Category Archives: Talent Management

Expatriate Orientation – Why, What, When?

Posted on May 30, 2012 by | 5 comments

Author:
Jennifer Stein – Global Tax Network

When individuals relocate, they are bombarded with many changes at once. You may hear the phrase: So much to do, so little time. They may be tempted to skip part or all of the relocation process. Here we’ll discuss three questions related to orientation meetings.

  • Why do we need to provide international assignees with orientation meetings?
  • What should be covered during the orientation meetings with an international assignee?
  • When should this information be provided to the international assignee?

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5 Comments

Posted in Cross Cultural Insights, Expatriate Taxation, Expatriates, Global Mobility Services, Relocation, Talent Management

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Expatriate Assignment Checklist Part 1 – Assessment, Selection and Approval

Posted on April 16, 2012 by | 4 comments

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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4 Comments

Posted in Expatriate Recruitment, Expatriate Selection, Expatriates, Global HR Expertise, Global Mobility Services, International Assignee Recruitment, International Assignee Selection, Talent Management

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International HR Forum Best of 2011

Posted on January 1, 2012 by | 3 comments

Author:
Warren Heaps – Birches Group LLC

As we reflect back on the 2011 year just completed, we have compiled a list of the most popular posts on the site during the past year.  Each of the posts listed below had more than 1,000 views during 2011.  If you did not have a chance to view these posts when they were first published, here’s a great opportunity to see what you missed.

Why Culture is Important in International Business
Ten Steps For Building A Salary Structure
International Employment Law “Quick Facts”: Brazil
How Top Companies Manage Talent Development
The Way To Identify Your Future Leaders (Part 1)
International Employment Law “Quick Facts”: India
Global Salary Grades or Global Salary Structure?
Global HR Issues That Keep Executives Up at Night – Part 1
International Annual Leave Rules — Or I Want to Live in Brazil!
The Way to Identify your Future Leaders – Part 2
Square Peg in a Round Hole: Balancing the Global Salary Budget
Base Salary – Not So Basic!
Reverse Culture Shock (or Why Do I Hate Being Back Home?)
Creating High Performance Teams
From Training Departments to a Company Academy Part 1

We have much to look forward to as we enter 2012. We will be adding some new regular contributors to the site, and will be revamping the entire site over the next few months. We appreciate your support and encourage you to add your comments on how we can make the site even more valuable for you. Also, let us have your suggestions for future posts and other ideas you think would be helpful in advancing the site as a resource for international human resources professionals.  Finally, if you are interested in submitting a post, we welcome your participation.  Please contact me to discuss your interest.

3 Comments

Posted in Compensation, Cross Cultural Insights, General, International Employment Law, Talent Management

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Hey HR! Here’s What Employees and Families Really Need When Relocating Internationally

Posted on December 13, 2011 by | 4 comments

Guest Author:
Rachel Yates – Definingmoves.com

[Editor’s Note:  We are very excited to share with you the assignee’s spouse perspective on international relocation, from someone who has lived through five such moves.  Rachel Yates edits a website, Defining Moves, devoted to assisting relocating families around the world. ]

I read the post from May, 2011 by Warren Heaps about global mobility policies for the 21st century on this site, and found it to be fascinating, mainly because I am part of the changing demographics Warren described. On paper, we are the traditional relocating family; husband as assignee, spouse as the accompanying partner, and two dependent children. We have relocated through three continents over the last 10 years, and we have struggled. And we are most definitely not alone.

So what do relocating individuals and families really need from HR?

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4 Comments

Posted in Expatriates, Global HR Expertise, Global Mobility Services, Policy Development, Relocation, Repatriation, Talent Management

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Ten Ways to Simplify Administration of Your International Assignment Program

Posted on December 8, 2011 by | 2 comments


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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2 Comments

Posted in Expatriate Selection, Expatriates, Global HR Expertise, International Assignee Selection, Policy Development, Repatriation, Talent Management

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

Posted on August 2, 2011 by | 3 comments

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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3 Comments

Posted in Expatriate Selection, Expatriates, Global HR Expertise, International Assignee Recruitment, International Assignee Selection, Policy Development, Repatriation, Talent Management

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Global Mobility Policies for the 21st Century

Posted on May 26, 2011 by | 8 comments

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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8 Comments

Posted in Compensation, Expatriate Recruitment, Expatriate Selection, Expatriates, General, Global HR Expertise, Global Mobility Services, International Assignee Recruitment, International Assignee Selection, International Expertise, Repatriation, Talent Management

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From Training Departments to a Company Academy Part 2

Posted on May 19, 2011 by | 1 comment

Authors:
 Han van der Pool – Van der Pool Consultancy
Lex Lindeman – HRBoosters

We are happy to share the second part in our two-part series about Company Academies.  In Part 1, we discussed how Company Academies have evolved and their stages of development.  In this post, we’ll discuss trends and new developments in Company Academies, and the roles the various stakeholders should play.

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1 Comment

Posted in Professional Development, Talent Management, Training

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2011 Global Talent Index

Posted on May 11, 2011 by | 2 comments

Author:
Warren Heaps – Birches Group LLC

The famous “war for talent” lives on.  Or does it? Heidrick and Struggles, the international recruitment firm, together with the Economist Intelligence Unit (EIU), have just published their 2011 “Global Talent Index” report.  This year, in addition to a report which can be downloaded here, they have provided the resources for blogs and other sites to help spread the word about the report, including videos and interactive tools.

Here is a video introduction to the Global Talent Index from Kevin Kelly, CEO of Heidrick and Struggles:

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2 Comments

Posted in Global HR Expertise, Talent Management

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From Training Departments to a Company Academy Part 1

Posted on May 2, 2011 by | 5 comments

Authors:
 Han van der Pool – Van der Pool Consultancy
Lex Lindeman – HRBoosters

Nobody questions the importance of learning and developing.  However, in these uncertain times, training and development activities are often put on hold or investments in T&D are drastically reduced. One of the reasons T&D activities are cut or reduced is the difficulty of proving that HR Development is a valuable and effective component of successful management. The concept of Company Academies (also known as Corporate Academies or Corporate Universities), however, offers a good starting point for a clear positioning of Human Resource Development.

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5 Comments

Posted in Professional Development, Talent Management, Training

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