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Expats going the extra mile

Expatriate Engagement webinar
by

Jolene Paterson

on 23 October 2014

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Transcript of Expats going the extra mile

Belle Harvey
- Meetings
- People
- Prospects
- Events
- AOB
- Next steps
2 Weeks of Business
Whole Expat Engagement - engaging with the families needs & desires?
Total number of meetings
Engagement Value
As a
Webinar
Topic

Disengaged & challenges
All round
benefits

Findings
15
Need to Attract, Develop & Retain Talent is a predominantly cost driven exercise - all the elements of these 3 strategies have a monetary focus....
> Attracting skill-sets with competitive salaries, COLA
> Developing recognition plans, Talent skills / knowledge experiences
> Retaining the best perhaps with the 'Golden Handcuffs' approach, Tax benefits etc
Nowadays, we are working more cost consciously & employers are recognizing the approach of throwing money at an assignement may not always be the best route or the most sustainable & actually carries major long-term risks, which will effect the Global Talent pools of the future
What would happen when the Economy dips & companies find themselves reliving the years we just have?
Money tighter, bonuses lighter?
Will your Expats stay motivated & focused?
Will they still 'live' the brand?
Protect the brand?
Will the perform?
Will International Assignments realise there ROI?
An engaged Expat puts in extra effort & believes in the importance of accomplishing tasks which are imperative in achieving a businesses objectives
The road to Success is a 2 way street....

Expats also build & formulate their own expectations for their time on assignment - imagine their expectations are not aligning with reality? Another key driver in the importance of professionally managing & supporting this Human asset - it is imperative that there is minimal room for bad experiences which may disengage
Managing an International workforce brings it's own set of challenges - we need to really get to know Talent - who your Expats are? What are their competencies? What drives them? And we really need to understand environments - working across cultures, engaging across cultures, managing International expectations.
Perhaps your Talent is recovering from the recession themselves, and their own feelings towards the past few years has jaded their normally optimistic, go-getter attitude?
What support can you offer them to help?

This is where Global Mobility has the ability to take it beyond the employee - how is their Partner's own career interests doing? How are they feeling? How can you help them?
Communication challenges....
> Are you utilising the most effective & accessible communication channels / platforms available?
> Is information real-time, compliant & transparent?
> What about Cultural Communication differences?
Was your Expat engaged to begin with - or did they just tick the skill-set box? What measures are put in place to ensure an engaged Expat is recruited / promoted? Don't forget to think host destnation specific too - relating the culture, workforce & business etiquette.
Using Global Mobility to re-Engage,
Develop & 'grow-your-own' Engaged
Talent
Aligning process & policies > Talent Pipelines, Talent Management & Global Mobility to ensure maximum cohesion
Keeping your competitive advantage, on a Global scale - Retaining your Human Capital & minimising the cracks for 'poaching'
Perhaps your Expat has a bad taste in their mouth from having to deal with delays in conducting their own day-to-day tasks? Late expense payments? Expense disputes?
Another aspect is keeping your Expat's linked & also making sure their passion for a challenge is kept ignited
Tailored Global Mobility practices should include & run alongside an Individuals Career Development
Enhancing links btw Talent Management & Engagement with Corporate Responsibility - better company concern, better employee worth-value
Create a more harmonious relationship btw Employee, HR & Company, facilitating better communications / understanding
Subsea 7 - UK HRD
'renamed A,D&R to A, E & R - value in forward thinking Employee buy-in'
Harris CapRock - HRA
'Dealing with high Expat Expectations'. Assignee profiles - 'Expat Brat'
TAQA - HRD
'Middle East Parent company & intercultural business relationships. Educating & awareness'
Wood Mackenzie - HRA
'Taking measures to ensure Assignee selection process is real & will harvest ROI'
Rowan Drilling - HRM
'Ensuring corporate concern & links are in place to best support Assignees, to optimise their productivity'
Better Engagement = Better Bottom-line
Less focus on adding cost, more focus on adding concern
We are living in the Human Age, where Talent is a companies greatest asset - a hot topic!
Showcasing Global Mobility as more than an operational need
Employee Engagement in new markets / new locations
Research shows companies with highly engaged workforces report higher earnings
Consider the cost implications of a disengaged Expat & the success of the International Assginement
Talent War = increased attraction strategies therefore more competition which brings the need to look beyond attracting, in order to retain -> a more engaging Global Mobility programme = better commitment to Talent = Talent's best commitment to achieving company goals
Aligning Expat goals & aspirations with companies needs
Creating a culture of Engagement
creates a culture of commitment
Disengaged Employees cost more in the long run, and eventually will leave, therefore restarting the A,D&R cycle
Research by Gallup (Business Consult) shows ->
World-class organisations ratio of engaged to actively disengaged employees is 9.57 : 1
Average organisations ratio of engaged to actively disengaged employees is 1.83 : 1
http://www.gallup.com/consulting/52/employee-engagement.aspx/
Full transcript