Since 1991, the Top Employers Institute certifies excellence in the conditions that companies create for their people. The introduction of a Top Employers Global Certification programme is a logical next step in view of the global trend in harmonisation of employee conditions. The first Global Certifications will be announced during the Global Certification Dinner on March 5, at the Hermitage Amsterdam Museum.
Recent global HR survey results have revealed that international companies are increasingly centralising their operations. Aligning HR strategies on an international level, harmonising employee conditions and setting global standards in leadership are all necessary steps for a well-aligned centralisation process. The new Global Certification process recognises those companies who offer optimal conditions for their employees. The first companies – all prominent Top Employers – certified as a Top Employer Global 2015 will be officially announced during the Global Certification Dinner in the Hermitage Amsterdam Museum on March 5. The first Top Employers Global 2015 have all been certified in various regions throughout the world and have harmonized their operations in a way which has not only benefited their employees but also their operations.
Harmonisation of employee conditions
The Top Employers Institute annually conducts a survey of HR best practices around the world. Key areas include Leadership Development, Performance Management, Career & Succession Management, Compensation & Benefits, Workforce Planning, Talent Strategy, On-Boarding, Learning & Development and Culture.
On the topic of Compensation & Benefits, there appears to be some improvements on performance-related pay, but less so on share options. On a secondary level, high performers receive better recognition. Flexible working arrangements, however, differ in countries and regions. Competency training and staff development are both highly harmonised, but continuity and coaching can be improved on in some cases.
Although the signs point in the direction of increasing global harmonisation, a local approach is certainly not to be ruled out. Local adaptation has a potential influence on global policy, often based on cultural differences or company philosophy.
