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Are you a UK director considering accessing talent overseas to resolve skills shortages in your business? Join Managing Partner Samar Shams for Changes Immigration Ltd in partnership with the Institute of Directors (IoD) in London for an insightful 1-hour webinar designed specifically for director-level professionals seeking practical advice on enhancing their business operations. This session will help directors looking to address talent shortages with sponsoring overseas workers. The webinar will cover the following critical areas when plugging talent gaps by sponsoring workers from abroad: * Learn about legal requirements to hold a license to sponsor internationals * What are best practices for sponsoring foreign workers Who should attend? * Business directors * HR leaders * Talent acquisition managers * Strategic planners * International IoD members Details and Registration 28 November 2024, 10am — 11am Register here: https://bit.ly/3A7k5j3 Free to Institute of Directors members, £10 for non-members contact: events@iod.com #immigration #globaltalent

Dear Leadership in the various levels, International Civil Aviation Organization Bureau of International Labor Affairs International Employment Lawyer HR International International Banker International Compliance Association International HR HR International (Overseas Recruitment Agency) International HR Certifications HR World international (HRM Solutions Outsourcing) OFURE GLOBAL INTERNATIONAL SERVICES LIMITED HR OUTSOURCING Workshop Trends in International Pensions for HR International Labour Organization Bureau of International Labor Affairs International Labor Organization Pakistan HR Forum Pakistan HR Professionals I haven't heard or received any message to recover the matter; International matters or Affairs dealing departments still silent; EEO meaning Equal Employment Opportunity is the principle that every person, regardless of attributes such as race, gender or sexual orientation, has an equal opportunity to find employment based on merit; ensures that persons from different backgrounds have equal access to the educational and social goods they need to compete for entry to physical, medical or school etc. Equal opportunities refers to an equal distribution of facility, among individuals, of opportunities for education, training, employment, career development and the exercise of power without their being disadvantaged on the basis of their sex, race, language, religion, economic or family situation, and so forth. It holds that persons enjoy equal opportunities in the relevant sense provided they are not obstructed by legal or certain technical obstacles or by some forms of discrimination, and that under such conditions persons should compete for positions under a process designed to select the best qualified. "Law" an employer's legal responsibility to pay damages to an employee who has been injured or who has contracted an illness because of the work he or she does. Broadly speaking, Workers' Compensation and Employer's Liability cover the costs of physical injuries, though in slightly different ways, and Employment Practices Liability covers emotional damages and distress of your employees caused by team members or the environment in your workplace. "Insurance premium" When you pay your insurance premium, you get financial protection against uncertainties. Insurance premiums must be seen as an investment in a financially secured future. An insurance premium is the amount you pay each month (or each year) to keep your insurance policy active. Your premium amount is determined by many factors, including risk, coverage amount and more - depending on the type of insurance you have. This does not apply to all types of life insurance. The premium rate is calculated by dividing the sum insured by the sum assured. This means that if you have a sum insured of Rs 10,000 and a sum assured of Rs 1,000 then your premium rate would be 10%. Calculating the insurance premium rate is a crucial step in the process of purchasing insurance.

A report published by the United Nations in the year 2020 revealed that the United Arab Emirates (UAE) ranked 6th among the nations that have the highest number of immigrants. According to studies, around 80% of the country’s total population consists of migrant workers and around 90% of the total employees are foreigners. With such a diverse workforce, it has become a necessity for companies and organizations in the UAE, and particularly, in Dubai to have HR departments that are especially focused on diversity and inclusion (D&I). Our experts provide the knowledge on Diversity and Inclusion and it's importance in the current scenario. Enrol today to stay updated. shilpa@learnerspoint.org

🌍 Explore Our HR Guide: Navigating Dual Career Paths in Expatriation Managing dual careers for expatriate couples presents a unique challenge for HR professionals. We've crafted a comprehensive guide to help you successfully navigate this complexity. Before Departure: Learn about the crucial steps for preparing expatriate couples. During Expatriation: Discover strategies for integrating professionally and personally. After Expatriation: Understand the importance of reflecting and readjusting. As an HR professional, this guide will equip you with the necessary tools to turn the challenges of dual careers into enriching opportunities for your employees. 📘 Read the full article here: https://lnkd.in/etWPkcU4 🗣️ We would love to hear about your own strategies and challenges related to supporting dual careers in expatriation. Share your experiences and questions in the comments below. #HR #InternationalMobility #Expatriation #DualCareers

I’m not expatriate, but I’m getting this types of treat; that means mostly recruiter treated me as an expatriate.🤨 -Cultural Fit: Expatriates may have different cultural backgrounds and work styles, which can be a concern for companies that prioritize cultural integration. -Legal and Compliance Issues: Hiring expatriates can involve complex legal considerations, including work permits, visas, and compliance with labor laws, which can be daunting for recruiters. -Relocation Costs: The financial burden associated with relocating an expatriate, including moving expenses, housing, and potential relocation packages, can be significant. -Adjustment Period: Expatriates may require time to adapt to a new environment, which could impact productivity and team dynamics in the short term. -Retention Risks: There might be fears that expatriates are more likely to leave after a short time, especially if they face challenges in adapting to their new role or environment. -Communication Barriers: Language differences can lead to misunderstandings and miscommunication, which can affect teamwork and performance. -Perception of Commitment: Some recruiters may perceive expatriates as less committed to the company's long-term success, especially if they are on temporary assignments. Addressing these concerns through clear communication, support systems, and effective onboarding processes can help mitigate the fears associated with hiring expatriates.

Enhancing Global Mobility: Strategic Relocation Practices for Expatriates As the global business landscape becomes more interconnected, Human Resources plays a pivotal role in facilitating smooth transitions for expatriates. Strategic relocation practices are key to attracting and retaining top international talent. Relocation Logistics: Ensuring a seamless move is paramount. HR should assist with logistics including visa processing, shipping personal belongings, and finding suitable housing. This logistical support is crucial for reducing the stress associated with international moves. Local Orientation Programs: Once relocated, expatriates benefit immensely from local orientation programs. These should cover local laws, social norms, and practical day-to-day information to help them settle in quickly and comfortably. Language Training: Providing language training is not just about easing communication; it’s about empowering expatriates to become part of their new community. This can significantly enhance their professional and social interactions. Career Development for Spouses: Partner career support can be a deciding factor for expatriates considering a move. HR departments can offer services like resume assistance, job searching, and networking opportunities to help accompanying partners find meaningful employment. Emergency Support Services: Establishing clear protocols for emergencies, including health issues, legal problems, or family crises back home, ensures that expatriates feel secure. Knowing they have reliable support no matter the situation can be a significant relief. Implementing these practices not only improves the expatriate experience but also bolsters the organization’s reputation as a globally minded and supportive employer. #HR #GlobalMobility #ExpatriateSupport #HumanResources

Ahmed Shaalan comments on how workplace gossip poses a significant threat to career advancement and employee satisfaction, as evidenced by its negative effects on hotel workers in Guangzhou, China. Given the sector's substantial contribution to the UAE's economy, understanding and addressing the ramifications of gossip are paramount. While more research is needed to gauge the extent of the issue locally, taking proactive measures such as implementing training programs and fostering positive relationships among staff can help mitigate the damaging effects of gossip. By prioritizing a supportive and respectful work environment, businesses in the UAE can promote employee well-being and foster long-term career growth. Read more below: https://lnkd.in/dd3MK7hC #Hospitality #Progression #Career #training #workculture #support #positivity #UAE

Dear Leadership in the various levels, International Civil Aviation Organization Bureau of International Labor Affairs International Employment Lawyer HR International International Banker International Compliance Association International HR HR International (Overseas Recruitment Agency) International HR Certifications HR World international (HRM Solutions Outsourcing) OFURE GLOBAL INTERNATIONAL SERVICES LIMITED HR OUTSOURCING Workshop Trends in International Pensions for HR International Labour Organization Bureau of International Labor Affairs International Labor Organization Pakistan HR Forum Pakistan HR Professionals I haven't heard or received any message to recover the matter; EEO meaning Equal Employment Opportunity is the principle that every person, regardless of attributes such as race, gender or sexual orientation, has an equal opportunity to find employment based on merit; ensures that persons from different backgrounds have equal access to the educational and social goods they need to compete for entry to physical, medical or school etc. Equal opportunities refers to an equal distribution of facility, among individuals, of opportunities for education, training, employment, career development and the exercise of power without their being disadvantaged on the basis of their sex, race, language, religion, economic or family situation, and so forth. It holds that persons enjoy equal opportunities in the relevant sense provided they are not obstructed by legal or certain technical obstacles or by some forms of discrimination, and that under such conditions persons should compete for positions under a process designed to select the best qualified. "Law" an employer's legal responsibility to pay damages to an employee who has been injured or who has contracted an illness because of the work he or she does. Broadly speaking, Workers' Compensation and Employer's Liability cover the costs of physical injuries, though in slightly different ways, and Employment Practices Liability covers emotional damages and distress of your employees caused by team members or the environment in your workplace. "Insurance premium" When you pay your insurance premium, you get financial protection against uncertainties. Insurance premiums must be seen as an investment in a financially secured future. An insurance premium is the amount you pay each month (or each year) to keep your insurance policy active. Your premium amount is determined by many factors, including risk, coverage amount and more - depending on the type of insurance you have. This does not apply to all types of life insurance. The premium rate is calculated by dividing the sum insured by the sum assured. This means that if you have a sum insured of Rs 10,000 and a sum assured of Rs 1,000 then your premium rate would be 10%. Calculating the insurance premium rate is a crucial step in the process of purchasing insurance.

What red flags do you look for in your expat professionals? 🌍💼 Retention rates for expats that fail on international assignments are especially high! This drives up the costs to the business and the key talent loss. In order to retain talent, organisations need to check in on factors that might lead to retention risks. 👉The length of a time an individual has had without a promotion. 👉Indicators of burnout on the job. 👉Deteriorating performance levels of the individual. 👉Conflict and negative feedback with managers. 👉Lack of engagement and motivation These aspects can all be red flags for our expat professionals...which mitigating before they leave the business. All with various causes... What red flags do you look for in your expat professionals? #expat #careers #internationalorganisations

🌍 Embracing the Challenge: The Life of a Global HR Manager 🌍 Coming from a whole life as a Law Firm Employment Lawyer, stepping into the role of a Global HR Manager was - and still is - a journey filled with challenges and rewards. Over the past year, I had the opportunity to learn that a significant part of our work involves staying up-to-date with employment laws worldwide, a task that's as daunting as it is enriching. Today, for example, I find myself delving into the complexities of employment legislation in Morocco. This continuous learning process, while challenging, is what makes our job truly rewarding. It's not just about navigating the legal intricacies; it's about understanding diverse cultures and ensuring our practices are inclusive and fair across the globe. To my fellow HR professionals: let's connect and embrace the challenges and the learning opportunities they present. Our work is vital, complex, and profoundly impactful. #inDrive #GlobalHR #HumanResources #EmploymentLaw