In this series of the Enlightened Leadership column of HRinsights, I am reviewing key findings of Jeitosa’s Going Global Survey 2010-2011.  The first article provided some background information to the survey and discussed the top challenges for global HR professionals. Today, I will review the various global organizational models that we used and provide advice based on which each model.

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Business transformation through technology is the theme for the Australian Human Resource Institute’s HR Technology conference in October 2011. In 2010 the HR technology conference exhibition space and sponsorship packages sold out days after going on sale. Delegate registration reached the close off point three weeks before the conference started and everything about the conference lived up to expectations with praise coming from all sources. So it is the right forum to hear from industry professionals give their views and hear about their experience in transforming the business.

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All businesses operate in a political and legal framework defined by national and local governments. Companies operate more effectively when they understand the political context and have effective government liaison strategies in place. Governments affect economic cycles, control interest rates, regulate investment, write labor, environmental and anti-trust laws, and interpret regulations.

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As an increasing number of companies continue to expand into a growing number of global locales, the role of Human Resources within an organization has been rapidly evolving into being a more strategic global business partner. To be effective as a true business partner, Human Resources must understand the organization and global business strategy.  What is the vision for the organization and what are the important business outcomes?

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Excessive Compensation, Private Inurement Prohibition, Disqualified Persons Intermediate Sanctions, Excess Benefit Transactions, Comparability Data, Rebuttable Presumption… While these terms may sound intimidating and the time table of IRS events below may seem like a run-away train, there are opportunities from which each non-profit can benefit. The first opportunity is in the process of rebuttable presumption. The IRS has provided a step-by-step process for non-profits to reach a type of safe harbor – a “rebuttable presumption” – to provide the explanation that payments under a compensation arrangement are presumed to be reasonable. Three conditions must be met for a rebuttable presumption, summarized in this article.

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In order to reduce youth unemployment and improve living conditions, the Bolivian Government, with funding from the Spanish Cooperation and the World Bank has launched the “Mi Primer Empleo Digno” (My first decent job) program which expects to create 4,000 jobs in 2011.

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According to Rodolfo Garcia, President of Terremark Worldwide’s Latin American business unit (Terremark Worldwide is an IT infrastructure services provider), in an interview to Forbes Magazine in Februrary 2010, technology is usually introduced to North America three years ahead of Latin America. However, with Software-as-a-Service, that’s not the case.

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In this column, for the last four issues, I have been summarizing the key issues in the healthcare reform laws (technically the Patient Protection and Affordable Care Act and the Health Care and Education Reconciliation Act) that were passed last year.  There has been lots of discussion and debate around this topic since passage, particularly leading up to the November, 2010 mid-term elections.  In this issue, I’d like to discuss some interesting minor points that have gotten attention in the discussions, note some of the surveys conducted since passage and make a few remarks on what’s ahead.

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In this column, in the last issue of HRinsights, I described several recent surveys and articles illuminating the current state of talent management as viewed by practitioners in the field.  In this issue, I will offer some views of talent management by executives and other users and beneficiaries of the current state of talent management efforts in their organizations.

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