Conventional wisdom and experience dictate that saying you want to break up and actually doing it are two very different things. That’s why many people were genuinely surprised when the majority of UK citizens voted to support British departure from the EU in the recent referendum.
Although the intent to exit is now official, the full scope of what leaving the EU will entail is still unknown. Cancelling UK treaty obligations could be relatively easy, but negotiating new trading relationships, tax treaties and immigration rules and regulations could be much more difficult and take much longer, without any guarantee of success. In the interim, there are some things that are important to understand regarding the implications of the Brexit referendum, particularly in regard to workforce mobility.
Although it may be a new term to you, the Safety of Life at Sea (SOLAS) treaty has been around since the wake of the Titanic disaster to ensure that all ships are soundly constructed and safe to operate. The latest SOLAS amendment, created in response to a rise in reports of ships sinking at sea due to under-reported cargo weights, will require all container weights, including contents, to be verified prior to shipping. This amendment goes into effect on July 1, 2016.
In some areas of the world, such as the United States, Canada and most of Europe, gaining access to container scales should not pose a problem. But in certain regions of Asia, Africa and South America, where shipments are typically graded by volume instead of weight, there could be issues.
The Weichert Move Network has been monitoring these developments and strategizing with our move management partners as to how to best address the new regulation once it goes into effect. While there will be a lot written about SOLAS in the coming weeks, there are basically two things our clients and their globally mobile assignees need to be aware of: Continue Reading →
In today’s highly competitive work environment, employers are seeking ways to effectively expand their talent pool, and are also recognizing that the global mobility of talent is a key driver of growth. While employers seek to leverage the collective knowledge and experience of their employees, diversity of the globally mobile workforce has not kept pace with the profile of the general workforce. Specifically, when it comes to embracing a more diverse workforce, LGBT employees face significant barriers to global mobility opportunities.
Forward-thinking companies are incorporating Diversity and Inclusiveness initiatives into their global mobility programs wherever possible, and where restricted by law, are both working around and creating solutions that help LGBT employees seek out and accept international assignments as part of their career journey. Through the efforts of strong leaders, these companies are implementing inclusive solutions to foster the success of all international assignees, by considering the individual support needed by all candidates. Above and beyond the challenges to promoting a more inclusive corporate culture, the current global regulatory environment is dynamic and increasingly complex.
We are proud to be playing a significant role in this week’s Worldwide ERC Americas Conference in Houston, May 18-20. In addition to our sponsorship of the event, several Weichert Workforce Mobility subject matter experts will be sharing their insight and promoting industry knowledge.
Gustavo Higuera, Regional VP of our LATAM Operations, will be one of the featured experts during the Global Thought Leaders panel. Moderated by Peggy Smith, President of Worldwide ERC, this panel will see Gustavo discussing some of the most critical industry issues alongside experts from such companies as Chevron, Visa and The Brookings Institute, to name a few.
Additionally, Weichert Workforce Mobility and Weichert Corporate Housing will be partnering for a session entitled Duty of Care: How to Assist Your Employees When a Medical, Physical or Natural Crisis Occurs. Marea Nathanson of WCH (a member of the 2016 NRC Planning Committee) will moderate the panel and our EVP and General Counsel Steve Jones will be a featured panelist.
If you are attending this year’s event, we hope you’ll take the time to check out these sessions.
With talent shortages well documented and voluntary turnover largely caused by a lack of career development opportunities, your global workforce mobility program can be a strategic tool for supporting diversity and inclusion. What follows are some best practices to consider as you secure meetings with HR/Talent Management to align your 2016 goals:
Unfortunately, women are still in the minority among the expatriate community, as stereotypes often prevent managers from asking females to consider an assignment. For example, assuming a young female executive would rather settle down and have children than advance her career through an assignment. Some ways that companies can increase the number of women considered for international assignments include: Continue Reading →
Companies have been relying on temporary assignments for several years now, as they help them meet short-term business objectives and retain employees who are reluctant to permanently relocate. However, as competition for the most highly-skilled workers intensifies, companies are using temporary assignments in a more strategic way — to fuel their talent pipeline.
Rotational assignments are becoming one of the more commonly used types of temporary moves, with nearly one-third (32%) of companies responding to our annual survey syaing their rotational volume will likely increase.
Rotational assignments are defined as a series of two or more assignments, typically short in duration, upon completion of which, an employee typically settles into a final, permanent location. The selection process is often rigorous, and companies focus on candidates who anticipate staying with the company long-term and possess the ability to transfer skills and experience learned on assignment back into the company. Continue Reading →
Mexico is the second largest economy in Latin America, after Brazil. The country has an export-oriented economy with more than 90% of trade under free trade agreements. In recent years, exports of manufactured products have been expanding more than 10% per year, mostly due to the increase in car production.Due to new laws, Mexico has changed its regulations regarding oil and telecommunications, opening the market to foreign investors, with the oil industry growing particularly in the southeast states of Campeche, Veracruz and Tabasco.
Mexico’s housing market and economy are still recovering somewhat from the economic slump, which resulted from the US downturn. However there are many developers building new homes, which keeps prices at a reasonable level, and interest rates are relatively low in the social sectors due to subsidies. Low interest rates, salary and employment growth, longer payment terms and a recovery in consumer confidence are also expected to drive housing demand.
The real estate market is not well regulated in Mexico and properties rent very quickly. Landlords are requesting monthly rent payments in cash as many banks are now required to regulate recurring payments and report to the government for tax purposes. Continue Reading →
Throughout the past year, as workforce mobility has become increasingly complex, we’ve worked harder to remain a valued and reliable resource to our clients—an extension of your organizations. That means providing the strategic insight you need to make informed decisions and the innovative solutions that make deploying talent easier while delivering competitive advantage.
To gauge the effectiveness of our efforts, we look to our 99% client retention rate throughout 2015. Because when clients make the decision to invest in and grow their partnership with us, it indicates that we have, in fact, become a trusted extension of their organization.
The challenge is finding ways to continue to add value and build upon this success. During a Town Hall meeting with our global employees last month, our President, Dave Bencivengo, outlined our blueprint for doing this, which calls for focusing on four strategic priorities:
Maintaining our collaborative performance culture, which eschews silos and layers of bureaucracy and encourages ideas and contributions from colleagues at every level of our organization, regardless of role, to develop more powerful solutions. Continue Reading →
Last month, I partnered with Mark Frederick of IOR to present a webinar on the alignment of workforce mobility and talent management. As a follow-up to that session, Mark has written a guest post for our blog that expounds upon some of the concepts raised during the webinar. Specifically, the critical but often overlooked practice of assignment candidate selection.
The hallmark of a savvy Talent Mobility professional and department is behaving both strategically and proactively. One of the more neglected areas of Global Mobility support is on the front end of international assignments. Too often, candidates are chosen quickly without adequate decision making and then whisked away into support services before they leave the country.
A stronger, more strategic approach is to build talent pools of employees who would be ideal candidates for a global assignment. This type of process is all about identifying talent proactively, and the best place to start is with the business unit leaders. Mobility professionals are often “invisible” to the business units, so reaching out to them proactively will not only let them know who you are, but also brand you as a strategic business partner within the organization. Ask the business unit leaders to identify the talent they have that they think would be both interested and qualified for an international assignment and capture that group in a database. Continue Reading →