Measureable and sustainable results using unique and proven methodologies.

The discussion about Offshoring, Delocalization and Globalization is getting more and more controversial, especially in times of economic crisis.Do companies need to offshore or to delocalize production centres to be competitive? The most important impact of todays globalization is << the battle of knowledge >>!
Those who will use the most important part of the available brainpower in the next decades, will win the global quest. Information is exchanged fast and free (eg WIKIs...) The number of patents in the world is raising by 20 %/ year.

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The discussion about Offshoring, Delocalization and Globalization is getting more and more controversial, especially in times of economic crisis.Do companies need to offshore or to delocalize production centres to be competitive? The most important impact of todays globalization is << the battle of knowledge >>!
Those who will use the most important part of the available brainpower in the next decades, will win the global quest. Information is exchanged fast and free (eg WIKIs...) The number of patents in the world is raising by 20 %/ year. The ability of companies to be in advance on their market segments by using << systematic and sustainable innovation >> and not << episodic and ephémere >> will be more and more important!
In most of the European companies, the improvement of productivity as a first means for competitivity enhancement has already been achieved. Globalisation is accompanied by a veritable << industrial nomadism >>, which is including a << hunt >> for the lowest salary costs required. Companies have to ask themselves, if there is still a coherent strategy behind these decisions.
For the companies living the economical crisis of today, it seems to be very important to reconsider these strategic questions again! To recentre themselves on their core business and to sub-contract in << low -cost countries >> the simple and/or time-consuming and costly activities, or to remain in a constant battle for competitivity with the European workforce.
Corporates have to consider the long-term geographic distribution of demand for products. In rethinking their global supply chain for products AND services , they must carefully evaluate the importance of speed, the availability of skilled talent, the potential for further productivity gains in Asia, one-time transition costs, the local import and tax implications, and organizational interfaces.
These changes and decisions (be they for - or against - offshoring and delocalization) have to be accompanied and "coached"! Xavantes has developed an Offshore Coaching Model, in which all barriers, be they cultural, technical or linguistic, can be analyzed and removed in the smoothest way.
With Xavantes Global Presence & Offshoring, we assist companies in deciding where and how to offshore, in finding the right outsourcing or production partner, in setting up your own Offshore Development Centre and in recruiting the teams and assuring quality issues.
Please see our detailed offering, specifically the offering for our new service offering CEDEX: Sustainable offshoring solutions

The real obstacle to your development in emerging countries is often to be found in the minds of your employees , in their fears and habits >> !
Globalization, like IT and taxes, is a tool - neither positive nor negative in and of itself, but rather assumes a position based on its application. As such there are winners and losers based upon how efficiently and effectively those tools are used. One country may have a competitive advantage, but unless it uses that advantage , it will still lose in the end.

Learn more

The real obstacle to your development in emerging countries is often to be found in the minds of your employees , in their fears and habits >> !
Globalization, like IT and taxes, is a tool - neither positive nor negative in and of itself, but rather assumes a position based on its application. As such there are winners and losers based upon how efficiently and effectively those tools are used. One country may have a competitive advantage, but unless it uses that advantage , it will still lose in the end.
The rest of the world has caught on, breaking monopolies and forcing competition. China, India and the rest are "open-sources" rapidly maturing.
Within 25 years China will be the world's largest economy, India will follow 25-50 years behind China and Indonesia will likely vie for the 3rd spot some 25-50 years after India - as the Western world contracts at perhaps 2%. The European economy just a few short years ago ranked in profits.
In a changing world we sometimes choose to continue doing business largely as usual - with no real attempt to compete and structure and anticipate consumer and other indicators for success. Companies are getting unfocused, employees demotivated and frustrated.


Xavantes proposes, among other services, seminars which promote and foster the adhesion of your leaders and employees to common objectives in emerging countries - in order to canalize and understand their fears and expectations. Once an agreement reached, your resources become more agile and more motivated for international projects! Your strategies will be optimized! Your team has to understand why you will delocalize and what impacts are involved. Never in history adhesion has been this important in companies. Demotivated teams hinder company success.
Please refer to our offerings !

 

According to DELOITTE (2007), 29% of French companies record higher profit margins in Emerging Markets than in Developed Markets. And only 23% of them expect a substantial increase of their turnover in developed markets within the next 3 years. More than 75% of small and middle-sized exporting companies are willing to increase their turnover within the next 2 years, strongly for 33,7% of them.

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According to DELOITTE (2007), 29% of French companies record higher profit margins in Emerging Markets than in Developed Markets. And only 23% of them expect a substantial increase of their turnover in developed markets within the next 3 years. More than 75% of small and middle-sized exporting companies are willing to increase their turnover within the next 2 years, strongly for 33,7% of them. Nearly half of them are urged in this direction because of the national market saturation.
XAVANTES can assist you in your global and local Business Development activities with our senior experts and partners. We do regular benchmarkings for new products and market entry strategies, please refer to our offerings on this page or contact us for further details.

Be faster than your competitors on Emerging Markets?
Yes, but the "conquest" of Emerging Markets cannot be a short term decision. Business development in Emerging Markets cannot be improvised and can be a long and laborious process that does not always end up in a success. Investments are heavy, human resources not easy to find, logistics and quality sometimes difficult to manage. An Analysis of the logistics costs and the costs for qualified resources can quickly change your appreciation of the investments to be done.

Learn more

Be faster than your competitors on Emerging Markets?
Yes, but the "conquest" of Emerging Markets cannot be a short term decision. Business development in Emerging Markets cannot be improvised and can be a long and laborious process that does not always end up in a success. Investments are heavy, human resources not easy to find, logistics and quality sometimes difficult to manage. An Analysis of the logistics costs and the costs for qualified resources can quickly change your appreciation of the investments to be done.


If your strategy does not match your other future development objectives, you might fail.
XAVANTES can help you to identify the right strategy for your business development and market entry. We assist our customers in strategic thinking sessions and brainstormings to anticipate future developments and impacts on their current business. Customers can take a step back and decide upon their strategies by accessing real facts on market developments and investment conditions etc.
Please refer to our References and contact us for further details on these studies and seminars.

Success in Emerging Markets mainly relies on the ability to adapt your organization and values to the new conditions quickly, but to maintain at the same time your original value and quality standards, as well as your overall competitivity.

OUR AIM

Achieve global adaptability and common objectives

• Accompany your <<adaptation>> to a new economical AND cultural environment, being more and more difficult and subject to constant change.

• Assist you in all your possible initiatives to << survive >> in your current environment and, if appropriate, facilitate your globalization efforts

Learn more

Success in Emerging Markets mainly relies on the ability to adapt your organization and values to the new conditions quickly, but to maintain at the same time your original value and quality standards, as well as your overall competitivity.

OUR AIM

Achieve global adaptability and common objectives

  • Accompany your <<adaptation>> to a new economical AND cultural environment, being more and more difficult and subject to constant change.
  • Assist you in all your possible initiatives to << survive >> in your current environment and, if appropriate, facilitate your globalization efforts

OUR CONVICTION

Your company can be more global and adaptable BEFORE deciding about any important internal change s in your company

  • Build up operations in a new country
  • Source human resources or services / products in Emerging countries
  • Externalise your R&D and Developments or your Business Processes (BPO) offshore, ... you will have to find a common agreement and adhesion between ALL THE ACTORS in your company and study the impact of any decision on the efficiency and stability of your overall organisation.

OUR APPROACH

Unite expertise globally and maintain results locally

Unite external experts and internal actors of your company to work on common projects and objectives to:

  • Reduce your overall costs and improve your "agility" in sourcing products, services and brainpower
  • Improve your Global presence, partnerships or businesses
  • Recruit, manage and train your talents and leaders in a view of globalization
  • Ensure maintenance and efficiency of the projects locally

Our role is to manage YOUR globalisation projects in Emerging Countries! We will mobilize the respective internal and external expertise and create adhesion.

Permanent and diffuse movements are endangering your succes! Any industrial process of change or improvement has to be analyzed in its context, has to be optimized, and, most importantly, followed-up..This takes time but YOU are experiencing a "short term tyranny" !It is advisable to follow a COMMON strategy, which should be accepted by your entire company.

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Permanent and diffuse movements are endangering your succes! Any industrial process of change or improvement has to be analyzed in its context, has to be optimized, and, most importantly, followed-up...This takes time but YOU are experiencing a "short term tyranny" !It is advisable to follow a COMMON strategy, which should be accepted by your entire company.


Xavantes is specialised in accompanying global management decisions for production and R&D activities in Emerging Countries. We help you to analyze the "Global Fitness" of your company by indicating immediate and sustainable optimization solutions. AND: we also provide the local and concrete solutions for them.


The "XAVANTES Global Approach" is organized in three steps :
- DIAGNOSTIC
- OPTIMISATION
- EXECUTION/ MAINTENANCE


Every action envisaged in Emerging Countries is studied with regard to its impact on your existing structures´ overall stability and on your future operations.
Please contact our experts to get more information by mail.

The real obstacle to your development in emerging countries is often to be found in the minds of your employees , in their fears and habits >> ! Globalization, like IT and taxes, is a tool - neither positive nor negative in and of itself, but rather assumes a position based on its application. As such there are winners and losers based upon how efficiently and effectively those tools are used. One country may have a competitive advantage, but unless it uses that advantage , it will still lose in the end.

Learn more

The real obstacle to your development in emerging countries is often to be found in the minds of your employees , in their fears and habits>> ! Globalization, like IT and taxes, is a tool - neither positive nor negative in and of itself, but rather assumes a position based on its application. As such there are winners and losers based upon how efficiently and effectively those tools are used. One country may have a competitive advantage, but unless it uses that advantage , it will still lose in the end.
The rest of the world has caught on, breaking monopolies and forcing competition. China, India and the rest are "open-sources" rapidly maturing.
Within 25 years China will be the world's largest economy, India will follow 25-50 years behind China and Indonesia will likely vie for the 3rd spot some 25-50 years after India - as the Western world contracts at perhaps 2%. The European economy just a few short years ago ranked in profits.
In a changing world we sometimes choose to continue doing business largely as usual - with no real attempt to compete and structure and anticipate consumer and other indicators for success. Companies are getting unfocused, employees demotivated and frustrated.
Xavantes proposes, among other services, seminars which promote and foster the adhesion of your leaders and employees to common objectives in emerging countries - in order to canalize and understand their fears and expectations. Once an agreement reached, your resources become more agile and more motivated for international projects! Your strategies will be optimized! Your team has to understand why you will delocalize and what impacts are involved. Never in history adhesion has been this important in companies. Demotivated teams hinder company success. Please refer to our offerings!

 

The networked enterprise
Every new technology has its skeptics. With regards to Web 2.0, managements all over the world  try to understand if they are a passing fad or an enduring trend that will underwrite a new era of better corporate performance. Should they implement, or will all this die out?

New research shows a new class of company is emerging—one that uses collaborative Web 2.0 technologies intensively to connect the internal efforts of employees and to extend the organization’s reach to customers, partners, and suppliers. (Source:  McKinsey, 2010) This new kind of company is widely called the networked enterprise. McKinsey results show that the Web 2.0 use of these companies is significantly improving their reported performance. In fact, the data show that fully networked enterprises are not only more likely to be market leaders or to be gaining market share but also use management practices that lead to margins higher than those of companies using the Web in more limited ways.

Learn more

The networked enterprise
Every new technology has its skeptics. With regards to Web 2.0, managements all over the world try to understand if they are a passing fad or an enduring trend that will underwrite a new era of better corporate performance. Should they implement, or will all this die out?

New research shows a new class of company is emerging—one that uses collaborative Web 2.0 technologies intensively to connect the internal efforts of employees and to extend the organization’s reach to customers, partners, and suppliers. (Source:  McKinsey, 2010) This new kind of company is widely called the networked enterprise. McKinsey results show that the Web 2.0 use of these companies is significantly improving their reported performance. In fact, the data show that fully networked enterprises are not only more likely to be market leaders or to be gaining market share but also use management practices that lead to margins higher than those of companies using the Web in more limited ways.

Among respondents at companies using Web 2.0, a large majority continue to report that they are receiving measurable business benefits—with nearly nine out of ten reporting at least one. These benefits ranged from more effective marketing to faster access to knowledge.

Market share gains reported by respondents were significantly correlated with fully networked and externally networked organizations. Technology-enabled collaboration with external stakeholders helps organizations gain market share from the competition. They do this, in our experience, by forging closer marketing relationships with customers and by involving them in customer support and product-development efforts. Respondents at companies that used Web 2.0 to collaborate across organizational silos and to share information more broadly also reported improved market shares.

The attainment of higher operating margins correlates with a different set of factors: the ability to make decisions lower in the corporate hierarchy and a willingness to allow the formation of working teams comprising both in-house employees and individuals outside the organization.

These findings suggest that Web technologies can underwrite a more AGILE organization where frontline staff members make local decisions and companies are better at leveraging outside resources to raise productivity and to create more valuable products and services. The result, surveys suggest, is higher profits.

Falling behind could be a critical mistake
The imperative for business leaders is clear: falling behind in creating internal and external networks could be a critical mistake. Executives need to push their organizations toward becoming fully networked enterprises. Here are some specific steps we recommend:

  • Integrate the use of Web 2.0 into employees’ day-to-day work activities. This practice is the key success factor in all of our analyses, as well as other research we have done. What’s in the work flow is what gets used by employees and what leads to benefits.
  • Continue to drive adoption and usage. Benefits appear to be limited without a base level of adoption and usage. Respondents who reported the lowest levels of both also reported the lowest levels of benefits.
  • Break down the barriers to organizational change. Fully networked organizations appear to have more fluid information flows, deploy talent more flexibly to deal with problems, and allow employees lower in the corporate hierarchy to make decisions. Organizational collaboration is correlated with self-reported market share gains; distributed decision making and work, with increased self-reported profitability.


Apply Web 2.0 technologies to interactions with customers, business partners, and employees. External interactions are correlated with self-reported market share gains. So are internal organizational collaboration and flexibility, and the benefits appear to be multiplicative. Fully networked organizations can achieve the highest levels of self-reported benefits in all types of interactions.

What does a website cost?
Are you a small business looking to build a website, but you don’t know where to get a first price estimation and you are afraid to get cheated? Or maybe you’re a large company thinking about creating a social networking application for your company and you REALLY want to know what the going rate for website developments costs are. Low cost rates and real rates. Regardless of who you are, having a baseline to work with is always a good idea.
XAVANTES does a lot of research for customers every day about pricing schedules of other providers, AND: The most amazing part here is that there is NO existing comparative pricing site on the web for this question. If you need a price, you need to go and ask for a QUOTE.
There are comparative sites for nearly everything, shoes, guns, cars,dresses, construction services, but when it comes to web, prices are only given after having asked for detailed quotes! What is the reason ?

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What does a website cost?

Are you a small business looking to build a website, but you don’t know where to get a first price estimation and you are afraid to get cheated? Or maybe you’re a large company thinking about creating a social networking application for your company and you REALLY want to know what the going rate for website developments costs are. Low cost rates and real rates. Regardless of who you are, having a baseline to work with is always a good idea.
XAVANTES does a lot of research for customers every day about pricing schedules of other providers, AND: The most amazing part here is that there is NO existing comparative pricing site on the web for this question. If you need a price, you need to go and ask for a QUOTE.
There are comparative sites for nearly everything, shoes, guns, cars,dresses, construction services, but when it comes to web, prices are only given after having asked for detailed quotes! What is the reason ?


Some providers in the Internet marketing field are not experienced professionals, thinking that fast money can be made by charging somehow “lost” clients with different amounts based on their situation, urgency  and income. Also, there are a lot of smaller structures which don’t have any marketing team working on their pricing schemes’ publication. In the end, you will not get any real idea of pricing grids for web applications, before having spent a lot of time by asking for quotes and comparing them. This is your only way to get an idea of the best price for a website.
Or you read until the end of this article and you will get a somehow better idea of general prices for websites and designs in France and/or Europe!

OK, so you need a website. And not just any website, but a great website with a clear, crisp easy to navigate design, with superb usability and functionality. Your business can be broad or niche, it can be large or small, and despite what you may believe… you need a website !

Like the businesses they represent, websites are not all created equal and serve various purposes, therefore they can vary greatly in cost as the level of design and functionality increases and becomes more complex to suit your company’s needs.

Basic Presentation Website – not more than 1500 €

A basic presentation website, acts primarily as an online brochure, establishing a necessary presence online to show your customers:  “we exist”, “we are professionals” and “what do we do”. A basic presentation website can be done for a mere market range of 700 € to 1500 €.

This website will not allow you to interact with your audience (social networking, blog), transact business directly through your site (ecommerce). It should enable you to manipulate and update the content within your site without hiring a web programmer, so you will need a Content Management System (CMS) to do this. Unfortunately, the design of your website may be based “template” at such low costs. This means that your site probably mirrors that of other sites on the web.  With Xavantes Web & Creations this will not be the case, because we only provide custom made on-demand design solutions, and we are still in the given price range, but here we are really at best market rates then, with our Presentation Website “START” with on demand design for 649 € !

Custom designed Commercial Website - € 1500-$3500

Really good custom designed websites, with all the aesthetic beauty that you can possibly envision, cost a market average of € 2500. These sites are still not quite as functional as other sites, but are extraordinarily pretty and all design elements are created and designed specifically for your site and tailored to your market needs. These sites may sometimes enable audience interactivity, ecommerce, or content management. The sites cost is due in part to the number of hours it takes to create your company’s custom design.  The site will serve the same necessary purposes that a basic designed website will but will be far more aesthetically pleasing and custom to your businesses desires.  As we said above, Xavantes can provide you these custom made websites for the price of a basic website in Europe, as prices start as low as 649 € for that type of website.

Content Management System (update it yourself) - $3000- $8,500

These are the websites everyone is looking at nowadays. Be free of calling your webdesigner to change your content, do it yourself through your CMS!  BUT: Depending on the level of aesthetic design that is requested, Content Management System (CMS) websites will run at a market average of at least € 5000. These websites are created with both functionality and design in mind, as you will receive both custom art design and mid level functionality including the ability to manage and update all content, images, and text contained within the pages of your site (infinite number of pages possible). With a CMS capable website, your site will have endless possibilities as a pluggable, flexible web application capable of adding additional features as you desire.  These websites are built with the idea that you will have a significant number of changes, additions or updates to be made to your site in the near future. Some ecommerce and real estate listing sites can be also fall in this category and this price range depending upon level of functionality and design.  Also, sites of this caliber have varying prices with regard to design elements. These sites do have custom design work, but more expensive elements like Flash Art creation will affect pricing.  Again, with Entreprendre-en-ligne.fr ,  these websites start at a much lower rate: around 2500 € !

E-Commerce Applications: 5000 € to 40 000 €

There are various possibilities to develop your E-Commerce Boutique. The cheapest being : Use a ready-made E-Commerce software and “just” fill it with your desired structure of products, and then upload your products and SELL. With these “softwares”, with names names like OSCommerce (basic features),  Prestashop (more advanced features) , Magento (very advanced) etc, your web agency does not really have to code, they will install your boutique, a template design prepared by the supplier of the software, and then handle the implementation. A lot of agencies know how to do that. Here a price range of 5000 € is applicable. 

NOW, if you want to go for an on-demand  E-Commerce website, then the budget will explode, because everything will be built and hand coded from scratch. These applications are only viable, if you have the budget , and if you really need something SPECIAL (eg a customer interface with specific features etc).

Entreprendre-en-ligne.fr does a mix of the two: They use the ready-made software as a basis and then design the other features around it and apply an on-demand design! That is what we found the best lower cost solution for E-Commerce! The sites range from 2500 € to 6000 €.

Custom Made Websites- € 10,000 € 150,000

If you are looking for advanced functionality including social networking, blogging, ecommerce, or any other on-demand web application topped off with the markets leading design elements, then you should expect to pay a market average of € 25,000 minimum !  A site within this price range will be built and hand coded from scratch. That means your site is unlike any other, does not use any predefined software, and requires the attention and expertise of an experienced web application developer(s) and web site designer(s). A site that falls into this category requires months of market analysis, software research, consulting, database design and implementation, software development and integration, site quality assurance and testing. It is priced accordingly. You well accept to pay 150 € / an hour for the repair of your heating system, but a web agency is always requested to “just” change this button, or “just” add this functionality, and no one ever thinks to ask about the bill for this hour of an experienced developer.

CONCLUSION

Web design and creation is like any other craft or trade and requires a high level of knowledge and expertise. Furthermore, with the rapid rate that technology and the internet is constantly changing, the gap is beginning to seriously widen between web amateurs and professionals. Can you still get a website for $500? Sure you can, but it will not display and operate like a professionally designed website will and it will be as ineffective and unsuccessful as the individual who designed it.

What is the advantage of Xavantes Web & Creations? We rely on experienced web designers and developers for all the websites we develop, but we try to make use of our international group structure to leverage best prices from a lot of locations, India, Romania, to name two, and then mix this with our teams in Europe to deliver best quality! With Xavantes Web  & Créations,even a custom made website can come around 15000 € only, if you accept to work in English project management for exemple!


Please ask us for a quote or the detailed outputs of our comparative study by mail or phone!

 

What makes a Global Leader ?
An international leader rarely fails because he or she lacked technical skills or business intuition. Instead, a lot of global leaders fail because they lack the management experience, the sensitivity, the interpersonal skills, and the ability to really listen as they managed across multiple cultures.
As the world has become more global, a growing number of organizations, searching to enter new markets to increase growth, have established or expanded operations in international locations. For instance, 40% of WALMART stores are located outside of the U.S. And Toyota, with manufacturing facilities located in 27 global locations, now produces more automobiles overseas than it exports from Japan.

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What makes a Global Leader ?
An international leader rarely fails because he or she lacked technical skills or business intuition. Instead, a lot of global leaders fail because they lack the management experience, the sensitivity, the interpersonal skills, and the ability to really listen as they managed across multiple cultures.
As the world has become more global, a growing number of organizations, searching to enter new markets to increase growth, have established or expanded operations in international locations. For instance, 40% of WALMART stores are located outside of the U.S. And Toyota, with manufacturing facilities located in 27 global locations, now produces more automobiles overseas than it exports from Japan. But the strategy makers do not always include the HR teams in these decisions and find themselves trapped in a system where the global leaders fail where others would have made the impact.

On their side, HR leaders are seeing the effects of globalization at ground level as they try to resolve various talent management issues, especially the scarcity of talent with the skills needed to help their organization be successful players in the global economy. Organizations no longer have the luxury of concentrating on finding, developing, and retaining talent for a single national economy. Instead, they must now look at talent globally, spanning multiple countries with different values, laws, and cultural norms.
In a recent study of one of our XAVANTES partners, a strong majority of HR leaders foresee, over the next three years, that trade of knowledge and intellectual capital (86%) and goods and services (85%) across countries will increase. They also see that competition for talent with the skills needed to work across borders will grow more fierce (91%). These response rates are consistent with findings disclosed in a recent study by the Economist Intelligence Unit that found that addressing the issue of a lack of local talent in emerging and developing markets represented one of the greatest corporate priorities for 2007 and beyond.

Due to the complexity and multitude of factors that can come into play, there is no one-size-fits-all global leadership development approach. Instead, organizations, whose needs may be as diverse as growing leaders for a manufacturing operation in a single location in Asia or developing a sales manager whose territory covers most of continental Europe, typically need to conceptualize, design, and develop custom-built leadership programs.

Examples or components of global leadership development programs include:
Cross-cultural development programs & training centers for senior managers
In-country leadership coaching after an intensive Skills Gap Analysis
Temporary foreign assignments and experiential training
Performance tracking measurements and systems to ensure that global leaders also succeed at their interpersonal management skills to global leadership.
Global "landing" training that provides the basics regarding country language, beliefs, values, communications, behaviors, and dress/attire.
Compensation and benefit programs

XAVANTES has developed an overall approach, from strategy to implementation, from talent management strategies to local recruitment support in any of the Emerging Countries we are present (please see our list of presence!).

Please refer to our offerings or ask for our brochure XAVANTES GLOBAL HR STRATEGIES & SKILLS here.

Please also refer to the article on Talent Management in Emerging Markets, recently developed by us! Click here to download the pdf

Redesign your HR team before you enter "New Emerging Markets"! When asking whether or not your organization has the talent it needs with the skills it needs, HR also needs to reply for its own teams.As the challenges defining talent management for the present and future have changed, the skills required of HR professionals have evolved, as well.

One theme that emerged over and over again was the need for HR professionals to develop a better understanding of their organizations´ business.

Learn more

Redesign your HR team before you enter "New Emerging Markets"! When asking whether or not your organization has the talent it needs with the skills it needs, HR also needs to reply for its own teams.As the challenges defining talent management for the present and future have changed, the skills required of HR professionals have evolved, as well.


One theme that emerged over and over again was the need for HR professionals to develop a better understanding of their organizations´ business. They must view themselves as internal business performance consultants and focus on those tasks that are most likely to transform their organizations. Acknowledging this need, some companies might need to redesign their HR function around several HR priorities that correspond to the organization´s key business drivers.


Among these priorities, against which the organization is conducting assessments and providing development opportunities, is the development of HR personnel itself, guiding it through the new challenges. Part of their new role is concerned with the hiring and acquisition of global talent. The biggest challenge is for the company to sustain itself, which is why the major challenge is succession planning to develop the next generation of leaders... As nearly all companies see some fluctuations in the market, scalability is getting more and more important. Six to 12 months out they have to be flexible in terms of scaling up or scaling down their headcounts to meet market demand. XAVANTES is able to support companies in the scaling of headcounts as well as in the redesign of your HR teams!


Please contact us by mail for more information on our trainings and XAVANTES Brainstorming sessions.

Is there really a war for talent? In a recent survey of the HCI in 2008, a full 80% of respondents believed that talent shortages are still impacting their growth plans-downturn or not. When asking whether or not your organization has the talent it needs with the skills it needs, HR also needs to reply for its own teams. Where hiring is taking place, almost 70% emphasize a focus on quality of hire. As many challenging workforce issues confront HR, including heightened competition for skilled workers, impending retirement of the baby boomers, low levels of employee engagement, etc.

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Is there really a war for talent? In a recent survey of the HCI in 2008, a full 80% of respondents believed that talent shortages are still impacting their growth plans - downturn or not. When asking whether or not your organization has the talent it needs with the skills it needs, HR also needs to reply for its own teams. Where hiring is taking place, almost 70% emphasize a focus on quality of hire. As many challenging workforce issues confront HR, including heightened competition for skilled workers, impending retirement of the baby boomers, low levels of employee engagement, etc. Sharing talent management responsibility with line managers is seen as essential for a very encouraging 69% of respondent organizations! Given the uncertain future and a general belief that the competition for talent will continue unabated-recession or not-organizations are actively pursuing the identification and development of highpotential pools to eventually fill top-tier jobs and build a strong management team. Overall, increasing the performance of individual employees (72%), improving retention levels (68%) and "business goal achievement" (61%) are the three most important measures and expected outcomes of investment in talent management. Organizations, particularly the largest of them, appear to be investing more than ever in strategic talent planning and in talent management technology HR leaders, who listed "organizational restructuring" as the trend most likely to increase within their organizations also predicted that investment in employee training and development would increase. Along with restructuring, organizations today are operating in an environment characterized by ever-changing technology, evolving business models, and the continual development of new products and solutions.

The key to global engagement? REAL LEADERS & COMMUNICATION! To be successful in a global environment, organizations must "retool" their workforces to adapt to changing jobs (thus the need for organizations to grow their investments in employee training and development) and also ensure that employees-at all levels-see the clear connection between their day-to-day activities and the success of the organization. They have to motivate teams to take part into their battle by constantly COMMUNICATING the objectives and by identifying fears!

Learn more

The key to global engagement? REAL LEADERS & COMMUNICATION! To be successful in a global environment, organizations must "retool" their workforces to adapt to changing jobs (thus the need for organizations to grow their investments in employee training and development) and also ensure that employees-at all levels-see the clear connection between their day-to-day activities and the success of the organization. They have to motivate teams to take part into their battle by constantly COMMUNICATING the objectives and by identifying fears!


To win the war for talent by keeping the key employees they already have on board, organizations must provide workers with empowerment, opportunities for growth, and greater appreciation for what they accomplish. Those who are not engaged are the ones who will seek out opportunities elsewhere. Perhaps worse, they may remain in their jobs, contributing little and negatively, impacting the performance of others. Organizations need to make sure their leaders have the right skills to build and maintain strong relationships with those who work for them-capturing their "hearts and minds."

XAVANTES has designed service offerings to help you set-up your own training centers, helping your leaders to "spread the message". We also propose Coaching for International Leaders in the countries and other strategic services to support you in your Global Workforce Analysis . Please Contact us by mail for more details and to receive for brochures on the subject.

 

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LATEST JOB OFFERS

Company : Xavantes Int.
Position : Team Manager
Location : Paris, France
Company: Xavantes Int.
Position: Senior Offshore Project Manager
Location: Paris, France
Company : Xavantes Int.
Position : Team Manager
Location : Paris, France

LATEST NEWS

Redesign your HR team before you enter "New Emerging Markets"! When asking whether or not your organization has the talent it needs with the skills it needs, HR also needs to reply for its own teams. As the challenges defining talent management for the present and future have changed, the skills required of HR professionals have evolved, as well.

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