2. GLOBAL TALENT WEEK 2016 BE THE FUTURE
CONTENTS
Welcome Message
Global Talent Week Program
Global Talent Awards
Online Exhibitor Profiles
Increased focus by Nordic based companies to
improve global mobility service quality and efficiency
Global Mobility Forum Program
Expat executives in Norway bring results at the
expense of involvement and trust
Global Mobility Forum Bio’s & Pictures
Top global mobility trends of 2016
Global Talent Awards
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5
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THE GLOBAL TALENT WEEK
MAGAZINE IS THE WORK OF
OUR GLOBAL TALENT TEAM
Bjørn Christian Nørbech
Global Talent
Week Founder
Guillem Jiménez
Escriche
Project Manager
Satarupa Mitter
Exhibitor & Project
Coordinator
Ådne Stenberg Vik
Online Community
Manager
Tania Schoeman
Art direction
& design
Our Exhibitors are multilingual, therefore you will find parts
of the magazine in Norwegian
2 3
3. GLOBAL TALENT WEEK 2016 BE THE FUTURE
On behalf of the whole Global Talent Week Team I’m
pleased to welcome you to the third Global Talent Week
for the first time with events in all the Scandinavian
capitals and ONLINE for worldwide audiences.
In a global and interconnected economy, global talents are
drivers of innovation, entrepreneurship and intercultural
competence. For this third Global Talent Week edition
we are pleased to again see participants signing up from
every corner of the world. We received almost 150 Global
Talent Award nominations, with 30 worthy semifinalists from
Bangladesh, Canada, Denmark, France, Germany, India,
Iran, Kenya, Norway, Portugal, Romania, Russia, South Korea, Spain, Sweden,
Ukraine, Venezuela and Vietnam, and perhaps more importantly: representing a spirit
of global citizenship.
In this magazine we introduce the Global Talent Week events and exhibitors, including
the online career fair on March 30th and the Global Mobility Forum on April 5th
and
8th
(online). If you are in Oslo you can also join the OXLO Breakfast Club on April 1st,
hosted in the Oslo city town hall.
We want to thank the City of Oslo, KPMG, Crown Relocations and Tieto for their
support of this year’s Global Talent Week, and NOVA for the collaboration. We also
thank the Minister of EU, EEA and Nordic Affairs Elisabeth Aspaker for opening the
Global Talent Week, and State Secretary Tone Skogen from the Ministry of Foreign
Affairs for opening the Global Mobility Forum. Last but not least we thank our
Exhibitors, Friends and Ambassadors for making the Global Talent Week come alive.
Over 300 Ambassadors representing most of the leading universities in Scandinavia,
and many abroad, have contributed to the Global Talent Week by inviting global
talents in their networks.
To you the reader: a warm welcome!
BJØRN CHRISTIAN NØRBECH
Founder Global Talent Week
GLOBAL TALENT WEEK IS BRIDGING
SCANDINAVIA
Global Talent Week is organized by Global Forums and the
following talent partners
GLOBAL TALENT
WEEK PROGRAM
Date Time (all CET) What Where
March
30th
8.30am-1.30pm Online Career Fair speed
dates
Online
March
30th
2pm-10pm Online Career Fair - open
fair
Online
April 1st
08:15am-10:00am OXLO Breakfast Club Oslo City Hall
April 5th
08.30am-3.30pm Global Mobility Forum KPMG offices in
Copenhagen, Oslo and
Stockholm
April 8th
9am-4pm Global Mobility Forum Online
4 5
4. GLOBAL TALENT WEEK 2016 BE THE FUTURE
EXHIBITORS
GLOBAL TALENT AWARD 2016
SEMIFINALIST GLOBAL TALENT WEEK 2016:
Adithya B Kumar Isabella Chami Md Montasir Islam
Ahmad Hemmati Jimmy Hagelfors Natalia Le
Anca Olariu Julia Karner Niels Borup Svendsen
Aneesh Venkat Venkataraman Karoline Lekve Ole Kristian Bratset
Anna Piterskaya Khoa Huynh Rafed Hossain
Chantal Olsson Kiambarua Kenneth Gitiye Sebastian Stauber
Chloe Marechal Leah Solveig Hayward Sergio Daniel Prin Calderon
Christina Havn Ly Nguyen Valeriy Shepenkov
Daniel Hernandez Iniesta Maiken Aannevik Solbakken Vanessa Mateus
Emil Esselin Marta Silva Victoria Lutak
In a global and interconnected economy, global talents
are drivers of innovation, entrepreneurship and intercul
tural competence. The Global Talent Award is our way of
appreciating the added value that Global Talents bring to the
modern workforce in terms of open mindsets and language/cultural
competence.
Almost 150 global talents were nominated for this third Global Tal
ent Award, and the 30 semifinalists selected represent a great variety of
backgrounds.
Acando is a consulting company whose business
concept is to create business value in partnership
with its customers by enhancing and streamlining
processes, organizations and digital solutions.
We stand out due to our ability to combine skills in
strategy and business operations with sound technical
expertise and a deep understanding of the business sector.
The Group has approximately 1,800 employees in four countries in Europe and
delivery centers in India and Latvia. Acando had sales of close to SEK 2 billion in
2014 and is listed on Nasdaq Stockholm.
DNV and GL have merged to form DNV GL. DNV
GL now forms the world’s leading ship and offshore
classification society, the leading technical advisor to
the global oil and gas industry, and a leading expert
for the energy value chain including renewables
and energy efficiency. DNV GL has also taken a position as one of the top three
certification bodies in the world. A career with DNV GL is different. You will combine
innovation, technological challenges and business with contribution to society in a
way that few other companies can offer. We call that opportunities beyond business.
At Gjensidige we engage in the life of our customers.
We think new, proactive and long term, for people
to be well prepared for the future. During Gjensidige
career take small and great steps to learn more and
perform better every single day. So you can play an
important role for us, our customers and society.
Global Forums organizes online career fairs, including
the one you are visiting now, and other events that
matter. If you have a global mindset, are passionate
about making a difference with what you do, and
would like to work in a truly global team, then we’d
love to hear from you.
The GTA jury decided on this years winner based on academic track record,
intercultural competence and a global mindset. We want to thank Carla Carsenzuola
(Opera Software), Charlotte Aspestrand (Statens Vegvesen), Christina Jarlset,
(TESLA), Hanne Haugstad (IBM) Sara Järdler (PwC) and Unni Mildon (Jotun) for their
support and judgement.
The winner will be announced on March 30th at the Global Talent Week online career
fair.
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5. GLOBAL TALENT WEEK 2016 BE THE FUTURE
IBM is a globally integrated enterprise
operating in over 170 countries. IBM is
bringing innovative solutions to a diverse client
base to help solve some of their toughest
business challenges. In addition to being the
world’s largest IT and consulting services
company, IBM is a global business and technology leader, innovating in research
and development to shape the future of society at large. IBM’s prized research,
development and technical talent around the world partner with governments,
corporations, thinkers and doers on ground breaking real world problems to build a
smarter planet and help make the world work better.
The Jotun Group is a Norwegian chemicals company
dealing mainly with paints and coatings. The
company has a presence in more than 90 countries
logo around the world, with 9500 employees, 69
companies in 44 countries, and 36 production
facilities in 21 countries. Working at Jotun means the
opportunity to work with global and regional R&D laboratories to meet customer
needs and respond to market trends and changes quickly; to work with worldwide
distribution and local production, safe and modern production facilities, and highly
skilled technical personnel in a friendly working atmosphere.
Nova is a trusted community of top talent and high
achieving organizations with a common desire to
inspire and connect with one another. We provide a
uniquely open and genuine environment for strategic
business and personal connections, partnerships
and friendships to be created and enhanced.
Opera products enable more than 350 million internet
consumers to discover and connect with the content
and services that matter most to them, no matter
what device, network or location. In turn, we help
advertisers reach the audiences that build value for
their businesses. Opera also delivers products and
services to more than 120 operators around the world, enabling them to provide a
faster, more economical and better network experience to their subscribers.
Oslo is a versatile and future
oriented workplace. With over
50,000 jobs municipality one of
the country’s largest employers. We
offer a wide range of exciting jobs with
opportunities for professional development
and a varied career path.
PwC provides industryoriented services in auditing,
consulting,taxanddutiestopublicandprivatelyowned
businesses. Based on our wide range of expertise, we
will contribute to good corporate governance among our
clients, and positively impact companies’ ability to create
value and develop.
Gjennom 150 år har Statens vegvesen vært med på å bygge
dette landet, men med de ambisjonene vi har for fremtiden er
det likevel som om vi knapt nok har begynt. Investeringene i
vår sektor øker kraftig, og de neste 10 årene skal det gjennom
Nasjonal Transportplan brukes over 500 milliarder kroner på
samferdsel i Norge. Hos oss får du mulighet til å ta ansvar
for utfordrende oppgaver av stor samfunnsmessig betydning. Du vil jobbe sammen
med dyktige kollegaer fra en rekke ulike fagmiljøer som alle er opptatt av å lære
av hverandre og gjøre hverandre gode. Du vil utvikle fremtidsrettede løsninger som
bidrar til å sette internasjonal standard. Bli med i førersetet for samfunnsutviklingen
i Norge.
Statkraft is a leading company in hydropower internationally
and Europe’s largest generator of renewable energy. The
Group produces hydropower, wind power, gasfired power
and district heating and is a global player in energy market
operations. Statkraft has 3700 employees in more than 20
countries.
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6. GLOBAL TALENT WEEK 2016 BE THE FUTURE
Statoil is an international energy company with
operations in 37 countries. Building on more than
40 years of experience from oil and gas production on
the Norwegian continental shelf, we are committed to
accommodating the world’s energy needs in a responsible
manner, applying technology and creating innovative business
solutions. We are headquartered in Stavanger, Norway with
approximately 23,000 employees worldwide, and are listed on
the New York and Oslo stock exchanges.
Tekna - The Norwegian Society of Graduate
Technical and Scientific Professionals is
Norway´s largest society of professionals with
a master´s degree or equivalent in science or
technology. Tekna is a member of Akademikerne
(The Federation of Norwegian Professional
Associations), the primary Norwegian organisation dedicated to improving salary and
working conditions for professionals with higher education.
Tesla Motors was founded in 2003 by a group of
engineers in Silicon Valley who wanted to prove
that electric cars could be better than gasoline-
powered cars. With instant torque, incredible
power, and zero emissions, Tesla’s products
would be cars without compromise. Each new
generation would be increasingly affordable, helping the company work towards its
mission: to accelerate the world’s transition to sustainable transport.
Tieto, the largest IT services company in the
Nordics, will be at our online Career Fair and at the
Global Talent Career Fair! Tieto has a strong global
presence. With more than 14,000 experts, Tieto
operates in more than 20 countries. Tieto offers
IT innovations and services to clients in the public
and private sectors. Working at Tieto means the
opportunity to develop new IT solutions, services and products in projects related to
energy, healthcare, and finance. It means that you get to work with brilliant people in
an evolving work environment,focusing on a sustainable future.
INNOVATION HUBS
NGO’S
FRIENDS
c
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7. GLOBAL TALENT WEEK 2016 BE THE FUTURE
As international global mobility programs
grow and become increasingly complex
and difficult to administer, organizations
may look to a variety of service providers
for outsourcing of certain processes
and/or procedures. KPMG`s Global
Mobility Global Assignment Policies
and Practices (GAPP) Survey for 2015,
shows that tax sessions, tax compliance
and immigration services are the most
outsourced processes (74,83 and 67
percent, respectively) in the Nordic
countries while payroll and expense
processing tend to remain in-house.
The major single best reason
for outsourcing, by Nordic- and
Scandinavian based companies, is to
improve their global mobility service
quality and efficiency. This differ from the
other survey participants, outside the
Nordic region, that rate the ability to gain
access to the service provider’s global
resources and expertise is the most
important reason to outsource.
Shared services, Centre of Competence
and outsourcing is top priority in
organizations as means to drive down
operating costs. Shared services and
outsourcing strategies are becoming
a primary lever for resolving cost- and
performance issues. At the Global
Mobility forum, Norwegian session: Best
practice - Shared Services/Outsourcing
out of Norway, we will share with you
how Nordic companies improve their
global mobility service quality and
efficiency, Nordic outsourcing trends,
financial benefits from shared services
or outsourced solutions and how
to manage risks with transition and
implementation.
You can read the KPMG GAPP 2015
survey here:
FROM WHAT
08.30-09.00 Registration
09.00-09.05 Welcome by host
09.05-09.15
Opening of GMF 2016 by State Secretary Tone Skogen, Ministry of Foreign
Affairs
09.15-09.45
Global Talent Competitiveness Index - What the Scandinavian coun-
tries can learn from each other with Prof. Paul Evans (Insead)
09.45-10.15
Global Talent situation report from Norway, Sweden and Denmark -
Panel with Torben Sneve, Country Manager of Adecco Norway, Mickey
Maymann, Country Manager of Adecco Denmark and Christian Rähn,
Senior Advisor at Adecco Sweden, in discussion with Prof. Paul Evans
10.15-10.45 Coffee break w. snacks
10.45-11.40
Cutting global mobility costs while maintainig quality – best practice
in Scandinavia - Presented by KPMG Partners in Oslo - Cathrine Dalheim,
Stockholm - Katrin Fahlgren, and Copenhagen - Fredrik Lundgren
respectively (10 minutes each followed by Q&A panel)
11.40-12.30
The value of Expat Managers to organizations – How foreign manag-
ers are perceived by the locals – based on a survey amongst Norwegian
managers. Presented by Bjørn Christian Nørbech - founder of Kulturtolk
and Global Forums, in dialog with a panel of expat managers including:
Matthias Wiese - Director Regulatory Affairs Maritime at DNV GL and
Natalie Wintermark, Head of Training Services and Competency for ABB
Oil, Gas & Chemicals Norway
12.30-12.35 Closing of connected seminars
12.30-13.30 Lunch
GLOBAL MOBILITY FORUM IS
BRIDGING SCANDINAVIA
APRIL 5TH
12.30-13.30 | HOST: KPMG IN OSLO, STOCKHOLM AND
COPENHAGEN
INCREASED FOCUS BY NORDIC BASED
COMPANIES TO IMPROVE GLOBAL MOBILITY
SERVICE QUALITY AND EFFICIENCY
https://home.kpmg.com/xx/en/home/insights/2015/04/global-assignment-policies-
and-practices-survey-2015.html
12 13
8. GLOBAL TALENT WEEK 2015 BE THE FUTUREGLOBAL TALENT WEEK 2016
Afternoon session (Local seminars in Oslo, Stockholm & Copenhagen)
WHERE: KPMG NORWAY WHERE: KPMG NORWAY
Best practice - Foreign sub-contractors with
limited time involvement in Norway. A Norwegian
or foreign company that uses foreign subcontractors
in Norway have a range of obligations that needs to
be fulfileld, depending on the nature of the project.
Further, the Norwegian or foreign principal may be
held jointly liable with their subcontractors if the
subcontractors fail to fulfill their own obligations.
Historically, the focus has been on compliance
with the formal reporting obligations to the tax
authoritits. We now see a significant shift in focus,
where work, living and salary conditions have
become the hottest topics, and where Norwegian
principal risk joingt liability for unpaid salaries etc,
as well as reputational loss if social dumping or
disgraceful working conditions is found or suspected.
Presented by Torbjørn Amundsen, partner in KPMG
Law Advokatfirma AS, Nina Kowalczyk from JV SRBG
– VN, Henning Hamnes and Sigve Hodneland from
HENT.
Best practice - Shared Services/Outsourcing out of
Norway (IT/HR/Business support)
Shared services and outsourcing is top priority in
organizations as means to drive down operating
costs. Shared services and outsourcing strategies
are becoming a primary lever for resolving cost- and
performance issues. In this session we will share
with you Nordic outsourcing trends, financial benefits
from shared services or outsourced solutions,
lessons learned (pitfalls and critical success factors
to succeed) and how to manage risks with transition
and implementation. This session will also contain
an overview on how Nordic and global organizations
look to a variety of service providers for outsourcing
certain global mobility processes and/or procedures as
international assignment programs grow and become
more increasingly complex and difficult to administer.
Presented by Per Tore Kraby Lock partner and attorney-
at-law in KPMG Law Advokatfirma AS, Tone Leivestad
is a director and leader for KPMG’s shared service and
outsourcing, and Helle Helliesen, Head of DNV GL`s
Global Mobility Centre of Competence
Coffee break
13.30-14.20 13.30-14.20
14.20 -14.40
14.20 -14.40
14.40 -15.30
Afternoon session (Local seminars in Oslo, Stockholm & Copenhagen)
WHERE: KPMG SWEDEN WHERE: KPMG DENMARK
Global Mobility in the future - Petter Frödeberg
Partner Practice Leader People Services, KPMG
Sweden
Globalization, digitalization, demographics,innovations
and robotics. The world is changing at an
unprecedented pace. How will this impact Global
Mobility and what are the greatest challenges for the
Global Mobility function in the future? This interactive
session will give you an insight of our view of the
Global Mobility arena in the future as well as current
trends and developments. Registration
Culture and bottom line are connected – that’s why
we should get to know each other.
The Scandinavian countries have a lot in common
– and many corporations established because
of anticipated synergies. We seem like a very
homogeneous group, but tend to forget that culture is
the software of the mind – and sometimes a minefield.
Kirsten Weiss is a journalist and consultant, specialized
in leadership, management and cross cultural team
work in the Nordics. She is the author of the book titled
“When Vikings fight” and will share her insights on the
topic.
Coffee break
Labour Law in the Global Mobility context
Seconding employees abroad means acting in a
technical challenging environment: Tax, social security,
immigration, HR and - last but probably not least
– employment law aspects have to be considered.
Not to mention the different involved jurisdictions.
Due to the interdisciplinary character of international
employee deployments, the inter-dependencies of
the aforementioned disciplines have to be taken into
account and balanced against each other when the
contractual framework is drafted. This often causes
conflicts and uncertainty. Dr. Thomas Wolf is an
attorney at law and specializes in labor law. During
this session he will try to increase awareness about
the role and the importance of employment law in
the context of Global Mobility. He will explain the
different contractual models commonly used when
sending employees abroad (secondments, dormancy
agreements, split-contracts etc.) and will discuss
important employment law issues which have to be
observed when structuring international deployments.
Megatrends - ‘Change is hitting companies and
sectors from all directions -KPMG’s Future Institute can
help to identify the trends behind that change and what
organisations are doing about it. Heather Bewers will
rapidly cover demographics, technology, environment,
social values & behaviours, ethical business &
governance as well as corporate impact and response.
FROM WHAT
08.00-10.00 Video menu option - choose the presentations of your choice
10.00-11.00
Edited GMF highlights and live Q&A chat with Partners and country managers from KPMG
and Adecco
In Copenhagen: KPMG Partner Fredrik Lundgren and Country Manager of Adecco
Denmark Mickey Maymann
In Oslo: KPMG Partner Per Tore Kraby Lock and Adecco’s country manager in Norway
Torben Sneve.
In Stockholm: KPMG Partner Katrin Fahlgren and Senior Advisor at Adecco Sweden
Christian Rähn.
After 11.00 All presentations available a full month
ONLINE GLOBAL MOBILITY FORUM APRIL 8TH
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9. GLOBAL TALENT WEEK 2016 BE THE FUTURE
Sending executives abroad is expensive,
and the return on investment far from
certain. A different management culture
often complicates matters and expat
assignments are usually limited to 2-3
years. So how do expat managers affect
the local organization in Norway, and what
impression to they leave as managers?
The EGN (Executives Global Network)
expat manager group is the first of its kind
in Norway, and an opportunity for expat
executives from across Norway to meet
peers in a similar situation to discuss
managerial challenges that are often
shared. In one of the meetings, the
question came up: “What do Norwegians
actually think of us as expat/international
executives?” This triggered a survey
targeting Norwegians in the other EGN
groups, consisting of managers ranging
from CXO level to project managers and
young leaders. 91 responded to the
Kulturtolk survey and the result gave a
strong impression of the perception of
foreign executives in Norway. The findings
are the subjective impressions of the
respondents alone.
To start with the end: foreign executives
are perceived to bring a much more results
oriented management style – and results.
1%
Som
ewhatNegative
Som
ewhatPositive
VeryPositive
NoQualifiedOpinion
Neural
VeryNegative
10%
8%
22%
24%
35%
When describing the positive contributions
of executives from abroad, a pattern of
attributes emerges which seems to tran
scend nationality:
• New impulses / ideas / perspectives,
especially when it comes to a more
international / global mindset
• A stronger vision / long term thinking
and planning
• Goal and KPI focus
• More structured
• Stronger commitment, work morale
and work capacity
• Ability to make executive decisions
So far so good, however the survey
also uncovered that foreign executives
challenge Norwegian work and
management culture in ways that are often
not appreciated. Describing the challenges
of foreign executives in Norway another
strong pattern emerges:
• Lacking understanding of Norwegian
work culture, rules and regulations,
for example when dealing with unions
• Too authoritarian and expecting
respect based on position rather
than results. Perceived as more
dominating, less inclusive and less
tolerant of opposing arguments from
subordinates
• Too little
appreciation
of worklife
balance: foreign
executives do not
see and
understand the work
efficiency you find in
Norway in combination with
a worklife balance
• Less trusting, demanding more
detailed reporting, and a skepti
cism towards use of home office,
“hytteweekend” and other flexible
work habits outside of the office
location
• Language and communication chal
lenges: both the use of Norwegian
and English can cause misunder
standings and conflict
• Focus on shortterm results over
employee focus
• All of the above may lead to reduced
work satisfaction and motivation,
especially if the relationship of the
Norwegian to the foreign executive
was a “subordinate” rather than a
“peer” or “superior”
The survey revealed a perception of
foreign executives as much more author
itarian and less trusting regardless of the
foreign executive’s nationality.
EXPAT EXECUTIVES IN NORWAY
BRING RESULTS AT THE EXPENSE OF
INVOLVEMENT AND TRUST
By Kulturtolk Bjørn Christian Nørbech
Figure 1 Results: What effect do you experience foreign executives have on results?
16 17
10. GLOBAL TALENT WEEK 2015 BE THE FUTUREGLOBAL TALENT WEEK 2016
3% 6%
Somewhat less trusting
Somewhat
more trusting
A lot
more trusting
No Qualified
Opinion
No difference
A lot
less trusting
34% 9%11% 39%
Figure 3 Trust: Think of a foreign executive you know – compared to what you are used to from Norwe-
gian executives the foreign executive was...
THE GLOBAL MOBILITY FORUM SPEAKERS
Amir Sasson
Amir Sasson is professor at BI Norwegian Business School. Amir
has a PhD from BI Norwegian Business School and has been a
visiting scholar at Stanford University, USA and The Technion, Israel
Institute of Technology. He has published in the fields of business
models, network theory, inter-organizational relations and industrial
competitiveness. He recently headed, with Torger Reve, a large
national research project on the competitiveness of Norwegian
industries and knowledge-based Norway. He is renowned for his
energetic, direct – and sometimes provocative - presentations.
Tone Skogen, State Secretary Ministry of
Foreign Affairs Norway
Ms Tone Skogen has been State Secretary in the Ministry of Foreign
Affairs since August 2015. From 2013, she was acting Director
General in the Ministry of Petroleum and Energy, where she has
also held various other positions since 1978. Ms Skogen was State
Secretary in the Ministry of Trade and Industry from 2004 to 2005.
From 1991 to 1992, she was Counsellor for Energy at the Mission
of Norway to the EU.
Paul Evans
Emeritus Professor of Organisational Behaviour at INSEAD, Dr.
Paul Evans is the author of Must Success Cost so Much? and The
Global Challenge: International Human Resource Management. He
launched and directed many executive programmes at INSEAD,
where he served as chairman of its Organisational Behavior Area,
taught as a visiting professor at universities in North America,
Europe, Russia, Brazil and China and won many awards for
his teaching and research. He is recognized as one of the most
influential thinkers in Human Resource Management today.
Torben Sneve, Country Manager of Adecco
Norway
The Adecco Group is the global leader within recruitment and
staffing. He started in Adecco in 2000, first as a temp, before
he became a branch manager. In 2005 he was named regional
director for Oslo, and in 2009 he was appointed Country
Manager for Adecco in Denmark. He returned to Norway as
Country Manager in 2015.
In further discussions with the EGN expat
executives, the above results were in line
with their experiences and expectations.
Some expressed they had come to
appreciate Norwegian worklife balance
when realizing that it also applied to
themselves. A further realization was the
importance of trust as a fundamental
principle for managing in Norway.
Finally, the survey confirmed that expat
executives bring in qualities such as
goal focus, structure and planning, and
that they challenge a mentality of “good
enough” – which can make Norwegian
businesses and worklife more sustainable
in a global competition.
If you are interested in the full survey email
bjorn@kulturtolk.no
3%5%
Somewhat less
authoritarian
Somewhat more authoritarian A lot more authoritarian
No Qualified
Opinion
No
difference
44% 8%0% 40%
A lot less
authoritarian
Figure 2 Authoritarianism: Think of a foreign executive you
know – compared to what you are used to from Norwegian
executives the foreign executive was...
18 19
11. GLOBAL TALENT WEEK 2016 BE THE FUTURE
Mickey Maymann, Country Manager Adecco
Denmark
The Adecco Group is the global leader within recruitment and staffing.
He started in Adecco in 2005, first as a Management Trainee, before
he became a branch manager. Since 2009 he held various positions
as Sales Manager, Area Manager and Business Line Manager. In
2015 he was appointed Country Manager for Adecco in Denmark.
Christian Rähn, Senior Advisor at Adecco
Sweden:
Started in Adecco 1996 as a sales consultant. He developed
business areas and became Sales manager in 2001. Between
2001-2008 he was a member of the Nordic Management team
and focused on developing cross border sales, HR and managed
the Baltics. Since 2008 he has been a senior advisor within talent
management and HR processes.
Cathrine Dalheim KPMG, Partner, Advokat,
Head of People Services KPMG Law,
Styreleder KPMG Law, Head of Markets,
KPMG AS
Cathrine Dalheim has joined KPMG in 2000 as a lawyer and has
11+ years’ experience in VAT and TAX administration Services.
Cathrine holds a Strategic leadership program from the INSEAD
Business School and Candidate of Law from Univeristy of Bergen.
Katrin Fahlgren KPMG, Tax - Head of
International Executive Services Sweden,
Certified Tax
Advser Heading the International Executive Services practice since
2008. Member of the management team of KPMG Tax Sweden. In
charge of many of the practice’s large global accounts. Tax, social
security and general mobility advice to listed, unlisted, Swedish
and non-Swedish companies. Short term assignment to KPMG in
London.
Fredrik Lundgren KPMG,
partner at KPMG Acor Tax
Fredrik started at KPMG in 2000, first as
a Director, before he became a Partner in
KPMG ACOR TAX. Frederik holds a Master of
Laws from Uppsala University.
Bjørn Christian Nørbech
Bjørn Christian is a Kulturtolk (a Cultural interpreter) by
profession, and the Founder of Global Forums / Global Talent
Week. He is a global citizen born in Norway. Bjørn Christian
has worked as an intercultural advisor to over 100 organizations,
including 5 olympic games. Bjørn will welcome all the participants of
the Global Mobility Forum.
Matthias Wiese - Director Regulatory Affairs
Maritime at DNV GL
Matthias Wiese works at DNV GL . He started as Head of Certification
in 2012 and was named Director Regulatory Affairs Maritime in 2013.
Prior to joining DNV GL, Matthias worked in GL Group as Head of
Approval Center Electric & Automation, in Linde Hydraulics as
Head of Development Electrical Systems and in Siemens as Head
of Function Development Actuators.
Natalie Wintermark, Head of Training Services
for ABB Oil, Gas & Chemicals Norway
Natalie holds an MBA from Canada and have over 10 years
experience within the areas of training and corporate & business
strategy. Through the design and execution of change
management processes in various projects, she has developed
expertise in the areas of strategic HR. Natalie also has a wide
international background from having worked in a variety of projects
globally (Europe, Asia & the Americas). Natalie has also lived, studied
and worked in Canada, France, and Norway. Nowadays, Natalie
works as Head of Training Services in ABB.
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12. GLOBAL TALENT WEEK 2015 BE THE FUTUREGLOBAL TALENT WEEK 2016
Torbjørn Amundsen
Torbjørn Amundsen is a partner in KPMG Law Advokatfirma
AS. He is responsible for KPMG’s “Foreign Business Services”
which offers accounting, payroll and tax services as well as
legal assistance to foreign companies with operations in Norway.
As a member of KPMG’s national and international industry
network for building & construction, commercial property
and infrastructure, Torbjørn regularly organizes seminars
for the industry at home and abroad where Norwegian
and international companies meet and establish contacts.
He is also a regular consultant and lecturer on topics such
as international business culture and compliance when using
foreign (non-Norwegian) subcontractors or labor.
Per Tore Kraby Lock, Partner/Attorney-at-law
at KPMG LAW ADVOKATFIRMA AS
Per Tore Kraby Lock is a Partner and Attorney-at-
law in KPMG Law Advokatfirma AS specializing in legal
advice, global mobility service delivery models, cost saving
opportunities and process improvements. Per Tore served as
Head of Mobility at Statoil from 2008 until 2010, before joining
KPMG. He holds a Master of Law from the University of Oslo.
Tone Leivestad, Director / Head of Shared
Services & Outsourcing Advisory
Tone Leivestad is a director and leader for shared service
and outsourcing advisory in KPMG Norway. She is a senior
financial executive and advisor with business focus, solid
professional platform and broad experience, both in Norway
and internationally. Tone has also substantial experience
leading transformational Projects within Finance and across
functions. Prior joining KPMG, Tone work in New Store
Europe as CFO, and in Scandinavian Business Seating as
Group Controller / VP Performance Management.
Petter Frödeberg Partner Practice Leader People
Services, KPMG Sweden
Petter Frödeberg is a Partner and Practice Leader People
Services at KPMG Sweden. He has been with KPMG for 9 years
and has experienced as a consultant Manager in PwC. Petter’s
educational background is in Law. He holds a Master of Law from
University of Stockholm.
Dr. Thomas Wolf - attorney at law and specializes
in labor law
Specializing in employment law, Dr. Thomas Wolf started his career
in a law firm before working for KPMG Rechtsanwaltsgesellschaft
mbH (Germany) where he heads the German Immigration
Services practice. Thomas has extensive experience advising
corporate clients on employment law issues, including individual
employment law and collective labour law. Furthermore, he
specialises in international employment law relating to international
personal assignments and represents clients in court.
Kirsten Weiss, Owner at Weiss Kommunikation
Kirsten Weiss is a journalist and consultant, specialized in leadership,
management and cross cultural team work in the Nordics. She is the
author of the book titled “When Vikings fight” .
Heather Bewers, director in Change Is an
Opportunity Limited
Heather is fascinated by applying foresight around change and
trends across the globe to help colleagues, contacts and clients
understand the potential impact and what to do with that impact
today. She is focused on helping companies and individuals get
to grips with a VUCA world and what it means for their businesses,
challenging the status quo, shifting minders to see change as an
opportunity rather than a threat, being curious about change and
trends that are driving those shifts and sharing that knowledge
- and collaborating with a great set of partners who complement
her own skills.
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13. GLOBAL TALENT WEEK 2016 BE THE FUTURE
Helle Helliesen, Head of Centre of Competence
Global Mobility at DNV GL
Helle Helliesen is legal professional and Head of DNV GL`s
Global Mobility Centre of Competence. She holds a Master in
Law from University of Oslo. Helle served as Senior Manager -
Attorney-at-Law at KPMG from 2007 until 2014, before joining DNV
GL.
Henning Hamnes Consultant advisor and owner
at Hamnes Consulting
Henning Hamnes is educated as a civil engineer from Utah,
and has more than 15 years of experience from the Norwegian
building and construction business, where he has worked for NCC,
Betonmast and Implenia, and as leader for Alpine Bau in Norway.
Henning now works as ca consulting; bridging the gap between
Norwegian and foreign companies.
Commercial Manager E6 Hålogaland Bridge
Nina Kowalczyk from Germany is educated as industry and trade
economist, and has worked ascommercial manager /administrative
leader for Bilfinger Construction and Alpine Bau on large infrastructure
projects in Norway and Sweden since 2005. Nina now holds
the position as commercial manager for the Chinese-Serbian Joint
Venture (JV SRBG – VNG) that will supply and install the steel-works
on Hålogalandsbrua; Norways second largest steel bridge.
Sigve Hodneland, Calculation Purchase
International Market at Hent
Sigve Hodneland has his background from international oil service
industry where he worked in the US, Europa and Africa before he
joined the Norwegian entrepreneur HENT to build their department
for international purchasing.
It is a fabulous time to be a mobility
professional, particularly if you are able to
embrace and lead change. If you are new
to our industry, you may not appreciate
the shifts that are upon us – but they are
significant game changers!
Technology is pivotal, leading to the
überization of just about everything,
including our growing desire for real-time
data and mobile services.
Another industry changer stems from
large demographic shifts and a growing
corporate focus on recruiting and retaining
talent. As one generation begins to retire,
older
Millennials are becoming managers, just
as the first of the Gen Zeds (born between
1994-2010) finish college.
Where does this leave us in mobility as we
begin 2016? We see more complexity than
ever before. Companies need to offer more
mobility for less. Mobility policies need
to have the flexibility to be successfully
implemented. Policies must meet the
needs of different types of assignments
and assignees. It’s complicated and makes
our jobs more interesting than ever before.
ItisCrownWorldMobility’straditiontoreflect
on world events and shifts that influence
the business environment, and how the
mobility function and its tools will change
to meet new and evolving challenges. Here
are a few trends
to watch out for in
2016!
Mobility links to
recruiting talent
There is an increasing desire for
new hires to want and expect an
international opportunity at some
point in their careers. Companies need
to create low-cost ways to provide these
early-career moves to stay competitive and
attract the right talent.
Whether it is domestic or international
recruiting scenarios that include relocation,
we anticipate that Mobility Consultants
will work more directly with recruiters and
potential hires to establish the high-value
candidate’s needs – thus identifying the
right policy type to assist the recruiter with
“selling” the job. This is an area to keep an
eye on as the mobility role evolves.
Über mobility
Millennial assignees may have led the
charge toward mobile apps for employee
mobility, but the trend is catching on with
assignees of all generations. Employees
want the information they need for their
move at their fingertips. They want it
to be interactive and immediate. In the
age of Über, mobility apps and features
are a leading development in the world
of employee mobility. And what’s next?
Virtual Reality (VR) technology is already on
the market, primarily for gaming industries,
TOP GLOBAL MOBILITY
TRENDS OF 2016
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14. GLOBAL TALENT WEEK 2015 BE THE FUTUREGLOBAL TALENT WEEK 2016
and it will
c e r t a i n l y
spread. Will
VR home finding
trips be too far off?
LGBT moves
Another byproduct of the
increase in the global reach
of many companies is the
recognition that not all locations
where companies do business are
safe or legal for lesbian, gay, bisexual
and transgender (LGBT) assignees.
A focus on LGBT moves highlights the
emerging area of diversity in mobility. Global
companies in industries competing for
talent recognize the bottom-line benefits of
recruiting and retaining a diverse employee
population. The changing faces of
employee demographics push the mobility
industry and its professionals to develop
new skills, add knowledge, adjust policies
and create mobility support to meet these
changes.
Flexibility and employee
choices
Recognizing that “one size fits all” does
not meet most assignees’ or even most
business’ needs, companies are building
choice and options into their policies.
Core policy typically reflects a company’s
values and priorities, and flex elements
support budget parameters and employee
preferences. Flexibility for the company
may mean different levels of benefits for
different assignment types. Flexibility for
employees may include a cash allowance in
place of some services, such as choosing
a furniture allowance in place of shipping
household goods.
Self-initiated moves
Another trend that started with Millennials,
is the growth of self-initiated moves.
Many are willing to do it without extensive
support or expectation of repatriation.
Companieswant employees to have
international experiences without the full
cost of a typical expatriate assignment.
Self-initiated moves serve both interests,
with basic policies primarily emphasizing
compliance-related support and limited
assistance.
Family considerations in the
mobility process
Companies are finding that they need
to increasingly focus on aligning mobility
programs and policies to the many different
types of family scenarios found among
our employee populations. Especially
when these scenarios are at odds with
immigration regulations of their host
countries. This includes addressing the
needs of dual-career families, split-families,
single or divorced employees with child
custody and same-sex couples, as well as
providing support for employees’ parents
who are recognized as dependents.
This article was authored by Lisa Johnson
of Crown World Mobility’s Consulting
Group.
www.crownworldmobility.com
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