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Chinese Law Causes Headaches, Why Remote Work Arrangements Can be Good for Business, and More

World Management Team in office silhouette

This week’s iWorkGlobal Employment News Roundup shares the latest headache-causing law from China, advice for managing a global workforce, reasons why remote work arrangements can be good for business, and current trends in HR and talent acquisition technology and processes.

Read these stories and more by clicking on each link listed below.

Latest Employment News

  • How Amazon India is Engaging Future Talent (From the HR Observer)
    Do you think of your customer’s needs first when you hire talent? Do you provide a mentor to help new employees learn your company culture? Amazon India does. In this post, the company’s HR director shares some of their HR strategies that are proving effective.

Managing a Non-Traditional Workforce: Contingent, Remote and Global

  • The Complexities of Global Leadership (from the Association for Talent Development)
    Companies who work globally face unique challenges. This post contains several links to articles meant to help companies understand the complexities of workplace development around the world.
  • Make Your Workforce Smarter By Letting Them Work Remotely (TGDaily)
    As more employers shed the outdated notion of a 9 to 5 work schedule for everyone,
    more opportunities arise to let workers complete their jobs remotely. This post covers a number of reasons remote working arrangements could lead to improved outcomes for your workforce and your business.

General Management & HR Resources

  • General Analytics Trailblazers (from RecruitingTrends)
    Some companies are taking full advantage of analytics to gain an edge in HR. This post provides advice from Electronic Arts, one of the first companies to capitalize on the opportunity HR analytics provide.
  • Recipe for a Talent Acquisition Fail (from RecruitingTrends)
    If you don’t distinguish between business-critical roles and others when you assign requisitions to recruiters, or you don’t assign reqs to recruiters based on their current workload, your process could be inefficient or ineffective. This post covers what to do instead.

If you have any questions about managing a global or contingent workforce or would like to learn more about services from iWorkGlobal, please contact us.

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