thought out. Chambers 2014 They are on top of the
More informationWalid Tohme Jad Bitar. Healthy Links Bringing Interoperability to Healthcare Delivery
Perspective Ramez Shehadi Walid Tohme Jad Bitar Healthy Links Bringing Interoperability to Healthcare Delivery Contact Information Beirut Ramez Shehadi Partner +961-1-985-655 ramez.shehadi@booz.com Walid
More informationPerspectives. Assuming Leadership: The First 100 Days
Perspectives Assuming Leadership: The First 100 Days Assuming Leadership: The First 100 Days During his first 100 days in office, President Franklin D. Roosevelt sent 15 messages to Congress, guided 15
More informationOpportunities for Action in Financial Services. The Business-to-Business Race Is On
Opportunities for Action in Financial Services The Business-to-Business Race Is On The Business-to-Business Race Is On Financial institutions have the chance to play leading and profitable roles in shaping
More informationT&E. Where Business Travelers Spend Money
T&E Where Business Travelers Spend Money Contents Introduction 3 Key Findings 4 Top Expensive Cities for Business Travel 5 International 5 U.S. 5 Top 10 Spend Categories 6 International 6 U.S. 7 Most Visited
More informationSynopsis: In the first September TripCase product release there will be several big updates.
TripCase Document Delivery 15.09 Implementation: 10 nd Sep2015 SIN time Synopsis: In the first September TripCase product release there will be several big updates. 1) Frontline agents will have access
More information