Asia’s Increased Competitive Landscape HR Implications on Talent Acquisition and Retention http://www.flickr.com/photos/jorgecancela/8009593783/ Flickr Creative Commons
Oct 17, 2014
Asia’s Increased Competitive Landscape HR Implications on Talent Acquisition and Retention
http://www.flickr.com/photos/jorgecancela/8009593783/ Flickr Creative Commons
The Rise of Asia What is the new diversified workforce?
Pop Quiz Name this Country:
• Largest Military • Currency is the Global
Standard for Commercial Transactions
• Center of World Business • One of Richest in the World • One of the Highest
Standards of Living • Center of Innovation and
Invention
England at end of 19th Century
http://office.microsoft.com/en-us/images/results.aspx?qu=brittain&ex=1#ai:MP900422830| Used with permission of Microsoft
USA at end of 20th Century
http://office.microsoft.com/en-us/images/results.aspx?qu=Old%20Glory#ai:MP900400667|mt:2| Used with permission of Microsoft
China at end of 21st Century?
http://office.microsoft.com/en-us/images/results.aspx?qu=china+flag&ex=1#ai:MP900400801|mt:2| Used with permission of Microsoft
What does “the rise of Asia” mean?
http://office.microsoft.com/en-us/images/results.aspx?qu=Asian#ai:MP900430918|mt:2| Used with permission of Microsoft
If you are 1 in a million...
http://office.microsoft.com/en-us/images/MP900439324.aspx?redir=0 Used with permission of Microsoft
In China, there are 1,350 people just like you
http://www.flickr.com/photos/dailuo/6759469363/ Flickr Creative Commons
In India, there are 1,240 more
http://www.flickr.com/photos/56796376@N00/3059483658/ Flickr Creative Commons
The top 10% of the population in Asia...
Top 10%
Is greater than the entire population of the United States
http://en.wikipedia.org/wiki/File:USA_orthographic.svg
There are more honors students in Asia...
Flickr Creative Commons http://www.flickr.com/photos/98195299@N00/296747958/
...than all students in the USA combined
Flickr Creative Commons http://www.flickr.com/photos/pinksherbet/6961676525/
There are more English-speaking people in Asia...
Flickr Creative Commons http://www.flickr.com/photos/41087714@N00/253197253/
...than there are English people
Flickr Creative Commons http://www.flickr.com/photos/tinou/380129764/
...or Americans
Flickr Creative Commons http://www.flickr.com/photos/kevcole/4762409528/
If you took every job in the USA and shipped it to Asia...
http://office.microsoft.com/en-us/images/results.aspx?qu=jobs#ai:MP900442205|mt:2| Used with permission of Microsoft
...Asia would still have a labour surplus
Flickr Creative Commons http://www.flickr.com/photos/downeym/4550576962/
But...
No Asian company among top-10 largest publically traded companies
http://en.wikipedia.org/wiki/List_of_corporations_by_market_capitalization Up to date as of December 31, 2013.
$240
$241
$255
$258
$284
$292
$310
$312
$442
$505
Chevron Corporation
Hoffman-La Roche
Wal-Mart Stores
Johnson & Johnson
General Electric
Berkshire Hathaway
Microsoft
Exxon Mobile
Apple
(Switzerland)
Talent remains a critical pressure point for Asia businesses
Flickr Creative Commons http://www.flickr.com/photos/46560341@N05/7022614653/
Singapore low population growth is creating a labour shortage
http://oliveventures.com.sg/act/wp-content/uploads/2013/02/population-of-singapore-infographic.png
Cost of living is increasing
http://www.straitstimes.com/breaking-news/money/story/singapore-most-expensive-city-the-world-study-20140304
Compensation is rising to grab scarce talent
Flickr Creative Commons http://www.flickr.com/photos/84292292@N00/8623291417/
Education strategies not matched to talent demands
Flickr Creative Commons http://www.flickr.com/photos/48889125739@N01/112866960/
Shortage of qualified managers in fast-growing Asia economies
Flickr Creative Commons http://www.flickr.com/photos/76029035@N02/6829422155/
Diversified workforce is challenging conventional performance models
http://www.flickr.com/photos/kodomut/3274861957/ Flickr Creative Commons
Majority of CEOs plan to increase Asia headcount in 2014
Flickr Creative Commons http://www.flickr.com/photos/74818532@N00/4911826885/
Hiring levels in Asia are twice as high as in US and Europe
http://www.pwc.com/saratoga Breaking out of the talent spiral - Key human capital trends in Asia-Pacific
22%
10% 11%
Asia USA Europe
But...
20% of new hires leave within the 1st year
Flickr Creative Commons http://www.flickr.com/photos/michaelduxbury/5004921106/
Turnover rates in Asia are twice as high as US and Europe
http://www.pwc.com/saratoga Breaking out of the talent spiral - Key human capital trends in Asia-Pacific
15.2%
7.0% 6.6%
Asia USA Europe
Your business needs to nurture and hold close what you have – it’s hard to fill the bath with the plug out. Michael Rendell PricewaterhouseCoopers, Global Head of HR Service Practice
Finding and retaining critical talent is more challenging and expensive
Flickr Creative Commons http://www.flickr.com/photos/jseita/5407005494//
Global 43%
Asia 60%
It’s even more challenging in Asia
CEOs who say it is more difficult to hire talent
http://www.pwc.com/saratoga Breaking out of the talent spiral - Key human capital trends in Asia-Pacific
Where do we go from here?
Less emphasis on structure
http://www.todayonline.com/singapore/play-important-early-childhood-education-heng-swee-keat
More emphasis on creativity
http://news.insing.com/feature/creativity-must-be-a-national-priority-nmp-janice-koh/id-f83b3101
G.P.A.’s are worthless as a criteria for hiring, and test scores are worthless. We found that they don’t predict anything Laszlo Bock Senior Vice President of People Operations Google
Re-think HR’s role in how companies attract and retain talent
Flickr Creative Commons http://flickr.com/photos/u-suke/7613586712
Bringing in more expats is not the solution
http://singaporeseen.stomp.com.sg/singaporeseen/this-urban-jungle/anton-casey-furore-his-employers-currently-investigating-the-comments-and-will
Expats in senior management roles at MNCs
http://management.fortune.cnn.com/2013/06/24/leadership-diversity-multinationals/
56%
12%
1990s 2000s Proportion of expatriates in senior management roles at
multinationals in China, India, Brazil, Russia, and the Middle East
Western MNCs are loosing the advantage attracting local talent
http://www.executiveboard.com/blogs/5-key-asia-hr-trends-heading-into-2014/
Prefer MNCs 24%
Prefer Domestic Firms
47%
Other 29%
China labor preference for working for a domestic company versus Western MNCs
http://www.todayonline.com/singapore/more-locals-hired-last-year-growth-foreign-employment-slows
Winning Companies What sets them apart?
Upgrading HR to C-Suite
Used with Permission of Microsoft http://office.microsoft.com/en-us/images/results.aspx?qu=meetings&ex=1#ai:MP900422638|
Priorities for Businesses
1. Attracting talent 2. Retaining talent
Priorities for business
Attracting talent
Employment Value Proposition (EVP) Framework The set of attributes that the labor market and employees perceive as the
value they gain through employment in the organization
Rewards
Compensation Health Benefits
Opportunity
Development Opportunity
Future Career Opportunity
Growth Rate Meritocracy
Stability
Organization
Customer Prestige Empowerment
Environmental Responsibility Ethics/Integrity
Formality of Work Env. ‘Great Employer’
Inclusion / Diversity
Industry Desirability
Market Position Product or Service Quality
Respect Risk Taking
Organization Size
Social Responsibility
Technology Level
Well-Known Product Brand
People
Camaraderie Collegial Work Environment
Co-Worker Quality Manager Quality
People Management
Sr. Leadership Reputation
Work
Business Travel
Innovative Work
Job–Interests Alignment
Level of Impact
Location Recognition
Work–Life Balance
Employee Workforce Insights for Singapore - Engagement and Retention of Talent in Singapore The Corporate Executive Board Company, February 2014
Singapore EVP
Employment Value
Proposition
Rewards • Health Benefits • Compensation
Opportunity • Stability • Development • Future Career
Organization • Respect
Work • Location • Work-Life Balance • Job Interest Align • Recognition
People
Employee Workforce Insights for Singapore - Engagement and Retention of Talent in Singapore The Corporate Executive Board Company., February 2014
Most frequently selected by employees in Singapore as reasons to join a new organization
Not all factors are equal
Rewards
Work Organization
Opportunity
Employee Workforce Insights for Singapore - Engagement and Retention of Talent in Singapore The Corporate Executive Board Company, February 2014
Employment Value
Proposition
EVP Attraction Benefits Reduces compensation premium needed to hire by 50%
Rewards are Important Employees in Singapore are least likely to be satisfied with value of rewards
Rewards •Health Benefits •Compensation
But EVP is not enough
Flickr Creative Commons http://www.flickr.com/photos/76029035@N02/6829385031/
Facebook’s $19 Billion Mistake?
https://twitter.com/brianacton/status/3109544383
What went wrong?
Overly-narrow job specifications
Flickr Creative Commons http://www.flickr.com/photos/kheelcenter/5279251361/
HR does the recruiting
http://office.microsoft.com/en-us/images/results.aspx?qu=MP900431736&ex=1#ai:MP900431736| Used with permission of Microsoft
Traditional recruiting processes
Flickr Creative Commons http://www.flickr.com/photos/cushinglibrary/3738556077/
Failure to prep the candidate
Flickr Creative Commons http://www.flickr.com/photos/jyri/996063332/
Failure to prep hiring manager
http://office.microsoft.com/en-us/images/results.aspx?qu=MP900442211&ex=1#ai:MP900442211| Used with permission of Microsoft
Failure to leverage the interview
Flickr Creative Commons http://www.flickr.com/photos/76029035@N02/6829510801/
Inadequate reference checks
Flickr Creative Commons http://www.flickr.com/photos/76029035@N02/6829454435/
Decision process too long
Flickr Creative Commons http://www.flickr.com/photos/76029035@N02/6829506735/
Job offer process too long
Flickr Creative Commons http://www.flickr.com/photos/76029035@N02/6829381157/
Priorities for Businesses
1. Attracting talent 2. Retaining talent
Priorities for business
Retaining talent
Performance & Pay What else is new?
High EVP satisfaction leads to high performance and retention
The Corporate Executive Board Company.CEB Employee Workforce Insights for Singapore
8.7%
33.6%
5.5%
17.6%
Low EVP
High EVP
Low EVP
High EVP
High Intent to Stay (4x)
High Discretionary Effort (3x)
It’s not about the money
Flickr Creative Commons http://www.flickr.com/photos/36495803@N05/8463683689/
We hired experienced, talented people and gave them large salaries. But did we retain them? No. Dr. Sun Mingbo President and Chairman of Board Tsingtao Brewery Co. Ltd., China
Training
http://www.inc.com/abigail-tracy/onboarding-new-hires-dont-care-about-perks.html
HR needs more levers and dials
Flickr Creative Commons http://www.flickr.com/photos/boedker/93511050/
The factors that lead to extreme job satisfaction are separate and distinct from the factors that lead to dissatisfaction
-35%
-20%
-10%
-10%
-8%
-4%
-6%
-5%
-3%
-2%
-11%
-4%
-13%
-9%
-11%
3%
4%
5%
2%
7%
1%
4%
4%
2%
1%
18%
20%
21%
30%
40%
Company Policy and Administration
Supervision
Relationship with Supervisor
Work Conditions
Salary
Personal Life
Relationship with Peers
Relationship with Subordinates
Status
Security
Growth and Advancement
Responsibility
Work Itself
Recognition
Achievement
It’s not about the money
One More Time: How Do You Motivate Employees? Frederick Herzberg Harvard Business Review Reprint 87057
Normally we think of satisfaction/dissatisfaction as opposites. But job satisfaction is not the opposite of job dissatisfaction
Motivators
One More Time: How Do You Motivate Employees? Frederick Herzberg Harvard Business Review Reprint 87057
-11%
-4%
-13%
-9%
-11%
18%
20%
21%
30%
40%
Growth and Advancement
Responsibility
Work Itself
Recognition
Achievement
Extreme job satisfaction
http://office.microsoft.com/en-us/images/results.aspx?qu=joy&ex=1#ai:MP900431739|mt:2| Used with permission of Microsoft
Demotivators
One More Time: How Do You Motivate Employees? Frederick Herzberg Harvard Business Review Reprint 87057
-35%
-20%
-10%
-10%
-8%
3%
4%
5%
2%
7%
Company Policy and Administration
Supervision
Relationship with Supervisor
Work Conditions
Salary
Extreme job dissatisfaction
http://office.microsoft.com/en-us/images/results.aspx?qu=dispair&ex=1#ai:MP900431223| Used with permission of Microsoft
Neutral factors
One More Time: How Do You Motivate Employees? Frederick Herzberg Harvard Business Review Reprint 87057
-4%
-6%
-5%
-3%
-2%
1%
4%
4%
2%
1%
Personal Life
Relationship with Peers
Relationship with Subordinates
Status
Security
Neither satisfied nor dissatisfied
http://office.microsoft.com/en-us/images/results.aspx?qu=boring&ex=1#ai:MP900442297|mt:2| Used with permission of Microsoft
What does this mean to HR?
Instead of giving employees raises, bonuses, and
promotions...
Remove controls while retaining accountability
Used with Permission from Microsoft http://office.microsoft.com/en-us/images/results.aspx?qu=offices#ai:MP900402508|mt:2|
Increase accountability of individuals for their own work
Used with Permission from Microsoft http://office.microsoft.com/en-us/images/results.aspx?qu=Asian%20men#ai:MP900442502|mt:2|
Give employees a complete natural unit of work
Used with permission from Microsoft
http://office.microsoft.com/en-us/images/results.aspx?qu=executives#ai:MP900448494|mt:2|
Grant additional authority and job freedom in their activities
Flickr Creative Commons http://www.flickr.com/photos/mishism/5371077178/
Feedback reports directly to workers rather than supervisors
Used with Permission from Microsoft http://office.microsoft.com/en-us/images/results.aspx?qu=thinking#ai:MP900430900|mt:2|
Offer new and more difficult tasks not previously handled
Used with permission from Microsoft http://office.microsoft.com/en-us/images/results.aspx?qu=thinking&ex=1#ai:MP900422989|mt:2|
Enable individuals to become experts through specialized roles
Used with permission from Microsoft http://office.microsoft.com/en-us/images/results.aspx?qu=presentations#ai:MP900427762|
How does HR Compensation and Benefits fit in here?
supervision
status
security
work itself
recognition salary personal life
achievement
responsibility work conditions
relationship with peers growth and advancement
relationship with supervisor relationship with subordinates
company policy and administration
HR Issues?
supervision
status
security
work itself
recognition salary personal life
achievement
responsibility work conditions
relationship with peers growth and advancement
relationship with supervisor relationship with subordinates
company policy and administration
HR Issues?
supervision
status
security
work itself
recognition salary personal life
achievement
responsibility work conditions
relationship with peers growth and advancement
relationship with supervisor relationship with subordinates
company policy and administration
HR Issues?
The motivators and demotivators are not just management issues. They are HR issues.
Empower HR to change the workplace environment
http://office.microsoft.com/en-us/images/results.aspx?qu=gestures#ai:MP900431153|mt:2| Used with permission of Microsoft
Flexible work schedules http://www.todayonline.com/singapore/raise-productivity-let-more-employees-work-home
Less emphasis on structure
http://www.todayonline.com/singapore/play-important-early-childhood-education-heng-swee-keat
More emphasis on creativity
http://news.insing.com/feature/creativity-must-be-a-national-priority-nmp-janice-koh/id-f83b3101
Performance & Development Who is a talent?
Reframe the discussion on talent
http://office.microsoft.com/en-us/images/results.aspx?qu=gestures#ai:MP900407401|mt:2| Used with permission of Microsoft
Weak managers hire skills
http://office.microsoft.com/en-us/images/results.aspx?qu=bosses#ai:MP900448685|mt:2| Used with permission of Microsoft
Strong managers hire talent and teach specific skills
http://office.microsoft.com/en-us/images/results.aspx?qu=professionals#ai:MP900422122|mt:2| Used with permission of Microsoft
To avoid talent shortages, hire talented managers
http://office.microsoft.com/en-us/images/results.aspx?qu=motivations#ai:MP900435893|mt:2| Used with permission of Microsoft
Apprenticeship and mentoring
Used with permission from Microsoft http://office.microsoft.com/en-us/images/results.aspx?qu=teach&ex=1#ai:MP900427658|mt:2|
Technology undermines search and retention of talent
Logos are trademarks of their respective companies
Application Tracking Systems
Flickr Creative Commons http://www.flickr.com/photos/enerva/9153746729/
HR is becoming database admins
Flickr Creative Commons http://www.flickr.com/photos/hunter0405/6396994487/
Successful candidates from job boards
1.3% 1.2%
Screening out the best talent?
https://twitter.com/brianacton/status/3109544383
How to retain innovators?
http://www.forbes.com/sites/johnkotter/2013/08/21/googles-best-new-innovation-rules-around-20-time/
From HR Programs to Reality What makes the difference?
We decided to start over. We had struggled for so long to improve HR’s effectiveness in Asia, business leaders just got fed up. We brought in a whole new HR leadership team to turn things around. But honestly, two years later, not much has changed. Global Chief HR Officer Manufacturing Company
Destined to Fail?
Flickr Creative Commons http://www.flickr.com/photos/fdecomite/388303700/
70% of all change initiatives fail
Cracking the Code of Change by Michael Beer and Nitin Nohria http://hbr.org/2000/05/cracking-the-code-of-change/ar/1
Failure 70%
Less that 1/3 of business executives think that Asia HR is creating value
Transforming Asia HR's Enterprise Impact http://www.executiveboard.com/exbd/en-sg/human-resources/asia-hr-leadership/Asia-HR-Enterprise-Impact/index.page
Create Value 31%
We implemented [HRIS software] last year. We spent a fortune on it, and it’s practically worthless. It literally must be the most expensive filing cabinet ever purchased. SVP HR, North Asia Global
Why do initiatives fail?
Failure Causes Statistics http://www.it-cortex.com/Stat_Failure_Cause.htm
11%
12%
13%
17%
20%
26%
29%
34%
35%
39%
57%
Insufficent measurable outputs
Supplier under-resourced
Supplier skills outstretched
Overall poor management
Mismanagement of progress
Cost overruns
Inadequate coordination
Milestones not met
No quality control
Lack of planning
Bad communication
Our Head of HR was fired . . . After three years of focus groups and analysis, they basically told us what we already knew. We had nothing to show for the investment. VP of HR, International Financial Services Company
HR shift from service provider to enterprise enabler
Old Role: Service Provider
HR Focus Focusing on driving HR outcomes
Improve HR Activities Providing more HR support and
services for higher line satisfaction
Skill Development Being more “strategic” through improved HR-line partnerships
New Role: Enterprise Enabler
Enterprise Focus Focus on HR’s role in building
enterprise capabilities.
Redefine HR Service Effectiveness Rethink the way HR services create
business value
Functional Behaviour Change Equipping the team to make
transformational shifts in day-to-day behaviours and work
Transforming Asia HR's Enterprise Impact http://www.executiveboard.com/exbd/en-sg/human-resources/asia-hr-leadership/Asia-HR-Enterprise-Impact/index.page
Barriers to transformation
Flickr Creative Commons http://www.flickr.com/photos/rob-young/2954535776/
How to get past key barriers
Transforming Asia HR's Enterprise Impact http://www.executiveboard.com/exbd/en-sg/human-resources/asia-hr-leadership/Asia-HR-Enterprise-Impact/index.page
• How can Asia HR reposition itself to drive enterprise capabilities?
Asia HR is too focused on HR or financial outcomes
• How can Asia HR’s services help accelerate organizational competitiveness and growth across time?
Asia HR improvement efforts typically target
incremental operational improvements or HR
activities
• How can Asia HR executives re-orient staff to enable their enterprises?
Asia HR staff apply an HR administrator or operators
mindset to their roles
Why change?
Upgrading HR to C-Suite
Used with Permission of Microsoft http://office.microsoft.com/en-us/images/results.aspx?qu=meetings&ex=1#ai:MP900422638|
Empower HR to change the workplace environment
http://office.microsoft.com/en-us/images/results.aspx?qu=gestures#ai:MP900431153|mt:2| Used with permission of Microsoft
The question isn’t who’s going to let me? Its who’s going to stop me? Paraphrasing Howard Roark Ayn Rand The Fountainhead
Asia’s Increased Competitive Landscape HR Implications on Talent Acquisition and Retention
http://www.flickr.com/photos/jorgecancela/8009593783/ Flickr Creative Commons
Ask The Headhunter • The Talent Shortage Myth and
Why HR Should Get Out of the Hiring Business http://www.pbs.org/newshour/making-sense/ask-the-headhunter-the-talent/
• Top Ten Stupid Hiring Mistakes http://www.asktheheadhunter.com/hatenmistakes1.htm http://www.asktheheadhunter.com/hatenmistakes2.htm
• Talent Shortage http://www.asktheheadhunter.com/hatalentshortage1.htm http://www.asktheheadhunter.com/hatalentshortage2.htm
CNN Money / Fortune • World's biggest companies:
Still xenophobic, after all these years http://management.fortune.cnn.com/2013/06/24/leadership-diversity-multinationals/
Corporate Executive Board Co. • 5 Key Asia HR Trends Heading into 2014
http://www.executiveboard.com/blogs/5-key-asia-hr-trends-heading-into-2014/ • Employee Workforce Insights for Singapore -
Engagement and Retention of Talent in Singapore http://news.executiveboard.com/global-workforce-insights
• China: The Death of the Western Employer Brand Premium http://www.executiveboard.com/blogs/china-the-death-of-the-western-employer-brand-premium/
• Transforming Asia HR's Enterprise Impact http://www.executiveboard.com/exbd/en-sg/human-resources/asia-hr-leadership/Asia-HR-Enterprise-Impact/index.page
Source Acknowledgements Flickr Creative Commons Images • Images used under Creative Commons license
http://www.flickr.com/creativecommons/ Forbes • Google's Best New Innovation: Rules Around '20% Time'
http://www.forbes.com/sites/johnkotter/2013/08/21/googles-best-new-innovation-rules-around-20-time/
Harvard Business Review • One More Time: How Do You Motivate Employees?
http://hbr.org/2003/01/one-more-time-how-do-you-motivate-employees/ar/1 • Cracking the Code of Change
http://hbr.org/2000/05/cracking-the-code-of-change/ar/1 HR Boss Blog • HR Trends 2014 in Asia
http://hrboss.com/blog/hr-trends-2014-asia Inc. • Offer Your New Hires Training, Not Free Doughnuts
http://www.inc.com/abigail-tracy/onboarding-new-hires-dont-care-about-perks.html?cid=em01011week12day19b
InSing.com • Creativity must be a national priority: NMP Janice Koh
http://news.insing.com/feature/creativity-must-be-a-national-priority-nmp-janice-koh/id-f83b3101
IT Cortex • Failure Causes Statistics
http://www.it-cortex.com/Stat_Failure_Cause.htm
Microsoft Office Online Images • Images from Microsoft Office Online are used with permission from
Microsoft; no rights to further license or distribute the media elements http://office.microsoft.com/en-us/images/
PricewaterhouseCoopers Saratoga • Breaking out of the talent spiral –
Key human capital trends in Asia-Pacific http://www.pwc.com/saratoga
Stomp • Anton Casey furore
http://singaporeseen.stomp.com.sg/singaporeseen/this-urban-jungle/anton-casey-furore-his-employers-currently-investigating-the-comments-and-will
Straits Times • Singapore most expensive city in the world
http://www.straitstimes.com/breaking-news/money/story/singapore-most-expensive-city-the-world-study-20140304
Source Acknowledgements Today Paper • ‘Play’ important in early childhood education: Heng Swee Keat
http://www.todayonline.com/singapore/play-important-early-childhood-education-heng-swee-keat
• More locals hired last year as growth in foreign employment slows http://www.todayonline.com/singapore/more-locals-hired-last-year-growth-foreign-employment-slows
• To raise productivity, let more employees work from home http://www.todayonline.com/singapore/raise-productivity-let-more-employees-work-home
Twitter • Brian Acton @brianacton
https://twitter.com/brianacton/status/3109544383 Wikipedia • List of public corporations by market capitalization
As of December 31, 2013 http://en.wikipedia.org/wiki/List_of_corporations_by_market_capitalization
Other Sources • Corporate logos are property of their respective companies. • All other sources and images are acknowledged where they appear.
Eric Pesik Eric Pesik is a frequent speaker on legal and compliance matters and has taught law school and business school in the USA and Singapore. Background Mr. Pesik is currently the Associate General Counsel and Compliance Officer for Seagate Singapore International Headquarters Pte Ltd. He has been a lawyer since 1997 and is a member of the State Bar of California, USA. He is also admitted to the US Court of International Trade in New York and the US Supreme Court in Washington, DC. Disclaimer This work represents the opinions of the author alone, and is not the opinion his employer. Other Presentations Many of Mr. Pesik’s presentations are available on SlideShare at: http://www.slideshare.net/ericpesik Creative Commons Attribution License You are free to share, copy, distribute, and transmit this work; to remix or adapt this work; and to make commercial use of this work, under the condition that you must attribute this work to me (but not in any way that suggests that I endorse you or your use of this work). Each slide contains source attributions and URL; before reusing, you must obtain the original images from the original sources, and you must comply with any applicable license restrictions imposed by the original source. http://creativecommons.org/licenses/by/3.0/
About the Author