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Global Mobility : Managing tomorrow's people

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Ashish Chandavarkar

on 19 December 2013

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Transcript of Global Mobility : Managing tomorrow's people

German green card
IT-Green card program
EU Blue card
Singapore
Talent Management and
Global Mobility

Business Environment
International Assignments

Technology and
global mobility

Collaboration
Bridging gaps
Employee oriented community
Regional growth
Infrastructure
Education & training
Business collaboration
Government support - CSR
Role of Governments

Conclusion

HRIS / HRMS
Global Mobility
Technology
Risk and limitations
Technology
Operational Mobility
Workflow continuity
Ease of ad hoc service
Virtual teams
Mobile employee comfort
Consuming Class in emerging markets
New Capital Cities: Diversity & Complexity
Why International Assignments
Deputation policy
Assignment Types
Assignment Compensation
Planning and Preparation
Housing
Taxation
Home leave , travel, schooling and Cars
Top global mobility challenges for China
Regional development
Emerging markets
Migration Policy
Compliance Issues

Regulatory Barriers
Social resettlement
Less real income
Social network
Resistance to Assignments in India/China
What Millennials desire
=
Content
Alice Dongxiao Yang + Aswin Venugopal
Ashish Chandavarkar + Anup Prasad

Intro
Talent Mobility 2020 Report
Millennials
Millennials' desire to
work abroad
International assignments

Learning and development

Flexibility and job mobility

Social and corporate responsibility

Open communication through social media and networks

HR administrative function
Mobile employee management
Relocation
Benefits and Allowances
Management HR strategy
Real time KPIs
Project management
Regulatory compliance
Talent management
Financial data
Employee personal data
Social media
Work / life balance
Personal relations
Global Mobility Issues
Conclusion
Suggestions for MNEs
Business Environment
Global Demography Development
Int'l Assignment & Deputation Policy
Millennial Generation
Technology & Global Mobility
Collaboration
Regional Development
Role of Governments
Top global mobility challenges for India
Your talent in motion,
Global Mobility Effectiveness Survey, EY 2013

Your talent in motion,
Global Mobility Effectiveness Survey, EY 2013


Compliance Issues

Regulatory barriers

Regional development
Special Visa H-1B
USA
Temporarily employ foreign workers in specialty occupations
Increased by nearly 70% in 2001
Leverage diaspora network
Quebec-France Agreement
Migration policies need to be relaxed
to meet the demands of talent
Demographic Issues
Economy Factors II
Growth opportunity in emerging markets
The rise of China & India (speed and scale)
Economy Factors I
Stagnant growth in developed economies
Financial crisis
A shift in global economic activity from developed to developing economies
Population & Workforce
Aging Population
Developed Countries
(Birth rate in Germany: 8.4)

Developing Economies
(China & India)
Talent Shortfalls in Developing Economies
China: <2million possess the necessary managerial experience and English skills needed to work effectively in MNEs

India: concerned about falling short in R&D specialists
Competition
for Talents
MNEs face fierce competition of home-grown enterprises in recruiting in emerging markets
Lenient residency rules
Less waiting time for a work visa
Attracts students
Low taxes
Safe environment and health system
By 2025, the consuming class will swell to 4.2 billion people. Consumption in emerging markets will account for $30 trillion (nearly half of global total).
*Consuming Class defined as: daily disposable income >$10
Integrate skilled workers
Encourages greater movement of talent
Simplifies and speeds the recognition of individual qualification
New Capital Cities
In emerging economies today, population of cities grows by
65 million people a year
—equivalent of seven Chicagos!

Over the next decade, 440 emerging-market cities will generate nearly

half of global GDP growth

and
40 percent of global consumption growth
.

Calls for the focus on
urban growth clusters
Why?
Tax, payroll and social security policies of countries
Laws and practices, cultural and linguistic differences

Solution
Agree to international standards relating rights, working and living conditions of migrant workers.
Clear Policies
A common feature: diversity (in language, religion, culture, economic conditions & etc.)

Suggestions

“It takes at least three months to become immersed in a geographical location and appreciate how the culture, politics, and history of a region affect business there.”
Compliance
Education and training
Public – Private partnerships
Inclusive societies
and working environments
Quality of Education and Public research sector

Special tax incentives for training in Germany

Regulation for compulsory vocational training to employees in France
Businesses can help
develop the curriculum
that is relevant in terms
of the skills

Train the trainers ,
Guest Lectures

Google and IBM cooperate
with academia which tested
open source development tools for cloud computing challenges.
Strengthen inclusiveness and integrate diverse
migrants.

Reach out to underrepresented groups such as women
and minorities

Cities have to integrate
new migrants to create
inclusive societies
World Economic Forum, KPMG,
Deloitte, E&Y Research
Concerted and collaborative effort from companies across verticals and governments by integrating technology can address the new age challenges of global mobility and the millennials.
Only 3% of respondents are interested in moving to the more robust markets in Asia Pacific region.
Source: Manpower Group, Migration for Work Survey
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