Europe - & Beyond -Made Easy

Human Resources Capital& Talent Management

Welcome on board, 20 minutes before departure…

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Get Ready for the Trip Checklist

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Are we clear on who does what when?Let’s waste a bit of time to save a lot.

1 How strong are your HR systems& processes at home?

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How do we measure team efficiency?Team actually includes management!

4 Collaboration vs Reporting vs Tracking

In the unlikely event of an emergency…

One of your biggest investments may be HRbut do you look at it as such?

What do you have in place to maximize it?Protect from the inherent risks of such investment?

Optimize HR related costs but be preparedto activate a plan B if necessary.

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What makes you different?

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Your Employer Brand

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Why Do You NeedEmployer Branding?

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Your Employer Brand shares…

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Your Vision ( Purpose )

Your Mission ( Solutions )

Your Values ( Framework )

To potential and future team members.10

You are going to a new market,your brand may or may not be known, be realistic about it & strategize your

market approach accordingly.

- Where are your potential future talents?

- What are the best channels to attract them?

- What is the best timing?

- How long should a recruitment process last?Keep in mind the big picture (your local operations).

- Which timezone? Field presence? Online only? PR? 11

Next Step: Employing a Team Member Abroad

Which employment solution fits your operating model best?

Where should the person be based? Why?

How important are face to face / skype interactions?

Which frequency? During on boarding & probation? After it is completed?

How do we communicate objectives and track progress?

Plan Ahead

The Paperwork

Which employment agreement: what does it say about it you?

First impressions of the employee?

Impact of future collaboration & team delivery?

Do you need any other document? Industrial agreements? Confidentiality agreement?

How will you do your payroll?

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Let’s get local, your first recruitments abroad.

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DO YOU?

I want a local.

I know about the cross-culturaldifferences, I have been there. I know the local market.

I have an onboarding program designed.

I know what the person is going to do.

I know myself.

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Your new employee starts.Great, then what?

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Structure The Training

Get the team member totake ownership of their OKRs.

Think employee experience:What does your P&L line include?

Get Regular One on One

Show interest in the market.

Great, then what?

Master time & focus on a small number of highly relevant metrics.

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OKRs: OBJECTIVES & KEY RESULTS. Q2, Weeks 14 to 26.

Objectives Key Results Comments

Sell 100K€ worth of ... x out of 100K€ sold. Tell your team member to use the comments to provide feedback; show the sum of team members OKRs make sense.

Retain all existing 47 accounts as per list provided at beginning of Q1

kept z / 47 accounts (x met in person, y called, z interactions via email)

Quality & Quantity, index your remuneration & benefits strategy towards them.

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Scrutinize the probation period. Be specific about your own expections.

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Scrutinize the probation period.

Exit bonus during probation?

Make & take decisions!

Get support when needed. It is tough and it is OK to ask for help.

Distance means more info lost in translation: - strategize efficient exchanges- set the rules upfront

Watch out for bullshit.

Reward early.

Autonomy & Belonging.

Would you be able to do it?

It Works. Then What?

Set the ambition, work together to get there, focus on both business & individual + team objectives.

Get your international people involved in transversal projects to ensure they regularly connect with HQ & others.

Map information flows.Ask yourself why is it critical?

Retention strategy?

How could you (we) do twice as good? 10 times as good?

What would we need?

Do you conduct exit interviews? Do you conduct “don’t exit

interviews”?

Training & Development

Foster In-House (no cost) Training; Be Creative.

Co(fee) Learning.

Lunch & Learn.

Get external people to come & talk to your team.

Get out of your comfort zone.

Get out of the office.

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Think about the 3 critical intelligences

What do you do to enhance them? What does your competition do?

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2 Emotional Intelligence

Relationhsip Intelligence

Team Intelligence

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Jacques Reynaud

Contact Me By Email atJacques@polyglotgroup.eu

Reach Out by Phone on+33 6 21 85 43 97

Reach Out on Social Media@PolyglotGroup

THANK YOU FOR YOUR TIMEAny Questions?