Category Archives: International Assignee Selection

Expatriate Assignment Checklist Part 1 – Assessment, Selection and Approval

Author:
Warren Heaps – Birches Group LLC

If you are an international HR practitioner, then you have probably had to deal with long-term international assignments.  They can be complex, with many different people involved, both internal resources and external suppliers and vendors.

One of the best ways to ensure all the necessary steps are followed is to use checklists.  These are simple yet extremely useful devices that will help you stay on track with your international assignees.  A recommended approach is to develop a checklist for each of the common assignment stages or events that occur, including:

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10 Killer Reasons to Attend the North East Totally Expat Show

The International HR Forum is proud to be a Partner Organization for the upcoming North East Totally Expat Show on 3 April in New York.  The event is just three weeks away! It will be the largest global mobility event ever held in New York.  So, if you are in the New York Metro area, or if you are able to travel, register now!

Here are 10 killer reasons why you should register today: Continue reading

NY Totally Expat Show

Author:
Warren Heaps – Birches Group LLC

Have you heard about the Totally Expat Show sponsored by the Forum for Expatriate Management? This group has hosted several very successful exhibitions designed for global mobility professionals.

This year, the International HR Forum will be represented at the New York Show on April 3rd.  Birches Group LLC will have a booth in the Exhibition Hall — stop by and introduce yourself as one of our loyal readers.

Check out the details on our NY Totally Expat Show page.

When you register, please be sure to mention you saw the event on the International HR Forum!  And if you want to, leave a comment if you will be there, so we can look for you.

New York Totally Expat Show – April 3, 2012

Join us at the New York Totally Expat Show on 3 April

The Forum for Expatriate Management’s Totally Expat Show will be returning to New York on 3 April 2012. We will also be visiting Chicago for our Mid West Show on 1 June 2012.

  •  North East USA at the Metropolitan Pavilion in New York on 3rd April 2012 – Register to Attend
  • Mid West USA at the Sheraton Hotel & Towers in Chicago on 1st June 2012 – Register to Attend

The International HR Forum is a proud partner organization of The Forum for Expatriate Management, and Birches Group LLC will be attending the New York Totally Expat Show on 3 April 2012. Do come along and visit us. With over 500  attendees, this is likely to be the biggest Global Mobility event  ever held in New York.

These truly unique global mobility events will include a major exhibition with a large number of leading service providers and a rolling program of seminars (which will be certified by HRCI for GPHR credits).

Entry is entirely FREE for corporate HR professionals.  Just  Register to Attend!

Service Providers can attend for just $290 for FEM Members ($350 for non-Members). Just Register to Attend!

Topics to be covered are listed below.  For full descriptions of the topics, see the seminar program.   Additional speakers and topics will be announced shortly.

  • Meet the Experts – Global Immigration Compliance Trends
    Experts from Fragomen and other leading specialists
  • Latest Trends in Global Mobility Policy and Practices
    Debra Frost, Vice President, Client Services, Cartus
    William Sheridan, Vice President, National Foreign Trade Council
  • Business Process Automation in Global Mobility
    Mark Rabe, VP Business Development, Equus Software
  • US Reporting Requirements for Foreign Assets – What Global Mobility Managers need to know
    Beth Penfold and Katrina Haynes, Grant Thornton
  • An Overview for Companies new to Expatriation
    Pat Jurgens, Director of Tax for AIRINC
  • Emerging Trends in Global Mobility Transformation
    Glen Collins, Senior Manager, International Executive Services, KPMG
  •  Technology and Global Mobility – The Next Generation
    Frank Patitucci, CEO NuCompass Mobility
  • Strategic Intercultural Support: Insuring the ROI on the International Assignment
    Dean Foster, President and founder, DFA Intercultural Global Solutions
  • Is Cross Cultural Training really worth it?
    Diane McGreal, Director Berlitz Global Leadership Training, Americas Region
  •  Spousal assistance : overview of best practices based on a global sampling of 200 multinational corporations
    Alain Verstandig, President and Denise Michelle Starrett, Senior Consultant NET EXPAT Inc
  • Managing the Global Mobility Function
    Brian Friedman, Founder and CEO, Forum for Expatriate Management

Register to Attend!

 Just these Corporate Attendees

AIG * Amphenol TCS * Associated Press * AXA Equitable * Axiom Law * BNP Paribas * Boehringer Ingelheim * Bunge Limited * Citibank * Citicorp * Coach * Columbia University * Corning Incorporated * Covance Inc. * Criteo * D&B * Deloitte * Discovery Communications * Dragados USA * DSM Services USA * Fidessa corporation * Foot Locker Inc. * Harris * HSBC * IBM * ING Financial Services * Ingersoll Rand Company * JPMorgan Chase * KPMG LLP * Marsh & McLennan Companies * MetLife * Milbank, Tweed, Hadley & McCloy LLP * Morgan Stanley * Nielsen * Novartis Pharmaceuticals Corporation * NYSE Euronext * NYU * PTC * Ralph Lauren * Resources Global Professionals * Sikorsky Aircraft Corporate * Sony Music Entertainment * Teach For All * Terex Corporation * The Hershey Company * The NPD Group Inc. * The Royal Bank of Scotland * Tiffany * Towers Watson * Toys’R’Us * UNDP * Unilever * United Technologies Corporation * White & Case LLP * William J. Clinton Foundation *

How to Make Cross-Cultural Training Effective

Guest Author:
Nathalie-Michèle Sylvain - Transitaré

[Editor's Note:  It is with pleasure we welcome Nathalie-Michèle Sylvain as a Guest Author. Nathalie-Michèle is based in Montreal, Canada, where she specializes in candidate and family assessment, expatriate support and intercultural management training. She regularly participates in global conferences and has been an invited speaker for cross-cultural topics at some of these conferences as well as at Canadian universities.]

A lot is said about cross-cultural training for international assignments. Some argue that it is very important and should be done prior to departure, others claim in should be done at the host country and others still doubt the value of cross-cultural training all together. But we tend to forget that the effectiveness of a cross-cultural training depends more on its content than on its timing. So what makes a good and effective cross-cultural training program?

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Ten Ways to Simplify Administration of Your International Assignment Program


Jennifer Stein – Global Tax Network

[Editor's Note:  We are happy to welcome Jen Stein as a Guest Author.  Jen is the Managing Director of the Global Tax Network Chicago office.  She has more than 15 years of experience in expat and foreign national tax preparation and consulting, starting her career with Arthur Andersen, and then Ernst & Young, where she served for over 14 years.]

International assignment administration is complex. Sometimes it’s useful to take a step back and review basic components.  The list below, while not exhaustive, is a good starting point to help review your international assignment process and procedures.  Adopting one or all of these components may make your life easier when administering international assignments.

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Is There a Crystal Ball for Talent Planning and Global Mobility?

Guest Author:
Nikki Goodstein – Cisco Systems

[Editor's Note:  We are happy to welcome Nikki Goodstein as a Guest Author.  Nikki is a leader in Compensation & Benefits at Cisco Systems, Inc. and has a depth of experience designing and implementing global mobility programs. Before establishing the strategy and redesigning the program at Cisco, she led Global Mobility at The Coca-Cola Company. Nikki began her international HR career at Johnson & Johnson as part of their international compensation organization and has held HR roles in both the business as a generalist and in centers of excellence.]

Sorry, there is no talent planning “crystal ball,” but that does not mean you don’t need a plan!

Many companies with mature global mobility programs have evolved to measuring assignment success by leveraging available data across several key employment metrics:  performance over time, promotions/career opportunities, years with the company post repatriation, engagement scores reflecting manager performance, etc.  When consolidated into a dashboard, these metrics can help tell the story of success or challenges in your global mobility program.

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Global Mobility Policies for the 21st Century

Author:
Warren Heaps – Birches Group LLC

It’s now almost the middle of 2011, so the 21st century is well underway.  The new realities of global business are upon us:

  • Companies are expanding from developed countries into new, high-growth markets in the developing world in record numbers.
  • Global talent is being snatched up across borders on a regular basis.
  • Companies are sending expats to new locations, and breaking new ground with each assignment.
  • Companies headquartered in developing markets like India, China, Brazil and South Africa, to name a few, are expanding along with multi-nationals from more established markets.
  • Demographic shifts will result in an increasing number of workers being sought from developing countries to replace the ageing workforce in North America and Europe.  In fact, McKinsey predicts that by the year 2040, the largest working-age population in the world will reside in Africa.

So what does this have to do with global mobility?  A lot!

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Best Practices for Selecting International Assignees (Part 2)

Author:
Alan Freeman – LOF International HR Solutions

This is the second of two installments on the topic of assignee selection.

In our last posting, we began to list a number of proven best practices for selecting candidates for international assignments.  Here are several more:

Provide an overview of the your company’s applicable policies and processes. You and the candidate need to know early on if there are any “show-stopper” issues or you run the risk of wasting everyone’s time. Be sure, by the way, that your policy and administrative processes are well thought through and developed. You don’t want to be caught building an ad hoc “package” through negotiations. One-off deals frequently lead to lots of ongoing problems. Continue reading

Best Practices for Selecting International Assignees (Part 1)


Author:
Alan Freeman – LOF International HR Solutions

This is the first of two installments on the subject of assignee selection.

A recent question, “Please share ideas on best practices for hiring candidates for an immediate international assignment” triggers a few thoughts.

First and foremost, the organization must definitively establish that it is not possible to recruit local nationals in the location where the job is based. Hence sending a foreigner as an International Assignee is both necessary and can be sufficiently justified to obtain assignment country work and residency permits. If so, then…

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