Tag Archives: expatriate

International HR Forum Best of 2011

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.

Holiday Gift Giving Around the World

Guest Author:
Dean Foster – DFA Intercultural Global Solutions

[Editor’s Note:  We are happy to welcome Dean Foster as a Guest Author.  Dean is a well-known expert on culture in business, is a frequent lecturer at various universities and conferences, and  is the author of many books on the topic of culture in business.  He is the Director of his own firm, DFA Intercultural Global Solutions.]

Gift giving can be a little tricky when giving gifts to
international colleagues. Cultural differences can make a terrific gift at home into a terrible no-no abroad. With the holiday season soon upon us, here are some important cross-cultural gift-giving considerations when sending gifts to your international friends and business associates.

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

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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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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Managing International Assignees During a Crisis

Author:
Warren Heaps – Birches Group LLC

With the recent events unfolding in Tunisia, Egypt and elsewhere around the world, a common question we’ve been hearing a lot lately is, “What do we do about the expats we have there?”  The simple answer is that you need  a plan.

In Egypt specifically, the recent events evolved quickly and after more than a week, there are no signs of the crisis abating.   Continue reading

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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Are You Diligent with Your Due Diligence? (Part II)


Author:
Chuck Csizmar –
CMC Compensation Group

Anyone who has ever been involved in a merger or an acquisition team remembers their first time; how green they were, how much they didn’t know and how much of a challenge it was just getting up to speed.   They didn’t know what they didn’t know.  Most neophytes are shell-shocked by the complexities involved, the myriad moving parts – and when the business target is an international concern, or has a foreign footprint, then it’s often a case of “what do we do now”?

Provided below is Part II of a due diligence checklist for international M&A deals, one that I wish I had when I was thrown to the wolves for my first overseas acquisition.  Continue reading