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Welcome to our Blog

Our blog lets us share with you current news and views from the world of HR and Global Mobility which we hope you will find interesting, informative and even entertaining. Along with our own thoughts and opinions we will bring you external articles and updates on items we think may matter to you.

We hope you enjoy reading our blog.

12
Mar
2015
Retaining Global Talent
Recruiting the right talent for your organisation is one challenge. Retaining employees is another – especially as talent mobility increases.
26
Feb
2015
Business-Driven HR
Today, HR teams must focus on driving talent outcomes. This is especially the case in larger and/or global organisations.
16
Feb
2015
Global Relocation Success
35% of employees would like to work abroad, with 25% of professionals feeling that their career prospects have improved due to international assignments.
22
Jan
2015
We’d like you to meet…
Relocating internationally is a huge step. Assignees and Human Resources teams need peace of mind that every move will be as stress-free as possible. That’s…
05
Jan
2015
Five Concerns About Relocating Abroad
Many assignees look forward to global relocation with a blend of excitement and trepidation. It’s a realistic mix of emotions.
12
Dec
2014
Global Mobility Challenges
As global mobility increases, it changes the challenges faced by HR teams...
27
Nov
2014
Global HR Management
With two thirds of job seekers willing to consider an overseas role, HR’s role has become truly global. But how can organisations sustain success on…
05
Nov
2014
Mind The Gap!
Global mobility and increasingly digital operations should suit the young people entering today’s job market. But – business has a poor reputation amongst this generation.
24
Oct
2014
There’s No Place Like Home
Global relocations and international working are a very common in today’s corporate culture. Many assignees value the quality of life as well as the career…
06
Oct
2014
We’d like you to meet…
People have a huge impact upon the success of any business; especially one involved with international relocations.
Retaining Global Talent

Retaining Global Talent

Recruiting the right talent for your organisation is one challenge. Retaining employees is another – especially as talent mobility increases.
Recent research by the Institute of Leadership and Management (ILM) shows that nearly a third of employees are looking for a new job this year. They said that better management would tempt them to take a new role.

35% employees would like the chance to work abroad, giving global organisations a distinct advantage in the race for retention.

So how can HR teams optimise retention? To achieve this, the top reasons why employees leave must be understood. A 2014 survey of 8,000 employees by BambooHR shows that these are:

1. Advancement opportunities
2. Work/life balance
3. Salary and benefits package


In reality, what ‘tips the balance’ and starts employee dissatisfaction? BambooHR cites these as:

1. My boss doesn’t trust me
2. Work expectations outside of working hours
3. Difficult colleagues
4. Being blamed for my boss’ mistakes
5. Lack of flexibility

Whilst a small degree of employee turnover can be beneficial to the company, it is something to be proactively controlled to ensure business success. International assignments can offer the flexibility and empowerment that many employees seek, as well as meeting operational requirements.

“Supporting employees as they start assignments abroad is a crucial factor to the success of the assignment for the employee and the organisation” says Kevin Wieczorek, Sales & Marketing Director of BTR International. “Helping individuals and their families with their move abroad – from orientation to learning a new language – means that employees settle in their new role and new home more quickly”

Find out more. Contact Kevin via .(JavaScript must be enabled to view this email address) or call +44 (0) 1582 495495.



Image courtesy of Cooldesign at FreeDigitalPhotos.net
Business-Driven HR

Business-Driven HR

Today, HR teams must focus on driving talent outcomes. This is especially the case in larger and/or global organisations.
Only 5% – 10% of companies surveyed recently had truly achieved ‘business driven’ HR, fully utilising the evolution of both HR and technology. These organisations had optimised their talent programmes and their HR service delivery. (Source: Bresin, CIPD)

Even for these high achievers change remains inevitable, based upon:

• The emergence of network recruiting and talent warehousing, thereby reducing the cost and timescale of hiring.

• The digital learning environment, offering a ‘learn on demand’ solution, independent of location.

Josh Bersin of Deloitte suggests that: “The core of high-impact HR today is creating more specialists and locating them closer to the business, where they can drive the most value.“

Recruitment teams must recognise the roles and culture of local positions. Plus, local groups should determine the best learning solutions for their own teams. But – does this localisation move HR back in time to the days of placing HR teams throughout the business?

No. That’s where technology helps, offering standard policies, guidelines and templates across the business operation. Deloitte’s report shows how high-impact HR teams have adapted their model to achieve success:

• They have almost 65% specialists, reducing the need for generalists
• They create ‘networks’ – rather than ‘centres’ - of expertise
• Senior-level HR business partners have local control
• Their focus is on effectiveness and outcomes
• HR is pushed to solve business problems and deliver business outcomes
• Strong internal technology and subsequent commonality is created
• They have a professional development team for the HR function

“We understand that HR teams are crucial to the success of global mobility,” says Kevin Wieczorek, Sales & Marketing Director of BTR International. “Our role is to make sure that international relocations are completed as smoothly as possible, helping HR teams and assignees alike. This involves everything from helping to create a comprehensive relocation policy to assisting individuals with moving and living in their new location.”

The role of HR is a delicate balance between local understanding and global business objectives. As global talent mobility increases, so will the value of hi-impact HR.

To make your organisation’s talent mobility as stress-free as possible, contact Kevin via .(JavaScript must be enabled to view this email address) or via +44 (0) 1582 495495.

Image courtesy of Sheelamohan at FreeDigitalPhotos.net
Global Relocation Success

Global Relocation Success

35% of employees would like to work abroad, with 25% of professionals feeling that their career prospects have improved due to international assignments.
The enthusiasm exists, the opportunities are increasing and a growing number of HR teams have international relocation policies in place.

But – 70% businesses think that global mobility is underperforming or needs significant investment.

So how can HR teams make sure that global relocations are as stress-free as possible, encouraging quick, optimum productivity?

Here are our top three tips for global relocation success, based upon over 20 years’ experience of international relocations:


1. Preparation
Both the HR team and individual assignees need to understand the process involved. Communication is vital. Assignees often have concerns about the move even though they are looking forward to their new role and lifestyle.

Organisations should develop a relocation policy that everyone involved is aware of and refers to.

Assignees should be able to visit their envisaged location ahead of the move – ‘fear of the unknown’ causes anxiety. (See our recent blog - 'Five Concerns About Relocating Abroad'.)

Early communication with your relocation partner will give individuals an opportunity to discuss their requirements and concerns. This lifestyle overview will help with providing the right orientation and addressing key issues such as housing, transport and schools.


2. Integration
What is the biggest fear amongst internal assignees? Isolation.

‘Live like a local’ advises Noelle Know of The Wall Street Journal. “Don’t go from the office and back to your corporate housing. Learn the language, make friends in the country and adapt to local norms. Showing teams on the ground you respect and understand their culture is highly valued.”

Essential to early integration is language tuition and cross-cultural training. Expat Explorer confirms that not being able to speak the language is one of the largest barriers to settling into a new country: “Learn the language and see how things open up for you.”


3. Ongoing Support
Relocation should offer support before, during and after the move for both the assignees and their families.

The family’s failure to settle in their new location is the most common reason that international assignees leave early. Relocation policies should include ‘investigative’ trips to a new location before the move, plus opportunities to visit home during the year.

“Understanding the moving process will help ease the transition, however it’s the support available during those initial weeks in a new country which will be crucial to the long term success of the relocation” explains Kevin Wieczorek, Sales & Marketing Director of BTR International.


Global talent mobility is growing fast. To make sure that your international relocation policy is as effective and successful as possible, contact Kevin via .(JavaScript must be enabled to view this email address) or via +44 (0) 1582 495495.


(Sources: Hydrogen Group, International HR Adviser, Talent Management)

Image courtesy of rajcreationzs at FreeDigitalPhotos.net
We’d like you to meet…

We’d like you to meet…

Relocating internationally is a huge step. Assignees and Human Resources teams need peace of mind that every move will be as stress-free as possible. That’s where the BTR International team excels.
Our global mobility experts offer comprehensive, specialist support before, during and after relocation. We are pleased to introduce one of our busy Business Development Executives: James Middleton.

James joined the BTR International team just over a year ago. He has an impressive calibre within ‘people’ and ‘customer service’ sectors. These strengths are perfect for his current role addressing the global mobility needs of client organisations.

“Relationships are important in any role, but particularly in my work for BTR,” says James. “HR people are especially nice to work with. Everyone has the same goal – to ensure that an assignee’s global relocation goes as smoothly as possible.”

“My role involves helping people to move around the world; to transfer their lives and their families as seamlessly as possible. As a family man myself, I appreciate how important it is to make sure that everyone involved with the move is ready to carry on ‘as normal’ as quickly as possible.”

“Every day is different,” explains James. “My role is to keep everything moving smoothly. I especially enjoy being part of the BTR International team. We work in a supportive and fun environment. I actually look forward to coming in to work each day!”

“No two moves are the same, which keeps life interesting. Attention to detail is crucial – and it’s important to keep smiling!”

James is available to discuss corporate relocations via .(JavaScript must be enabled to view this email address) or +44(0) 1582 495495.
Five Concerns About Relocating Abroad

Five Concerns About Relocating Abroad

Many assignees look forward to global relocation with a blend of excitement and trepidation. It’s a realistic mix of emotions.
The good news is action can be taken to allay concerns – much of which should be led by the Human Resources team.

Top five concerns about relocating abroad:

1. I can’t speak the language
This is a common concern affecting both work and home life in assignees’ new roles abroad. The good news is that support is available to learn the language… before and during your move! ‘Living the language’ is often the best way to learn!

2. What about my partner/family?
An international relocation is a big step – and an amazing opportunity for assignees and their families alike. With the right preparation and support before and during the move, everyone involved can embrace the new experiences and benefits available from a global assignment.

3. I don’t know anyone there
With the right orientation support, a new lifestyle can be empowering and refreshing. Elite Daily explains that going to a city where you don’t know anyone creates “an overwhelming sense of freedom“.

4. How will I move my possessions to my new home?
We understand that it’s unsettling to have your home ‘wrapped and packed’. The right relocation partner will ensure that assignees’ possessions are moved with care and attention. Some people choose a storage option – especially if initially living in temporary accommodation whilst looking for their new home.

5. When will I see my family and friends?
The reality is that many assignees have this concern. This worry is often linked to not knowing anyone/many people in a new location. Relocation policies should start to address this worry, providing a support network of contacts, from schools to restaurants, transport to property services. Trips home should also be considered when creating the global assignment package.

“Often, it’s the ‘not knowing’ that worries assignees,” explains Kevin Wieczorek, Sales & Marketing Director of BTR International. “By working with a relocation partner who understands the concerns involved, relevant and helpful support can be provided throughout the process.”

To talk about how BTR International can support your global relocation programme, contact Kevin via .(JavaScript must be enabled to view this email address) or call +44 (0) 1582 495 495.
Global Mobility Challenges

Global Mobility Challenges

As global mobility increases, it changes the challenges faced by HR teams...
Deloitte’s Strategic Moves survey found that there are three common strategic issues faced by global businesses:

• Emerging geographical markets
• Globalisation
• Increased competition

The survey found that most business leaders expect global mobility to address these issues. What is the link between the business and global mobility? It’s the HR department.

Research by International HR Adviser showed that just 2% multinational companies felt that their global mobility function as world class. 70% thought that global mobility was underperforming or needed significant investment.

To improve efficiency – and success – three top global mobility challenges were identified (with percentage of participants shown):

• Partnering within the business to effectively use global mobility (66%)

• Regulatory compliance and controls - such as tax, immigration, payroll (62%)

• Integration with global talent management practices (61%)

The best global talent resourcing fills talent and skills gaps whilst ensuring that global mobility is aligned to the business needs.

The key to success is building a global mobility network to support global talent resourcing. “Working with partners who have global mobility experience makes the process smooth and efficient,” explains Kevin Wieczorek, Sales & Marketing Director of BTR International. “Our international expertise supports international relocations before, during and after the actual move. We help assignees and HR managers alike”

To find out how BTR International can address your organisation’s global mobility challenges, contact Kevin via .(JavaScript must be enabled to view this email address) or call +44 (0) 1582 495 495.
Global HR Management

Global HR Management

With two thirds of job seekers willing to consider an overseas role, HR’s role has become truly global. But how can organisations sustain success on a worldwide scale?
Research from Boston Consulting Group identifies five key areas which organisations must address to achieve sustainable success globally.

BTR International suggests how these elements will impact upon HR:

1. Geographical Positioning
Resources will affect where businesses are based and their geographical spread. Global operations involve recruitment and management on the largest scale possible. HR functions need to be aware of – and prepared for – cultural differences.

2. Quick Changes
Often overseas markets carry more risk and faster change than the domestic market that is well known. Cross cultural training will ensure that communication channels are fully effective.

3. Decision Making
For international companies to operate efficiently, a degree of decision making must be spread around the globe. This requirement impacts upon every function including HR.

4. A Truly Global Culture
Successful companies embrace diversity within their workforces. This is particularly relevant as 65% high performing employees will relocate to a new country or continent for a better job (HBR research). Clearly, this impacts upon recruitment and development, with a clear relocation policy needed.

5. Leadership
Leading a global team or function will involve extensive travelling and cultural understanding. This will facilitate a proper understanding of every part of the business, with the corporate message reflecting local differences.

“Operating a global business offers distinct benefits and challenges,” says Kevin Wieczorek, Sales & Marketing Director of BTR International. “It’s important to draw upon the knowledge and experience of partner organisations. We’ve been helping companies with their global relocations for over 25 years and use this expertise to help HR teams to manage global assignments and relocations.”

To find out how BTR International can help your organisation contact Kevin via .(JavaScript must be enabled to view this email address) or call +44 (0) 1582 495 495.
Mind The Gap!

Mind The Gap!

Global mobility and increasingly digital operations should suit the young people entering today’s job market. But – business has a poor reputation amongst this generation.
This makes recruiting these potential employees – and future leaders - hard work.

In a recent Deloitte study for Virgin, young people in the UK were asked about the impact of business upon the world’s four biggest challenges:

• Creating jobs and increasing prosperity
• Climate change and protecting the environment
• Resource scarcity
• Inequality of incomes and wealth

Respondents said that business was helping only one: creating jobs and increasing prosperity. According to these young people (aged 16 – 21), business is simply not helping with the other three issues.

This dim view of business reflects a generally poor experience within early employment.

The National Centre for Universities and Business reports that two thirds of graduates regret their first role… with 25% leaving within one year.

A startling 87% of employers have not been able to fill their graduate roles, yet there are one million unemployed young people in the UK. (This is the third highest figure in Europe.)

So how can HR deal with this challenge?

The Deloitte report states that 80% youngsters want to work for an organisation that is responsible and proactive about its affect upon society.

Surely the answer is in the roles and investment available? ‘Millenials’ (people born after 1983) are mobile and digital. Organisations with a global platform and strong Corporate Social Responsibility programme will be able to create exciting prospects to attract the Millenials. Recruitment can then be truly global and successful for all involved.

“We understand the importance of organisations being environmentally responsible,” explains Kevin Wieczorek, Sales & Marketing Director of BTR International. “Our ISO14001 accreditation demonstrates our positive, consistent action when it comes to CSR. We find that clients and employees alike are keen to understand this side of our business.”

If your business is involved with global recruitment and would value some expert assistance with your relocation policy, contact Kevin via .(JavaScript must be enabled to view this email address) or call +44 (0)1582 495495.
With so many young people dissatisfied in their current role, now is the time to stand out from the crowd and attract mobile talent.
There’s No Place Like Home

There’s No Place Like Home

Global relocations and international working are a very common in today’s corporate culture. Many assignees value the quality of life as well as the career prospects that a move abroad can involve. Is it true that there’s no place like home?
A Telegraph survey shows that 89% of expats say they have a better quality of life abroad.

What is it about living and working abroad that gives this hugely popular advantage?

• 77% expats say that they enjoy a better work life balance with more free time and more socialising opportunities
• Half of expats benefit from a lower cost of living
• 26% people said that affordable housing was a key factor

So – almost nine out of ten people think that their quality of life is better abroad, plus 49% say they are living in a country that is friendlier than the UK.

But – 33% of expats will return to the UK for good in the future. Why?

Here are the top three qualities of the UK that expats come home for:

1. The weather! Yes, it’s true… 20% expats miss the unpredictable weather in the UK.
2. The NHS – many expats rely on private health care whilst living abroad. 15% missed our National Health Service.
3. Culture – the UK humour, history and culture is missed by 12% of expats surveyed

“Many of the global relocations that we manage involve moving to or from the UK,” says Suzanne Sells of BTR International. “We’ve helped people to relocate throughout the world. Whilst assignees often enjoy the opportunity, experience and lifestyle involved with relocating abroad, many look forward to returning home.”

If you’re tempted to look abroad for the quality of life or to return to the UK weather, talk to BTR International.

Email .(JavaScript must be enabled to view this email address) or call +44 (0)1582 495495. We’ll ensure that your move is as stress free as possible.
We’d like you to meet…

We’d like you to meet…

People have a huge impact upon the success of any business; especially one involved with international relocations.
At BTR International, our business is centred upon providing an outstanding service to our clients – organisations and assignees alike. We have a dedicated team of people who thrive on providing excellent customer care, minimising the stress of relocating. We are pleased to introduce one of our newest Business Development Executives, Louise Chilcott.

Louise joined BTR International in July 2014. She comes with an impressive track record within the relocation and removals industry. “I started working in logistics over 20 years ago, dealing with overseas estates for the Foreign Office,” she explains. “Since then, I’ve been working across the global relocation and removals industry, helping both public and private sector clients.”

“I particularly enjoy meeting the Human Resources Managers, understanding their needs and finding the best way of achieving their aims,” adds Louise. “BTR International is a tremendously strong team to work with. It’s a family business and we’re all committed to the same goal; providing people-orientated, smooth corporate relocations.”

“For me, it’s all about the relationship that we have with our clients. I stay in touch regularly with the Human Resources Managers and our own Move Managers. Whilst my main responsibility is account management, I am ready and able to roll up my sleeves and get involved with any aspect of relocations."

If you would like to talk with Louise about the corporate relocation services available from BTR International, please call +44(0) 1582 495495 or email .(JavaScript must be enabled to view this email address).