Question:
Could you tell us how did you find the concept of Global Authors and why Global HR comparisons are so important?

Alice B. Watson:
After fifteen years of recruiting internationally, and developing an international network of colleagues experiencing similar challenges in the quest for information on International Human Resources best practice, I realized that there was a need for human resources professionals like myself to have an informative, practical, comprehensive guide to local in-country practices and polices to enable the external recruiting professional working within a global organization to have access to in-country information which is legally compliant with local practices.

Recruitment is often a mission critical issue for most organizations, and as there was no such one stop guide offering Regional and International HR professionals (like myself) information or tools to learn/understand and fully appreciate the cultural and legal HR management practices in different locations, which embraces diversity, I decided to write one.

This gave birth to my idea that perhaps if I selected and invited HR professionals and Academics working within the discipline, to write a chapter on recruitment and HR practices within their own specific country, as a global team we may be able to join our efforts and develop a document with this up to date information as in-country specialist.

Question:
The passage from the concept to action seemed to be very difficult. Possibly the crucial task was to find the appropriate people. Please tell us how did you manage it.

A. W.:
The concept had been in my mind for a number of years. Action grew out of necessity and the initial scheduling and planning for this project commenced in January 2001.

The most challenging task for me at that embryotic stage was in finding suitably qualified, experienced practising HR professionals who would be willing to commit long term to the challenge of representing their country on such a venture.

Author recruitment then became a mission critical issue as I went to the global marketplace to ask HR Professionals to devote time to a project to which I could not offer an up-front reward compensation package in financial terms. Publishing is such a fickle business that unless we did the work their were no guarantees that the book would sell.

I began recruiting Authors globally from within the various Institutes of Human Resources, Universities and being a member of SHRM gave me access to other HR Professional members around the globe. Using the internet was an excellent medium and facilitated the communication and invitation process in a fast, positive, personal and cost effective manner.

The challenge of recruiting continues for me today, as I am still seeking Authors for places such as the United Arab Emirates, Japan, and as stated at the website: http://globalauthors.htmlplanet.com.

Question:
Was it hard to encourage people form different countries to work on the project? What was their first reaction?

A. W.:
When I first took this idea to the marketplace the responses I received was overwhelming. There were obviously HR practitioners who were experiencing similar frustrations; and this had never been done before, hence there was a willingness to be a part of the Global Team.

My preconceived idea that money would be a huge issue was not one which I faced often. Authors were flattered to have been invited and went head-on in constructing and researching for their chapters.

Question:
Please tell us about the most difficult tasks to manage during this project?

A. W.:
Challenges I have faced during this project to date was in keeping the Authors motivated in order to finalize the project.

The initial impact of having been invited to be a part of the global team has now worn off and the challenge for me now is in ensuring that the Authors deliver what they promised to deliver. This is vital as the success of the end product depends on the effort of all project members coming in on time and with a quality document which can face up to the scrutiny of others.

As a global team our aim is to update information supplied as a repeat publication, depending on the employment laws, practices and political forces within each specific country.

Question:
How will this work will be disseminated? Who is the final customer in your opinion?

A. W.:
This book will be of interest to students studying areas of HR, for an international comparative analysis, and benefit all HR Professionals of various levels of experience who work within s with a Global focus.

Dissemination will be via a publishing house and there may be the option to sell the information via a distribution system on the WWW.

Question:
Do you think the outcome of the work will be useful for the multinational companies and their HR strategy?

A. W.:
In light of globalization an integrated global HR strategy is vital if a organization is to achieve a return on its 'Human Capital investment'. This publication provides multinational companies with global emphasis and reach. It is going to be an easy to use reference tool, providing multinationals, which are setting up in host countries, information, recommendations, and solutions to local HR practices. This guide is not only an overview on HR strategies and practices in other countries but allows the HR practitioner to stay abreast of foreign practices, and be given the opportunity to benchmark successful practices from other countries.

This publication will greatly benefit the multinations in preparing for establishment into new countries and managing people issues. User-friendly in-country specific information includes:

• Economic climate and its forecasts;
• Employment Facts and Figures;
• Labor statistics (composition of workforce (male/female, citizen/foreign), industries, unemployment, industries of shortage, key economic indicators);
• Cultural issues;
• Contemporary vision of globalization and new market opportunities;
• Labor statistics and comparative analysis;
• Hiring Strategy and breakthrough tactics to challenge the intense competition getting; high calipers to meet business needs;
• Recruiting channels;
• Country specific total compensation and benefits package;
• Labor Law and Regulations to ensure the legal compliance, especially focus on Employment Contract development to avoid potential dispute between employee and employer;
• Immigration issues, including opportunities &/or constraints for spouses &/or significant others;
• Cost of living, housing;
• Education;
• Section with country comparison and quick reference to Country population, number in workforce;
• Employment law issues regarding recruiting. Rules governing experts' employment.

Question:
How do you plan on addressing the issue of compensation from a global perspective?

A. W.:
The issue of compensation will be addressed within each specific Country Chapter. The buying power of currency differs within various countries. The current worldwide shortage of skilled information technology professionals, see employers considering various strategies for compensation in order to attract and retain top talent. These strategies include work-life and personal growth incentives, with each incentive plan designed and tailored to suit the individual needs of the employee.

Attractive remuneration packages are being offered by international IT companies in the race to fill vacancies globally which means that talent is now more mobile than ever before, with countries not being able to afford to match the big guns in more profitable organizations, losing some of its most capable people offshore.

With work today becoming more project orientated, organizations are measuring the cost and profitability of these projects. Recruitment and compensation packages are being set, based on time lines, profitability and successful completion of these projects.

Project measurement will see trends towards team based compensation packages, also considering individual rewards continuing. To acquire top-caliber people, performance driven incentives must be given consideration. This will see line managers being put under pressure to master the task of job appraisals, performance management and communication.

Establishing the economic value of a specific job with the parameters of the job should be determined by the strategic needs of the business. When al needs mesh with any employee's needs, a contract will be written for specific goals and time spans.

This type of measurement will see employers utilize customize compensation correctly, with only motivated, highly skilled individuals being hired for specific projects, which will affect the compensation profession and impact filtering into all levels of management.

With ongoing cultural change from autocratic to team-based participative management systems, compensation systems will be needed that communicates business priorities and reinforces behaviors such as continuous improvements and teamwork that are critical to success in a highly competitive environment.

These trends show that each country and each skill discipline will have to address the issue of compensation in line with global competition and client demand.

This is one of the "Hot Topics" under review with the team of Global Authors, and we are happy to entertain communication and ideas pertaining to this issue to GlobalAuthors@aol.com.

Question:
When can we expect the final stage of the project?

A. W.:
Optimistically, by the end of June 2001.

Thank you very much for the interview.

With over fifteen years of International Human Resource Management experience, designing and implementing performance-based solutions to fit business needs, Alice is experienced in applying systems and processes thinking toward business performance problems, analyzing customer, organizational and employee needs, and managing relationships between project teams and customers.

Alice has done extensive work in strategic business planning and restructuring, as well as in employee development, projects planning, and resources management. Alice has sound experience in multi-cultural professional/technical environments within countries such as in the Caribbean, USA, Canada, Europe, Middle East, Asia and Australia, so she comes to Global Authors prepared to take the vision of Global HR to in-country best practice to assist the multinational in benchmarking and improving human resource systems and strategies from an in-country legally compliant and cultural correct perspective, with the assistance of the team of Global Authors.

Alice is degree qualified, majoring in Human Resource Management and ISO 9000 systems Auditing.