I’ve always heard that the value of networking is unmatched when it comes to finding great careers opportunities.   This is definitely true.

I’ve had the privilege of engaging and interacting with the Houston International HR Roundtable over the past year.   What it has afforded me is the realization of a very important career goal—true international exposure via a two year assignment in Paris, France!

I was approached about this opportunity through a contact at the roundtable.  Because of the roundtable connection, I was interviewed and ultimately offered the role of Vice President of Human Resources at Technip-North America…a journey that will start in Paris.

I can’t stress the importance of networking with colleagues at the appropriate level.  I feel the International HR Roundtable is the best organization in Houston that addresses international issues and mobilization for senior HR leaders.

We are all presented with prospects, and we have to take advantage of them as they arise.  This is true in our personal lives and our professional lives.   Participating in and supporting the right organizations are essential.

I would like to thank Larry and the roundtable for “getting me connected” with the right international career opportunity.  Merci!

I wish the Larry and the roundtable continued success.

À la prochaine!

[Editors Note:  We are happy to welcome back Greg Shrewsbury as a Guest Author.  Greg is now Vice President, Human Resources-North America for Technip.  We wish Greg the best of luck on his new adventure in Paris.]

• international compensation and benefits
• security issues
• global diversity
• cross-cultural communication
• localization of long-term expatriates
• relocation issues
• spouse and family issues

Submissions should be made to Submit Presentation with “Call for Presentations” in the subject line.  Thank you!

The Human Resource Development Program at the University of Houston

Your source for experts in training and development, and organization development

Succession planning, mergers and acquisitions, strategic planning, are all critical topics on the minds of today’s HR Leaders. The University of Houston (U of H) remains one of the few universities embedded within an urban community to help ensure that local organizations have the resources necessary to succeed locally and globally. The Human Development and Consumer Sciences department at U of H currently offers both an Undergraduate (B.S) and a Master’s of Science (M.S.) degree in Human Resource Development (HRD). This article provides information on the following four topics:

1. Faculty
2. Program
3. Advisory Board
4. Students
5. Global Outreach

Faculty
Faculty members have expertise in the strategic disciplines of HRD as well as practical experience in the public, private, and non-governmental sectors. Consequently, students benefit because the faculty facilitates learning experiences that are relevant, meaningful, and authentic. Students are able transfer learning to their jobs and organizations.

Program
The HRD curriculum is unique because it retains its fundamentals in learning and performance but remains dynamic to ensure relevance and timeliness with business and industry. The curriculum is diverse and integrated. The program includes courses such as Instructional Design, Adult Learning, E-learning, Design of Organization Development Interventions, and Leadership. The integrated approach provides students a well-rounded perspective of learning, change, transfer and performance in organizations at the local and global levels. The blend of theory and practice, gives students strong problem-solving skills that allows them assess and adapt to any context. The program is also characterized by a concerted effort to helping students “learn how to learn”.

Advisory Board
What differentiates this program from other master’s degree programs is the advisory board. The program’s advisory board consists of experts that include consultants and practitioners in public and private organizations. The board regularly interfaces with faculty and students to provide additional perspectives on curriculum and applied projects, while sharing examples of business problems requiring HRD expertise and action. Advisory board members are also regular speakers in the HRD courses, and many serve as mentors. Advisory board members also provide leads on HRD internships and full-time positions.

Student Society of Human Resource Development
Along with having top-notch faculty and access to the advisory board, the student population has also taken ownership of the program’s success. The students manage the Student Society of Human Resources Development (SSHRD) and actively recruit students for the HRD programs. The SSHRD group is associated with the American Society for Training and Development (ASTD), providing additional opportunities to network with industry professionals. SSHRD members lead and participate in service projects, and HRD events that promote the development of its members and related communities.

Global Outreach
To further the global reach of the HRD programs, a student mentorship program has been established in partnership with the Houston International HR Roundtable. The goal of the mentorship program is to foster new relationships and assist students in better defining their career paths. This mentorship program enhances the global presence and foci of the HRD programs.

If you are interested in furthering your career in Human Resource Development, please contact Dr. Consuelo Waight (cwaight@uh.edu) or Dr. Holly Hutchins (hmhutchi@Central.UH.EDU).

[Editors Note:  Thank you to the faculty of the HRD program for providing this information.  We look forward to working with the HRD faculty and students on a variety of initiatives as we continue to develop Houston as the Global Center of Excellence for International HR.]

Thank you to Tom Fox for allowing us to post a link to his recent webinar!

One of the key company lynch-pins in any FCPA compliance and ethics program is Human Resources. Most HR professional do not think of themselves as on the front lines for FCPA compliance and ethics. However the HR function is plays a  key role in “connecting the dots” for FCPA ethics and compliance. What policy does a company take to punish those employees who may engage in unethical and non-compliant behavior in order to meet company revenue targets versus what rewards are handed out to those employees who integrate such ethical and compliant behavior into their individual work practices going forward? One of the very important functions of HR is assisting management in setting the criteria for employee bonuses and assisting management in the evaluation of employees for the bonuses. This is an equally important role in getting out a company’s message of adherence to a FCPA compliance and ethics policy.

Does a company have, as a component of its bonus compensation plan, a part dedicated to FCPA compliance and ethics? If so, how is this component measured and then administered? There is very little in the corporate world that an employee notices more than what goes into the calculation of their bonuses. HR can and should facilitate this process by setting expectations early in the year and then following through when annual bonuses are released. With the assistance of HR, such a bonus can send a powerful message to employees regarding the seriousness with which compliance is taken at the company. There is nothing like putting your money where your mouth is for people to stand up and take notice.

If a company has an employee who meets, or exceeds all his sales targets, but does so in a manner which is opposite to the company’s stated FCPA compliance and ethics values, other employees will watch and see how that employee is treated. Is that employee rewarded with a large bonus? Is that employee promoted or are the employee’s violations of the company’s compliance and ethics policies swept under the carpet? If the employee is rewarded, or in any way not sanctioned for unethical or non-compliant behavior, it will be noticed and other employees will act accordingly. One of the functions of HR is to help ensure consistent application of company values throughout the organization.

In the energy industry, (and probably lots of other industries) there is the following archetypal story. It usually is told about a Regional Manager in the Far East or the Middle East who is alleged to have said some along the following lines, “If I violate the Code of Conduct I may or may not get caught. If I get caught I may or may not be disciplined. But if don’t make my revenue numbers for two quarters I will be fired”. If such a story is allowed to percolate throughout the company, employees will feel that all that matters is hitting their revenue targets, not acting in an ethical and compliant manner. Human Resources provides a vital front line function is providing consistent, across the board application of a values core values of compliance and ethics by training and then reinforcing that “hitting the numbers” in a manner which is antithetical to the company’s compliance and ethics program is not acceptable. But this must be done in both words and actions.

The HR Department in any multi-national company has a significant role in not only managing the employee base but in assisting to set the correct expectations regarding FCPA compliance and ethics. Consistent applications of these core beliefs and values will assist any company in remaining compliant and driving home the message that the company takes FCPA compliance seriously.

[Editors Note:  We are happy to welcome Thomas Fox of tomfoxlaw.com as a Guest Author.  Tom recently spoke to Houston International HR Roundtable on HR's role in FCPA compliance.  Tom will be presenting a webinar on The Role of HR in FCPA Compliance and Ethics on Tuesday, May 18, 2010 at 2 pm (CST) that will be of interest to international HR professionals.

Registration Link:              https://secure.confertel.net/tsregister.asp?course=509107

Tom has practiced law in Houston for 25 years. He is now assisting companies with FCPA compliance, Risk Management and international transactions. He was most recently the General Counsel at Drilling Controls, Inc., a worldwide oilfield manufacturing and service company.  He was previously Division Counsel with Halliburton Energy Services, Inc. where he supported Halliburton’s software division and its downhole division, which included the logging, directional drilling and drill bit business units.  Tom attended undergraduate school at the University of Texas, graduate school at Michigan State University and law school at the University of Michigan.  Tom writes and speaks nationally and internationally on a wide variety of topics, ranging from FCPA compliance, indemnities and other forms of risk management for a worldwide energy practice, tax issues faced by multi-national US companies, insurance coverage issues and protection of trade secrets.  Additional information on FCPA and compliance issues can be found at http://tfoxlaw.wordpress.com/.]

We have two great events planned for March.  We start off with the “Night Before” networking event on March 23.  PricewaterhouseCoopers will be our sponsor for this event.   Our Tough International HR Challenge Series continues with Foreign Corrupt Practice Act Essentials on March 24.  As always our educational event will be held at the Deloitte Center for Energy Solutions Conference Center.

Houston is also hosting two international HR conferences in March and we welcome Families in Global Transition and National Foreign Trade Council (along with HR Houston). Houston IS the Global Center of Excellence for international human resources.

We look forward to seeing you at our events.  Contact info@houstoninternationalhr.com with any questions.

Here’s a new one for you:
Houston is the Global Center of Excellence for International Human Resources.

For the past three years, I have been involved in the Houston International HR Roundtable. This is a fantastic group of individuals comprised of the HR community and the service professionals who work in partnership with them. During the time that I have been involved in this group, I have come to know its leader, Larry Scott, who has done an exceptional job at bringing great speakers and educational opportunities to the group. He has also incorporated networking Happy Hours, which has helped bring the members of this group together.

At the end of 2009, Larry Scott formalized the group, adding structure and varying levels of membership and sponsorship opportunities, while enhancing membership benefits. He now serves as president for the group and is the visionary for its future.

So, what is Houston International HR Roundtable?

Houston International HR Roundtable is committed to developing Houston as the Global Center of Excellence for International Human Resources. It is the leading education and networking professional organization in Houston for international HR professionals, including international and domestic service providers.

The vision of the group is to develop Houston as the Global Center of Excellence for international human resources.

I was absolutely thrilled when Larry approached me and asked me to Chair the Global Center of Excellence Committee. He felt that I would be a perfect fit, given my work within the Relocation Industry and the contacts that I have locally within the Houston Relocation and HR community.

The Global Center of Excellence Committee is focused on bringing increased recognition to Houston as the Global Center of Excellence for International Human Resources in accordance with the vision statement of Houston International HR Roundtable.   This committee works in conjunction with our other committees to promote Houston and its value as a global leader in international HR.  I am very excited to be the Chair of this important committee, and look very forward to assisting in bringing recognition to the Houston as the Global Center of Excellence.

If you are interested in membership or more information about Houston International HR Roundtable, please visit:
Houston International HR Roundtable.  To view upcoming events, please click here:  Events Calendar.

The above is reprinted by permission from the Houston Relocation Blog published by Michelle Sandlin, CRP.  Michelle is the Director, Global Relocation Services at John Daugherty.

Jordan’s presentations are always lively and contain real-world examples.  His presentation will provide an understanding of the relationship between US and non-US labor laws and how they differ in their application and purpose, and will equip the multinational employer with the right questions to ask before implementing terminations and other cost-cutting measures.

Jordan Cowman is a Partner in the Dallas, Texas, office of Akin Gump Strauss Hauer & Feld LLP. He specializes in international labor and employment law and counseling on employment litigation, international public policy, cross-border matters and corporate compliance.Mr. Cowman is a director of the Texas Business Hall of Fame, the Dallas Assembly, the Dallas Committee on Foreign Relations, and a member of the U.S. Council for International Business’ International Labor and Employment Law Committee. He was an employer advisor to the United Nations’ International Labor Organization in 2002, 2003 and 2004. He is past chairman of the Texas Lyceum Association.

This program has been submitted to HR Certification Institute for review.

For information on all our committees, please click here for more information on all of our committees.  We thank our Advisory Committee, Committee Chairs, and committee members for their leadership in the Houston International HR community.

The Contest

We want to honor and recognize our members that innovate and create Best Practices in the field of international human resources. This is the opportunity for you and your HR department to receive recognition for the creative and innovative programs you implemented during 2009.  At our March 2010 educational breakfast meeting, we will announce the Best Practice of the Year for 2009.  We believe that by honoring and recognizing creative and innovative ideas that you will inspire your peers and colleagues to bring solutions to challenges they face. Although only “one” Best Practice will be chosen as the “Best Practice of the Year,” we will also recognize a select number of “Best Practices” at the meeting.

The Rules

The contest is open to all members of the Houston International HR Roundtable.  Nominations must be programs implemented between January 2, 2009 and December 31, 2009. The program needs to relate to international HR and could be related to expatriate management, international compensation and benefits, immigration program, global training, etc. The program may include other departments or groups or even vendors. Multiple nominations by a single company are allowed.

Nomination form is available by clicking below.

Houston International HR Roundtable has embraced social media. Whether you use Facebook, Linkedin, Google, FeedZilla, or Twitter – we are there to connect with you. We also invite you to follow our RSS feed or share our content. We provide links on each page for most of the major social networking sites. For those who prefer to receive our updates by email, please subscribe via Feedzilla for email updates. We also publish an “old-fashioned” newsletter and you can sign-up here.  Let us know how we can help you connect via social media.