INTERNATIONAL HR ADVISER'S JULY 2017 MONTHLY EMAIL NEWSLETTER

In this issue we highlight:

• GLOBAL MOBILITY SURVEY: Is Mobility In Your Company Changing? Share Your Experience in BGRS’s Annual Talent Mobility Trends Survey
• ONLINE ARTICLE: Moving The CEO – How To Relocate The Most Senior Executives Successfully by Max Newbigging, Head of Global Mobility, Old Mutual Group
• ARTICLE: Retaining Internationally Mobile Staff When Immigration Rules Change by Juliet Carp, Employment Partner, Kingsley Napley LLP
• ONLINE ARTICLE: The Data Analytics Journey by Vicki Marsh, Equus Software
• EVENT: Employment Engagement Conference, Amsterdam
• ONLINE ARTICLE: Keeping The Mobile Workforce Safe In Our Turbulent Times by International SOS
• EVENTS: Up-Coming Global HR Events
• ONLINE ARTICLE: The Benefits Of Remote Global HR Services by Gabrielle Ramsay-Smith
• FREE GUIDE FOR UK BOUND EMPLOYEES: Order your FREE copies of The 2017 Expatriate’s Guide to Living in the UK

How to Architect the Future of Talent Mobility – Take the BGRS Annual Talent Mobility Trends Survey - click here

Talent mobility expands into an increasingly strategic role in successful organisations, supporting business growth and developing leaders equipped to meet the challenges of the globalised world. Many organisations report that the pace of change is accelerating. How does mobility fit, and more importantly, how can mobility help architect the blueprint for change?

We are inviting you to share your experience by completing the BGRS 2017 Talent Mobility Trends Survey. Under the theme of Leading Change: How to Architect the Future of Talent Mobility, the survey will explore where Talent Mobility functions are in their journey, what is driving strategic changes, what challenges they encounter and where they find common ground as well as rough terrain.

As a thank you for taking part, all corporate survey participants, will receive a personalised benchmark showing how your organisation compares to your peers on key survey results. Your responses will otherwise remain confidential and no information will be publicly attributed to a specific company.

TAKE THE SURVEY

I can remember being called to the Global Head of HR’s office to discuss a confidential project and being advised I had been given the task of relocating the organisations new CEO. My initial reaction was excitement at being trusted with such a prestigious project. However, I was also thinking to myself, this is very high risk for me personally if anything goes wrong! Read more.

When immigration rules change – or when change is anticipated – employers naturally take steps to protect business continuity. Challenges faced by employers when goal posts move have been brought into sharp focus by recent US travel bans and the UK’s decision to leave the EU.

In order to respond effectively, employers need to keep up to date with both legal developments and employees’ personal circumstances. Employers must look beyond the immigration paperwork at how change might bite on individuals. For example, an employee who produced an EU passport as evidence of a right to work in the UK could also have been resident for long enough to apply for British Citizenship (or other documents confirming their right to stay). Conversely, an employee who produced a British passport on joining the firm may be secretly concerned about an elderly parent’s freedom to visit and, if necessary, come to live with him. Asking personal questions to help with planning is not only awkward but complicated by data protection (privacy) and equality laws. One tried and tested approach is to offer generalised immigration support and information and to ask employees with concerns to ask questions or seek confidential third party assistance. Whilst a voluntary approach will usually be appreciated by staff, this may not always produce sufficient information to meet planning needs. If that is the case, the employer may be able to secure the necessary information following a process of consultation and written consent. Third party agreements may also be required to ensure that the information gathered can be processed lawfully.

In addition to the need for planning, reassurance and, in some cases, to identify alternative immigration solutions or adapt roles, it is worth considering whether more traditional approaches to retention would be helpful. Tried and tested during competitive boom years, many of these strategies have been neglected during years of economic challenge. But, as pools of skilled workers contract, it makes sense to take extra steps to makes sure those who are already in key positions want to stay. Employers who address retention early are likely to have a significant (and cheaper) advantage over those who wait for staff to vote with their feet.

Until recently, mobility programmes suffered from a lack of sophisticated tools to track and process the huge volumes of data generated across the assignment lifecycle and its network of services and stakeholders. These disparate processes and systems quickly lead to cost overages, poorly managed relocations, compliance issues, and more. To be successful, mobility leaders not only need accurate data to progress moves and quantify their programme’s value, but also to initiate more meaningful conversations within HR and other business stakeholders. Read more.

This marcus evans conference will provide a pan-European insight in employee engagement and its development. It is a unique opportunity for Employee Engagement specialists and Human Resources Experts to discuss the challenges of engaging employees. Practical cases will be presented to highlight the link between employee engagement and the organisational performance, the impact of internal communication, leadership and organisational culture on employee engagement. This conference will also explore the means by which we can guarantee employee engagement through the entire employee life cycle and turn it into employee experience.

For more information, please visit the event website or contact Constandinos Vinall at ConstandinosV@marcusevanscy.com

Security and medical risks to the mobile workforce can occur anywhere and at any time and recent reminders, such as the terror attacks in the UK, Germany and France, have resulted in a sense of increasing challenges, even in travel to places once thought secure. Employee safety and security is never far from anyone’s minds and the need to prepare, protect and assist employees whenever and wherever needed, has never been more evident. Not only is it a Duty of Care for any organisation, and increasingly has potential legal implications if employees are not appropriately protected, it is also high on the agenda to help business continuity planning and strengthen business resilience through a protected workforce.  Read more.

For a list of Global HR events coming up over the next few months click here.

Global mobility is accelerating at an incredible pace putting pressure on HR departments to not only keep up with international recruitment requirements but also to take a predictive stance. Today’s HR professionals need to have a full understanding of their company’s business strategy in order to develop a global HR strategy that can deliver the best possible return on their investment.  Read more.

The brand new 2017 Guide is available to view and share online via the dedicated website www.expatsguidetotheuk.com.

Please share this website on your relevant intranet sites/emails and with UK bound employees.

The 2017 Guide covers a wealth of useful information for expatriate staff relocating to the UK including: Banking, Clubs for Expatriates, Driving in the UK, Dual Careers, Embassies & High Commissions, International Family Law, Health, Health Insurance, Pet Transportation, Schooling in the UK, Serviced Apartments, Tax and Travel.

TO ORDER FREE COPIES OF THE 2017 GUIDE, EMAIL DAMIAN@INTERNATIONALHRADVISER.COM, STATING QUANTITY AND THE DELIVERY ADDRESS

The essential Guide to living in the UK that your expatriate employees cannot afford to miss!

To renew your free annual subscription to International HR Adviser magazine, or share the free subscription with relevant colleagues please click here.

To read any articles online please click here. The Summer 2017 issue has been published, and the following articles can be viewed and downloaded online: