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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.

23
Jun
2016
The Future of Talent Mobility
Spread across a variety of sectors and locations, 163 participants engaged with this year’s Global Mobility Trends report from Brookfield. They have one feature in…
21
May
2016
Relocating? Know The Best Cities for Expats
Relocation isn't the same as emigration – however the results give a good indication of how relocating to these cities would feel to international assignees.
06
May
2016
The European Debate & Talent Mobility
How will the result of the European Referendum on June 23rd influence your relocation activities?
26
Apr
2016
Preparing for international relocation? Have fun!
Moving overseas for an international assignment is a big step; an exciting opportunity.
30
Mar
2016
Take a Break!
Despite a plethora of research into work-life balance and working hours, UK workers are still bad at taking breaks. Worrying trends are emerging, reflecting the…
09
Mar
2016
St George’s Charity Golf Day – 28th April 2016
BTR International is pleased to let you know about a golf match for a very special charity...
10
Feb
2016
What’s Driving Global Talent Mobility?
A new report highlights increasingly diverse types of international assignments. It also shows the current business needs that are driving global talent mobility.
28
Jan
2016
More Women Like Global Assignments
Research shows that an increasing number of women are choosing assignments abroad as a way of fast-tracking their careers.
14
Jan
2016
Stop the January Rush for New Roles
January is the most popular month for planning a job change. In fact, 18% employees surveyed by Glassdoor said that this month is when they…
05
Dec
2015
Finding Global Talent
Today, HR teams seek to recruit talent from an increasingly mobile and global pool of people.
The Future of Talent Mobility

The Future of Talent Mobility

Spread across a variety of sectors and locations, 163 participants engaged with this year’s Global Mobility Trends report from Brookfield. They have one feature in common: they all operate a global assignment programme.
Destinations
Again, the United States and China dominate the list of top and emerging destinations for international assignments. It’s interesting to note that Singapore is also in the top five countries for both lists. Mexico is the fifth most popular emerging destination, with the top five places being:

• China
• United States
• Singapore
• United Arab Emirates
• Mexico

Talent Gap
The results show that the majority of companies communicate that accepting an international assignment would be good for an employee’s career. But – just 23% have a policy in place that sets out this progression:

• 61% participants communicate the importance of assignments to employees’ careers
• 41% of those organisations surveyed actively use mobility policies to recruit external candidates
• 23% have a specific process that incorporates career planning from assignment acceptance

Role of the Global Mobility Function

Participants showed that the role of global mobility varies greatly, from being proactively involved with the wider talent agenda to passive advice provision and operationally-focused:

• 10% are aligned with wider talent agenda (such as workforce planning and people effectiveness)
• 44% are advice-based, supporting stakeholders throughout the company
• 46% are employee-based, providing optimum support to international assignees

It appears that there is a huge opportunity for the global mobility function to have more direct impact upon the shape and success of companies’ talent goals.

Challenges
As regulatory requirements become increasingly stringent across many countries, compliance and risk management is stated as the biggest challenge within assignment management. Participants gave their top challenges as:

1. Compliance/risk management
2. Containing mobility costs
3. Assignee and family adjustments
4. Mobility programme administration

“These results are not surprising,“ says Kevin Wieczorek, Sales and Marketing Director of BTR International. “The destinations within the results are similar to the requirements of our clients.

“The two challenges that an experienced relocation partner can help with are containing costs and supporting assignees and their families. It’s s shame that they are seen as big challenges as much can be done to avoid these issues.

“Careful costing an tailored support should be an integral part of all companies’ relocation policies as they have a huge impact upon the success of the assignment – for the organisation and the individuals involved.”

If you manage or coordinate international relocations for your company, contact Kevin for an informal discussion.

A quick discussion can be insightful and offer ideas for positive change. Email Kevin via .(JavaScript must be enabled to view this email address) or call him on +44 (0)1582 495 495.



Image courtesy of Cooldesign at FreeDigitalPhotos.net
Relocating? Know The Best Cities for Expats

Relocating? Know The Best Cities for Expats

Relocation isn't the same as emigration – however the results give a good indication of how relocating to these cities would feel to international assignees.
Every year, Mercer researches the best places for UK expats to move to.

The winner of the 2016 survey? Vienna. Again.

For seven years in a row, the Austrian capital has secured top spot for overall quality of living. The achievement is particularly significant when you notice that most major international capitals didn’t achieve a place in the top 20. Notable by their absence is New York, London (39), Paris (37), Hong Kong and Dubai.

In fact, Western Europe dominates the top ten best cities for expats:

1. Vienna, Austria
2. Zurich, Switzerland
3. Auckland, New Zealand
4. Munich, Germany
5. Vancouver, Canada
6. Dusseldorf, Germany
7. Frankfurt, Germany
8. Geneva, Switzerland
9. Copenhagen, Denmark
10. Sydney, Australia

“Despite recent security issues, social unrest and concern about the region’s economic outlook, European cities continue to offer some of the world’s highest quality of living,” Mercer says.

How Does This Survey Influence Corporate Relocations?

“As companies expand globally, assignees relocate to many different locations,” says Kevin Wieczorek, Sales & Marketing Director of BTR International. “The features that are benchmarked within the Mercer survey, such as lifestyle, cost of living and accommodation should be important elements within a relocation policy.

“Ensuring that assignees and their families enjoy the relevant support during their move abroad ensures success on a personal and business level.

“Importantly different countries have varying requirements regarding visas and transportation of assignees’ good. We look after every details to ensure that each relocation is as stress-free as possible.”

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



Image courtesy of Sheelamohan at FreeDigitalPhotos.net
The European Debate & Talent Mobility

The European Debate & Talent Mobility

How will the result of the European Referendum on June 23rd influence your relocation activities?
There is much debate about whether Britain should stay in the European Union or leave it.

BTR International is keen to understand how the outcome of this historic decision may affect relocation requirements.

We appreciate your time, (you will need no more than a few minutes for three questions). Your answers will remain anonymous.

Thank you for your help.

Take part here>
Preparing for international relocation? Have fun!

Preparing for international relocation? Have fun!

Moving overseas for an international assignment is a big step; an exciting opportunity.
Many blogs – including our own – will tell you that a successful move depends upon lots of research. The more you know about the country and area you’ll be living and working in, the quicker you’ll feel at home in your new environment.

But – this necessary research can be fun!

Preparing for your move abroad can be enjoyable as well as helpful, suggests Expat Child. Here are six fun ways to look into what life in your new culture will bring:

1. Cook
Before you move, buy a recipe book that focuses on the country that you’re moving to. It’s far easier to find one in your own language before you arrive at your destination. This is a great chance to explore the taste and smells of your new culture. You’ll also get to know the key ingredients and will know what to ask for when you are shopping in your destination.

2. Read

Books set in your new country are an amazing source of local knowledge. If you’re a history fan, you can enjoy learning the heritage of your location through fiction. Books can also highlight the sightseeing opportunities for you.

3. Film Nights

Similar to reading, watching films or television programmes set in your destination help to bring it to life, this time with great visual impact. This research any also help with the learning the language.

4. It’s Good to Talk
Speaking with people who already live in your new country – or who have visited – will help enormously. They’ll offer a wealth of tips and advice. You could join an online form, which will also help to combat the isolation you may feel when you first arrive. One example is the Expat Chat Forum.

5. Laugh
Seek out the more light-hearted guides to see the fun side of where you’ll be living.

6. Involve the Family
The kids will love to be involved with finding out interesting details about a new country… national dish, indigenous animals, most popular sport, national dish etc. Tap into their energy!

“Preparation is key for a successful international relocation’” explains Kevin Wieczorek, Sales & Marketing Director of BTR International. “Companies’ relocation policies often involve support with moving and lifestyle.

“Getting involved with doing your own research is fun – and importantly, it helps you to get to know your new country. Undoubtedly, this reduces the time needed to settle in your new home.”

To find out more about how BTR International can help your international assignees, contact Kevin via .(JavaScript must be enabled to view this email address) or call +44 (0)1582 495495.
Take a Break!

Take a Break!

Despite a plethora of research into work-life balance and working hours, UK workers are still bad at taking breaks. Worrying trends are emerging, reflecting the fact that many employees in the UK are working continuously throughout the day… and into the evening.
New research involving 2051 office workers shows that breaks are not taken seriously enough – or in many cases, not at all.

Workfront reports that four trends illustrate concern about employees:

1. Only 20% office workers take 45-60 minutes for their lunch break. 57% take up to 30 minutes – or have no break at all.

2. Delaying calls of nature – 52% participants had delayed visiting the toilet during the last week… to meet a work deadline.

3. 77% workers log into work outside of usual business hours – 47% do this daily.

4. A maximum of 40% of employees’ time is focussed on their main duties thanks to distracting emails, phone calls and meetings.

Addressing these patterns will increase productivity, motivation and satisfaction. Workfront suggests four ways to take control and win back time:

1. Protect prime time – when are you at your best… first thing, late afternoon? Protect this prime time to do the work which is most urgent and important. Book uninterrupted time within your diary – and make sure that your colleagues know about this. Stick to it! (22% participants thought that this idea would improve their productivity.)

2. Schedule set times to respond to emails – 40% workers said that excessive emails affect their productivity. Resist answering emails continuously throughout the day.

3. Agree communication expectations – guidelines regarding expected response times, use of ‘reply all’ and ‘cc’ features plus handling urgent communication. This will enable you to set personal boundaries around emails and messages.

4. Project management software will streamline and prioritise communication regarding the projects you’re working on.

“It can be difficult to make time for a break when you’re very busy,” says Kevin Wieczorek, Sales & Marketing Director of BTR International. “Our team works tirelessly to ensure that international relocations take place as smoothly as possible.

“This often means working with partners and colleagues across the world, which may involve different customs requirements, cultures and time zones.

“This means that our team must be focussed and flexible at all times. We find that lots of small breaks help concentration and efficiency. Above all, they contribute to efficient international relocations.”

If you would like to discuss your organisation’s international relocation policy or your assignees’ requirements, contact Kevin via .(JavaScript must be enabled to view this email address) or call +44 (0)1582 495495.
St George’s Charity Golf Day – 28th April 2016

St George’s Charity Golf Day – 28th April 2016

BTR International is pleased to let you know about a golf match for a very special charity...
St George’s Community Children’s Project

The project is a registered charity (reg.no. 802017) with over 30 years’ experience of promoting the mental, physical and spiritual well-being of children, offering high quality childcare 51 weeks of the year.

The charity provides assisted places for children of families in crisis, allowing the children to develop social skills and to:

• Learn through play in a safe and happy environment
• To have at least one cooked meal a day

This enables their parents to have some valuable respite time in which to address their difficulties. This in turn prepares the children for school and helps to break that cycle of deprivation.

St George’s Charity Golf Day - Thursday 28 April 2016

This year St George’s Community Children’s Project is once again hosting a charity golf day at Lamberhurst Golf Club on Thursday 28 April from 10am.

Why not put a team together and join in?

All money raised will help the charity’s Assisted Places scheme, enabling disadvantaged children to benefit from a nursery education.

You will enjoy providing coffee and bacon rolls at 10am, followed by 18 holes of golf and a 3 course dinner with prize giving, all for just £70 a head!

To reserve your places please request a booking form and return it to Karen Collins with payment by 7 April 2016.

If you would like to play, but don’t have a four please let Karen know and she will find you the perfect team.

Lastly, if anyone would like to sponsor a ‘nearest the pin’ competitions or to donate an item for the auction/raffle on the day, contact Karen.

Karen Collins can be reached via .(JavaScript must be enabled to view this email address) or on 01892 543982.

Enjoy!
What’s Driving Global Talent Mobility?

What’s Driving Global Talent Mobility?

A new report highlights increasingly diverse types of international assignments. It also shows the current business needs that are driving global talent mobility.
The Mercer survey shows the reasons behind recruitment for international assignments:

• 47% to ‘provide specific technical skills not available locally’
• 43% to ensure ‘know-how transfer’
• 41% to provide ‘specific managerial skills’
• 41% to facilitate ‘career management and leadership development’
• 40% to fulfil ‘specific project needs’

These requirements are, in turn, driving the types of global assignments available. Recruitment for short-term international assignments expected to be most popular during 2016:

• 56% multi-national companies will increase recruitment for short-term assignments
• 54% envisage using permanent transfers
• 50% anticipate an increase in developmental training assignments
• 44% expect an increase in the traditional long-term assignments

“Companies are using a more varied range of assignments in order to respond to evolving business needs and changing patterns in the global workforce,” said Rob Thissen, consultant in Mercer’s mobility business, based in Dubai.

“The increased diversification of assignment types adds complexity which can result in potential compliance and policy challenges for HR and mobility directors.”

This variety of assignment types means that companies must ensure that they have a robust yet flexible relocation policy that supports each of these options. Mercer’s report confirms this – 64% multi-national companies have multiple international assignment policies.

Organisations must embrace the need for global talent mobility and ensure that they have the policies in place to support the needs of the organisation and the individuals involved.

“One policy is unlikely to fit all, and such an approach can lead to inadequate compensation which again can make it difficult to attract and retain talent.

“Implementing fit-for-purpose policies, to suit both different assignees and assignments, can be a highly efficient cost-saving initiative for most global mobility functions,” said Thissen.

Will your organisation’s relocation policy cope with the changes forecast for global mobility in 2016?


BTR International offers tailored support to ensure that your plans and policies for international relocation are as effective and efficient as possible.

Together, we can ensure that every move is as stress-free as possible.

To find out about our relocation consultation service, call us on +44 (0)1582 495495 or email Kevin Wieczorek, Sales & Marketing Director via .(JavaScript must be enabled to view this email address).


Image courtesy of rajcreationzs at FreeDigitalPhotos.net
More Women Like Global Assignments

More Women Like Global Assignments

Research shows that an increasing number of women are choosing assignments abroad as a way of fast-tracking their careers.
Results also show that more women are working overseas within management positions.

Internations – the global expat networking organisation – found that 17.8% of the British women that it surveyed were working in management positions abroad during 2015. That’s a 4% increase compared with the 2014 result.

International assignments are still dominated by men. Research from Cigna Global Health Benefits highlighted the largest group of people who work outside of their home county… 81% are male, middle aged and have a family. But – there is a growing number of assignees who are female.

Yelena Mackay wrote “Moving Without Shaking”, a book aimed at women who want to achieve a successful expat life. Mackay says: “Back in the Eighties a typical expat was a male taking his wife and children with him. These days it’s single women under 30 or sometimes those taking their boyfriend with them.

“I think this is one of the best ways to advance women’s careers. It gives so many new options – you start learning languages, being more culturally flexible and less afraid of taking chances.

“You have to get out of your comfort zone. Once you have gone away and pursued these new opportunities then you have the chance to come back home and have a more exciting international role if you want.”

Data from Internations shows that most female international assignees are single, and that fewer than 40% have children. Many young professional women see foreign assignments as part of their career development.

Courtney Ellis-Jones of the Forum for Expatriate Management says that women should have a more balanced view of working overseas. She say: “Being an expatriate is often seen as glamorous to those who have not experienced the life, but it can often be frustrating, difficult and lonely. People who succeed in international assignments demonstrate to the business they are able to problem-solve and overcome barriers to success.

“The positives are vast, both professionally and personally. The chance to experience a new culture is a rich and rewarding one. Broadening your horizons to the way people work and interact develops a more passionate and sympathetic employee, which leads to better management."

BTR International moves assignees between different countries across the globe. Kevin Wieczorek, Sales & Marketing Director of BTR International says: “We have notices that an increasing number of women are taking international roles. We appreciate that moving abroad offers exciting opportunities and challenges. Our range of support is tailored to the individual, the organisation and the country involved so that international relocations are as stress-free as possible.”

If you would like to discuss how your employees are supported with their international assignments, contact Kevin via .(JavaScript must be enabled to view this email address) or call +44 (0) 1582 495495.
Stop the January Rush for New Roles

Stop the January Rush for New Roles

January is the most popular month for planning a job change. In fact, 18% employees surveyed by Glassdoor said that this month is when they plan their next move – literally. So how can organisations beat the rush and retain valuable employees?
What do employees value?

To retain employees you need an understanding of what people value about their roles. A recent survey from Gocompare.com highlighted that time is more important than money. 68% of participants valued their time. 20% would ‘buy’ an average of eleven additional days’ holiday by taking a reduced salary.

Commenting on the research, Ella Hastings from Gocompare.com said, "For many of us, finding the right work-life balance can be a challenge - whether that's spending too much time at work or looking after the home and loved ones. Time away from work and proper rest are important, so working more and having fewer holidays is unlikely to be a long term recipe for success for most people.”

Understanding the value of work-life balance won't be enough to beat the rush of applications and updated CVs targeting new roles. You also need an appreciation of what tips people from wanting more time to consciously looking for their next job.

Why do employees leave?

Glassdoor has researched what issues tip people into resigning from their current employer. The results are very interesting.

Whilst 68% people value time over money, a low salary was the top reason for leaving a job. Even more interesting… the biggest group citing this reason was the 16-24 year olds (44%). This age group may not be the global relocation talent of today however organisations need to nurture these people for tomorrow. This group will be delivering long term business goals.

The research showed that the reasons for leaving were:
1. Low salary - 35%
2. Length of time in role – 23%
3. Boring work – 22%
4. Location/Commute – 20%
5. Dislike manager – 18%
6. Dislike culture – 14%
7. Poor benefits – 13%
8. Not confident in company direction
9. Dislike colleagues

“We find that people relish new challenges and this often involves working abroad,” says Kevin Wieczorek, Sales & Marketing Director of BTR International. “An international assignment offers a chance to explore a new country and lifestyle as well as an interesting job role. It would certainly address many of the major reasons why people leave their current roles.”

Would your organisation like to create or review an international relocation policy?

Are you are interested in developing support for your international assignees?

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



Image courtesy of Sheelamohan at FreeDigitalPhotos.net
Finding Global Talent

Finding Global Talent

Today, HR teams seek to recruit talent from an increasingly mobile and global pool of people.
Population and economic trends mean that demand for talent outstrips supply in some countries. The results of the latest Global Talent Index benchmark the talent environment across 60 different countries – and shows how talent potential in 2015 compares with 2011.

The report by Heidrick & Struggles, Economist Intelligence Unit, states that companies are positive about their ability to attract skilled people. There is, however, concern that talent wars could be reignited.

The report summarises an analysis of 60 countries plus 441 interviews with senior executives. Three key findings result:

1. Confidence in Securing Talent
Just over 70% of surveyed executives were “highly” or “somewhat” confident of being able to attract and retain key workers over the next two years. Most were satisfied with recent recruiting (66%). Asia represented a sizeable minority of unsatisfactory recruitment.

2. Employee Development
Where talent is not available locally, many organisations are recruiting ‘prospective talent’ and honing this potential into the skills they need. 50% respondents said that the budget devoted to employee development has increased in the last two years.

3. Level of Creativity
The most worrying skills shortfall in new and potential recruitment is the inability to creatively overcome challenges – to ‘think on their feet’. This is experienced in Asia and Latin America more than other areas.

Global Talent by Location
The top countries producing and attracting talent in the Global Talent Index 2015 are:
1. United States
2. Denmark
3. Finland
4. Sweden
5. Norway
6. Australia
7. Singapore
8. Canada
9. Switzerland
10. Hong Kong
(United Kingdom is ranked in 12th place.)

Whilst most of the top ten represent very stable economies, the top risers and fallers of 2015 are:

• Top three risers: Canada, Chile, Turkey
• Top Three fallers: Azerbaijan, Greece, Venezuela

Global organisations must find the balance between relocating personnel and recruiting/developing local talent to make sure that the required skills and aptitudes are available within the workforce. International relocations offer a flexible, efficient solution that improves and quickens local productivity whilst offering quality career opportunities and relocation support to the assignees involved.

“It’s interesting to see which countries offer the most local potential to organisations,” says Kevin Wieczorek, Sales & Marketing Director of BTR International. “BTR International operates across the world and countries vary greatly in their customs requirements and living options. If you have queries about supporting international assignments, just ask. We’re happy to talk”

Kevin can be contacted via .(JavaScript must be enabled to view this email address) or +44 (0) 1582 495495.



Image courtesy of jscreationzs at FreeDigitalPhotos.net