Business immigration seminar

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Business immigration seminar

  1. 1. Relocation, Relocation, Relocat ion… Claire Snowdon Expat Know How
  2. 2. Agenda• Global Relocation Trends• The Changing Face of Global Mobility• Assignee Perspective• Why do we need a Relocation Policy?• What is an IAP?• IAP Trends• Questions
  3. 3. Global Relocation DataHSBC Expat Explorer 20123000 expats surveyedUK ranked 29th placeCrown Relocations - Permits Foundation SurveyDue to concerns of International staff partner’s employment or career.22% turned down an assignment7% terminated an assignment earlyBrookfield Global Relocation Services - 2012 Expat Global Data SurveyTop destinations (most frequently selected)1. USA2. China3. UK4. Singapore
  4. 4. Main Causes of Assignment Failure 2% 3% Employees leave to another company 3% 3% 19% Spouse/Partner dissatisfaction 4% Family Concerns 8% Poor Performance Inability to adapt Job did not meet expectations 10% 17% Candidate selection Poor assignee management Quality of life 10% 11% Security and safety 10% Renumeration Other 2012 expat global data survey - Brookfield Global Relocation Services
  5. 5. Critical Family Related Issues (ranked as critical/100) Spouse/Partner Dissatisfaction 10% 3% 11% Family Adjustment 48% Childrens Education 12% Difficulty of Location Cross-Cultural Adjustment21% Inability to speak the Language Spouse/Partner Career 38% Length of Assignment 35% 2012 expat global data survey - Brookfield Global Relocation Services
  6. 6. Reasons for Early Assignment Return Family Concerns 20% Complete Assignment Early 33% Accept a New Position in Co 3% Career Concerns3% 5% Cultural Adjustment Challenges Security Concerns Other 17% 19% 2012 expat global data survey - Brookfield Global Relocation Services
  7. 7. Top 7 Most Difficult Assignment Locations 2012 China * India * Russia * Brazil Saudi Arabia UK USA* (*Top 4 countries cited with the highest assignment failures) 2012 expat global data survey - Brookfield Global Relocation Services
  8. 8. The Changing Face of Global Mobility• Expansion of the BRICS• Shortage of top talent• Changing assignment types, packages and destinations• Professional profile change: GenY, working women, dual career couples, older workers• Needs change: dual career issues, spousal career support, lifestyle/education disruption• Cost reduction initiatives
  9. 9. Assignee Perspective• International assignment complexity• Relocation Challenges• Integration of Services• Family Issues Cultural Adjustment Curve
  10. 10. Why do you need an IAP? IAP/OAP – International (Overseas) Assignment Policy• Consistency• Equity• Cost Control• Transparency• Aid Communication• Manage Expectations83% - Companies have an HQ Global Approach to assignment policy96% - Long term assignment policies86% - Short term assignment policies
  11. 11. Objectives of an IAP• Cover all transfers• Equitable• Understandable• Competitive• Easily administered• Cost effective• Tax efficient• Covers expat cycle
  12. 12. How do you create an IAP?• Assemble a Policy Development Team• Conduct Benchmarking (Internal/External)• Draft a Policy Structure• Test Your Ideas• Finalize and Implement• Continually Evaluate and ImproveRemember the GOAL: To achieve business objectives by having the righttalent, in the right places, at the right times, doing the right things.
  13. 13. What does an IAP include?Remuneration – base salary, performance bonus, retirement benefits,medical, car/allowances, vacation, sick leaveInternational Allowances – mobility premium, Cost of living (COLA),Housing , Schooling, home leave, relocation expenses, pre-assignment tripSupport Services – orientation briefing, cultural training, language,home search, school search, dual career, career management81% of Companies offer cross-cultural preparation36% have a localization plan
  14. 14. IAP Trends• Trimming back packages• Review of hardship destinations• Use of Company housing• Hands off home housing• Allowances rather than shipping• Tax efficiency• Changing payment systemsThe overall trend today is moving towards “self-service”From a ‘one size fits all’ to flexible policies and Localisation
  15. 15. Questions?

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