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Global Talent Update – April 2022

April 26, 2022 ──── MRINetwork
Employment News, Global Talent Update

Global Talent Update – April 2022

Global Talent Update - April 2022
“A redefinition of the employer-employee (individual) relationship is likely to be one of the lasting changes to come out of the last two years. Organizations are challenged with the task of redefining traditional corporate work environments and creating a work culture that supports all work style needs and preferences. A strategic focus on flexibility is key.” – Bert Miller, President & CEO, MRINetwork

EMEA

A number of countries have recently introduced legislation giving employees the legal right to disconnect electronically from work. Originating in France, right-to-disconnect initiatives mandate that organizations cannot expect employees to be available outside of their established working hours. This legislation has now expanded to Ireland, Canada, Spain and other countries.

Although the right to disconnect may foster high performance by allowing employees to recharge their batteries, the major intent is to promote employees’ work-life balance by allowing them to disengage from work, handle different responsibilities and ensure their well-being. Right-to-disconnect laws signal a greater focus on employee well-being, and a rejection of the idea that workers need to be “always on.”

Right-to-disconnect legislation has limitations; it focuses on specific hours employees are free to disconnect and establishes a window during which they must be accessible. Studies show, however, that when organizations implement policies that allow employees the freedom to choose for themselves when and how to disconnect, the well-being and performance benefits of disconnecting are maximized.

Go to How businesses can best help employees disconnect from work | The Conversation to access additional research on the topic.

ASIA PACIFIC

A white paper produced by the Harvard Business Review observes that due to the dynamic landscape of international border and migration policies, organizations in Asia Pacific and Japan (APJ) are competing for a finite pool of talent within domestic and regional markets. As a result, companies now must go beyond simple remuneration and deliver a sophisticated employee experience to successfully attract and retain talent for continued business performance and growth.

As APAC companies look ahead, their HR teams should continue to learn about the varying needs of the workforce and the optimal ways to deliver a positive employee experience and measure its value. An improved strategy can both respond to and drive the rapidly changing world of work by nurturing a strong culture and committing to a clear vision; leveraging technology as an enabler; applying design thinking; listening, following up, and following through; and considering diverse needs and contexts.

The white paper examines how a number of APAC companies are addressing the challenge. They have demonstrated that technology is a hugely important enabler of a great employee experience, but it cannot solve the problem alone. They are realizing that employee experience is more than an HR program; it is a business strategy.

Go to Employee Experience Across Asia Pacific and the Rapidly Changing World of Work | Harvard Business Review to access the full report.

THE AMERICAS

Recently Mexico, the United States, and Canada held the first-ever meeting of Deputies under the United States-Mexico-Canada Agreement (USMCA/Agreement). The meeting provided the Deputies the opportunity to review progress on the implementation of the agreement and to reaffirm their commitment to making North America “a resilient, inclusive, and competitive economic region with trade policies that foster equitable growth, promote innovation, help protect our shared environment, and benefit our societies.”

According to a report issued by the Office of the United States Trade Representative, substantive discussions were held on four broad, thematic issues, including: labor, environment, inclusive trade, and state-owned enterprises. Mexico, the United States, and Canada agreed to continue advancing USMCA implementation and noted that, though there have been challenges, progress continues to be made under the Agreement. The Deputies agreed to advance regional economic recovery by strengthening North American integration. Click on Mexico, the United States, and Canada Joint Statement on the First USMCA Deputies Meeting | United States Trade Representative to access the full report.