On November 1, 2016, China’s State Administration of Foreign Experts Affairs (SAFEA) launched a pilot work permit program in select regions of Beijing, Shanghai, Tianjin, Anhui, Guangdong, Hebei, Shandong, Sichuan and Ningxia. The program is widely anticipated to roll out nationwide on April 1, 2017.
China’s previous foreign work permits have been integrated into the Permit System for Foreigners in China, a single work permit based on a three-tiered classification system. The permit provides a federal model, eliminating the often troublesome and inconsistent regionally administered policies.
The three-tiered system classifies foreign workers as A, B or C level candidates, based on their education, salary level, age, time spent working in China and Chinese language skills. Applicants who receive more than 85 points are given the letter A, 60 to 85 points, B, and less than 60 points, C. Continue Reading →
Before last week’s Worldwide ERC Global Workforce Symposium in Washington, DC, we were honored to host our annual Global Representative Summit. This event brings together members of our Weichert Global Representative (WGR) network to undergo training, discuss regional market challenges, review trends and re-confirm our mutual commitment to providing Legendary Service experiences.
A highlight of this Summit is our annual WGR Awards. These awards are given to a select group of WGRs who are nominated by our service teams for going above and beyond in serving our clients’ mobile employees.
Congratulations to our 2016 winners: Writer Relocations (India), Pathfinder Relocation Services (Malaysia), Map Relocations (Belgium), EMS (Trinidad & Tobego), Corporate Care Relocation (Ireland), Packimpex (Switzerland), Premier Destination Services (LATAM; in photo) and Fragomen.
Singapore has been ranked #1 for both quality of life and happiest country in Asia, and that’s because the economic, political, socio-cultural environments – including healthcare, education, and transportation — are all top notch.
When we ask our service providers to weigh in on the challenges expats face when settling in to life in Singapore, there are very few downsides reported. Basically speaking, according to PERC and the anecdotes we hear from our clients and assignees, it is one of the easiest countries to adjust to when relocating from virtually anywhere in the world.
In this blog, we will address the various components of expat life in Singapore, highlighting the pros and cons.
A lot of attention is given to expats being sent on assignment to another country, as companies understand that the faster they assimilate, the more productive they’ll be in their new roles. But consider, for a moment, those expats who leave home countries in pre-emerging markets. These employees could find themselves returning to very different, almost unrecognizable environments post-assignment, making “home” seem like a foreign country.
This is particularly true of India, which has experienced tremendous economic growth and social and political change over the past half century. For keener insight to the challenges Indians face when returning to their home country after an extended assignment, I spoke with Anita Krishnaswamy, President of Global Adjustments Relocation India and member of the Weichert Global Representative network. Anita brings a wealth of experience working with clients of all nationalities, including those of Indian descent. Continue Reading →
Domestic mobility in countries outside North America and the UK can be challenging for even the most globally-minded multinational companies. I’ll examine this topic in detail during our next educational webinar, on September 17, 2015, at 11:00am ET (4:00pm UK, 8:30pm India, 11:00pm China).
Joining me will be Beverly Sunn of APP Mobility, Anita Krishnaswamy of Global Adjustments, India, and corporate mobility professionals from Whirlpool and Bombardier. Together, we’ll share insight and best practices for developing domestic mobility programs for both expats and country nationals in emerging markets, with special focus on China and India.
Topics covered will include housing, education and family challenges that companies must address to attract and retain the diverse mobile talent they need to grow their businesses.
This webinar is eligible for one (1) CRP credit from Worldwide ERC and one (1) CERP credit from CERC. We hope you can attend!
Please note, this webinar is open only to corporate relocation and HR professionals. A valid email address is required to register.
Please register here.
For example, deploying Asian expatriates can be a cost effective approach to global staffing in Asia because local assignees can often be compensated differently from traditional Western expatriates entering Asia Pacific. That said, there are still some challenges to overcome with regard to compensation and the benefits to be provided, based on the nature of the assignment, the characteristics of the home and host country combinations, and the particular demographics of your assignees.
Are employees moving from a low to high tax, high cost environment? Are most employees single or accompanied? Are most employees line managers or more senior level directors and above? All of these factors, and more, play into the decision making process. There are many variables to consider when analyzing your program and contemplating changes.
Many companies in Asia address their talent attrition and talent development issues by deploying local staff throughout the region on alternative types of assignments that includes local-plus, permanent transfers, localization, and local-foreign hires. Deloitte’s Fueling the Asian Growth Engine report found that permanent transfer and localization moves have become standard practice among many firms in Asia, with 49% and 53% respectively having formal policies in place.
To commemorate the opening of our newest Center of Excellence in Newport Beach, California, Weichert Workforce Mobility will host a Pacific Rim Relocation Summit on June 10, 2015.
This Summit will bring together Weichert subject matter experts, APAC destination agents and specialists from BDO and Fragomen to discuss the latest trends and best practices for managing expat, inpat and repat assignments in Japan, South Korea and China.
This informative session runs from noon to 3:30pm and is free to local corporate relocation and HR managers. Lunch will be provided. If you’d like to RSVP, you can do so here. We hope you’ll take advantage of this unique opportunity to network with peers and expand your relocation acumen!
Our annual Weichert Global Representative (WGR) Summit is an important part of our training initiative, bringing together WGRs from across the world to review updated Scorecard standards and education curriculum, share regional news and re-confirm our commitment to delivering legendary service.
As our WGRs provide an extension of our services on the ground in over 185 countries, we want to make sure we continually update them on our business strategies and partnership expectations, while creating a forum for examining ideas for strengthening global synergies.
Our most recent Summit saw a record number of attendees and especially vibrant discussions. Central to this Summit was an interactive panel discussion featuring several WGRs representing very divergent regions, who spoke on current trends and challenges within their areas of expertise. I was proud to serve on this panel alongside the following WGRs:
For the past two years, Weichert Workforce Mobility has been the only large-size relocation management company to rank among the top three in the “RMC of the Year” category of the EMMA Awards in all three regions — the Americas, EMEA and APAC. Presented by the Forum for Expatriate Management, the EMMAs are among our industry’s most coveted awards, celebrating excellence in expatriate mobility.
We are proud to note that in 2014, Weichert Workforce Mobility has once again been nominated as RMC of the Year in all three regions. In the Americas, we were also nominated in the “Thought Leadership Study of the Year” for our popular and groundbreaking Latin America mobility survey. Continue Reading →
This is a very timely session, as a highly competitive job market and fast economic growth have combined to create an extremely dynamic and mobile workforce in China. So mobile, in fact, global companies operating in China find it difficult to find and keep top talent. This is true of Chinese nationals and expatriates alike.
To capitalize on market potential across China, global companies will need to have a strong, committed local workforce and invest in development from international sources: global assignees transferring in and out of China, as well as developmental orientation assignments for Chinese nationals in multinational corporations. They will also need to adopt more systematic and practical approaches to align workforce mobility programs with corporate HR and business strategies to deliver measurable results.