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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.

13
Nov
2015
Before You Go…
Five big considerations for international assignees...
19
Oct
2015
BTR International Stands out for Commitment to Excellence, Winning Cartus’ Platinum Award
BTR International was honoured for its outstanding performance at Cartus Corporation’s 2015 Global Network Conference held October 5-6 in Boston, Mass.
14
Oct
2015
The Future of Work
Technology has already transformed how we work, presenting truly global opportunities. What does the future hold?
28
Sep
2015
Settling Into A New Home Abroad
Choosing a new home is a fundamental part of settling into a new country.
16
Sep
2015
What Makes People Leave Their Jobs?
A Human Resources team invests both time and money in the organisation’s workforce. Retention is therefore important, especially as talent is increasingly mobile. Understanding why…
27
Aug
2015
Visiting vs. Relocating
When international assignees consider a new role and location, they often visit their potential home before making their final decision.
11
Aug
2015
Does Salary Link to Happiness?
Recent research by The Guardian has highlighted the world’s happiest jobs.
23
Jul
2015
Cutting the Cost of Recruitment
With global mobility comes a more diverse range of job applicants. The pressure to fill vacancies efficiently and effectively is felt within all levels of…
07
Jul
2015
The New World of Work
Global organisations must recognise the key factors that influence talent recruitment and management as well as management styles.
25
Jun
2015
Returning from International Assignments
Coming home can be nearly as tricky as moving abroad.
Before You Go…

Before You Go…

Five big considerations for international assignees...
Moving to a different country to take on a new role is challenging, exciting… and a little daunting. Here are five top factors to consider when weighing up whether a new job abroad is right for you:

1. Cost of Living

Often, property abroad is cheaper than in the UK. However the level of day-to-day living costs varies greatly and can be more expensive than you are used to. As well as property and household expenses (such as energy and food), what about hobbies and transport?

Remember that variations in the exchange rate may affect you too.

2. Health

Despite complaints about the National Health Service in England, free healthcare is something that assignees often take for granted. When moving abroad for work, healthcare is an important factor to consider. What provisions are in place? Do you feel that these are sufficient? What extra support do you want – and how can you achieve this?

3. Your UK Property

Typically, international assignees choose between renting and selling their UK properties. Renting involves tax, insurance and management issues – plus your mortgage company must be informed of your move. As a minimum, you need to inform your utility companies, the post office and your local authority of your move abroad. Your relocation team will be able to support you to make sure that you cover all these details.

4. Language

Learning the native language of your relocation destination helps you to settle in and make local friends faster. Language tuition should be provided to help you with this.

5. Family

Whether you are travelling on your own, or taking your partner/family with you… relocation affects your family too. From cultural awareness, finding the right school and local knowledge through to knowing the cost and frequency of visiting home – researching these details allows you to make informed decisions.



Ultimately, an international assignment is a wonderful opportunity – to gain new skills and experience, to demonstrate your flexibility and maybe learn a new language too. These are all marketable attributes when looking for your next opportunity.

Our biggest piece of advice? Be Prepared.

“Making sure that you know what to expect from your new location plus tying up your affairs at home means that you can make the most of your new opportunity,” explains Kevin Wieczorek, Sales & Marketing Director of BTR International.

“Both assignees and organisations need to have the information, policies and support in place to make your international assignment a success.”

If you would like to discuss any of the above points, please contact Kevin via .(JavaScript must be enabled to view this email address) or call +44 (0) 1582 495495.
BTR International Stands out for Commitment to Excellence, Winning Cartus’ Platinum Award

BTR International Stands out for Commitment to Excellence, Winning Cartus’ Platinum Award

BTR International was honoured for its outstanding performance at Cartus Corporation’s 2015 Global Network Conference held October 5-6 in Boston, Mass.
Cartus Global Network is Cartus’ industry-leading worldwide service provider network. Each year, Cartus recognises the companies and individuals in the Network who have provided extraordinary service to its customers and clients worldwide.

BTR International was named winner of the Global Network Commitment to Excellence Platinum Award for its exceptional service results, the highest level award a supplier can achieve through service performance. This award recognises a supplier’s measureable commitment to excellence and is presented to Global Network service providers who have distinguished themselves by achieving critical performance metrics.

“Service providers such as BTR International make it a best practice to go above and beyond for our customers and our company, while at the same time demonstrating unparalleled dedication and performance,” said Mike Brannan, senior vice president, Global Supply Chain Management. “As a vital component of the Cartus team, our Global Network providers work tirelessly to minimize the stress that our customers feel when they are faced with important life decisions like relocating. This award acknowledges the superb work ethic and professionalism that our suppliers routinely provide.”

“An invitation to join Cartus’ Global Network is a significant honour, because the program’s criteria and performance standards are so rigorous,” said Kevin Wieczorek, Sales & Marketing Director of BTR International. “We fully endorse Cartus’ dedication to providing high-quality service and are grateful to have received this prestigious designation, which further enhances our commitment to world-class service.”

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

The Future of Work

Technology has already transformed how we work, presenting truly global opportunities. What does the future hold?
According to pwc: “The way people are working is changing - technology, data analytics, social media and ways of communicating are evolving. Different and diverse generations mean that traditional career models could become extinct.”

The pwc report ‘A Journey to 2022’ surveyed 10,00 people across five major countries: UK, US, China, India and Germany. Overall, people were optimistic:

• 66% see the future of work as a world of possibility – and believe that they will be successful
• 53% think that technological breakthroughs will transform how people work during the next 5 – 10 years

This positive feedback creates three key areas for HR professionals to consider. These are even more relevant for global operations:

1. Change
A common theme is that people acknowledge and embrace change. In fact 64% believe that this will enhance their job prospects. HR teams also need to change. 31% HR professionals are gearing their talent strategies to push back the borders of innovation and possibility.

It is interesting to note that job security in increasingly important, (44% believe this is the most important feature for a job). How will HR teams reflect this within global recruitment strategies? Incentives will involve monitoring and data sharing; careful codes of conduct regarding data acquisition, usage and sharing will be needed.

2. Corporate Conscience
Linking the organisation’s social and environmental values to both the brand and the beliefs of the workforce is a challenge that 36% HR professionals are working on.

Why? 65% of the global pool of talent wants to work for a company with a powerful social conscience.

The future also holds an increasing importance upon designing jobs around aspirations and lifestyles. This prediction is already coming true: Virgin recently announced that it is offering staff unlimited holiday, (HR Zone, 8/10/2015).


3. New Working Models

Increasing urbanization will lead to an ‘anytime working’ ethos – facilitated by technology.

Flexibility will be key to more global operations. A greater emphasis on contract workers is predicted. In fact, 31% HR professionals are building their talent strategies around the rise of the portfolio career, hiring a diverse mix of people on an affordable, ad hoc basis.

Ultimately, organisations will need to embrace a truly changing, global platform of talent management whilst achieving business goals.

Linking global mobility and optimum productivity is a professional relocation policy complete with reliable partners. “We understand the value of providing the right support services for your organisation and your assignees,” says Kevin Wieczorek, Sales & Marketing Director of BTR International. “We can ensure that your policy is fair, compliant and effective.”


Would you welcome an initial discussion about your world of work and its requirements?

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
Settling Into A New Home Abroad

Settling Into A New Home Abroad

Choosing a new home is a fundamental part of settling into a new country.
Often, international assignees start living in a temporary base whilst they get to know their new surroundings and choose a longer-term home.

Research has shown that having the right home environment facilitates a smoother and quicker integration into a new country. This is especially true if assignees’ families are relocating with them.

Interestingly, research involving 48 locations world-wide shows that international assignees and expats who choose to live in an ‘open plan’ home achieve integration more quickly.

Dr Copeland from the Interchange Institute explains: “Very few expats in our survey deliberately chose centripetal houses, but those who had such houses generally found settling in far easier, probably because this type of home brings everyone together more and breaks down barriers.”

As well as choice of home layout, there are other aspects of a relocation to concentrate upon. Shelter Offshore suggests that these are:

• How quickly you unpack
• What items you unpack
• The security, privacy and comfort of your home
• The community you choose to live in

Ultimately, the above factors will create a home environment that feels familiar. Research shows that the sooner that family photos and personal possessions are unpacked, the quicker a new location will feel like home.

Arriving in a new country for an international assignment is exciting and a little daunting. Settling and integrating quickly will help. It’s worth taking the time and effort to make local connections and new friends. Soon, a new location will feel like an established home.

“It’s important to achieve a win-win scenario when finding new homes for international assignees,” Kevin Wieczorek, Sales & Marketing Director of BTR International. “Our property search services recognise the importance of helping assignees to feel settled quickly plus we respect employers’ monthly rental allowances.”

To find out more about our home search service and how BTR International can help with your organisation’s relocation policy and support activities, contact Kevin via .(JavaScript must be enabled to view this email address) or call +44 (0) 1582 495495.
What Makes People Leave Their Jobs?

What Makes People Leave Their Jobs?

A Human Resources team invests both time and money in the organisation’s workforce. Retention is therefore important, especially as talent is increasingly mobile. Understanding why people leave their jobs is vital if staff turnover is to be managed.
Several surveys have been conducted to investigate why people leave their jobs – and what can be done about it.

The bad news is that poor people management is expensive. In the UK alone, it costs £84 billion, (Investors in People and TBR research).

The good news is that Human Resources teams have the ability and influence to improve employees’ daily work experience – and staff retention.

Having reviewed the findings, (HR Bartender, About Money, The Supermanager), here are our top five reasons that people leave their jobs:

1. Relationships With Colleagues – Including The Boss!

We spend a large proportion of our time working. You don't need to be friends with everyone at work. However an uncomfortable relationship with co-workers and/or your manager could adversely affect your self-belief, engagement and commitment. Research shows that employees also need to feel confident in their senior leaders.

2. Compensation Package
It’s true that money isn't everything. But – research shows that once a compensation package falls beneath the market average, employees start to look for alternative opportunities. This isn't just about salary. As employment opportunities become increasingly global and mobile, relocation policies need to reflect the travelling, lifestyle and other people involved. Supporting families and partners is just as important as helping the assignees.

3. Advancement Opportunities

This relates to promotion but also the chance to grow and develop skills. Global talent mobility offers unique opportunities. A good relocation policy will ensure the employees settle into new roles and become productive quickly.

4. Time to celebrate!
Employees like to feel their individual and team achievements are recognised. Many people look for alternative opportunities when they don’t feel recognised – or when their hard work always seems to be rewarded with… extra work.

5. Poor Employee-Role Match
Having invested in recruitment and induction costs, organisations should aim to reposition rather lose employees who simply ‘don't work out’ in their new role. If this is a common reason for poor retention within any organisation, it suggests that recruitment policies should be reviewed.

“Global opportunities are exciting for many employees and offer an extra dimension to compensation packages,” says Kevin Wieczorek, Sales & Marketing Director of BTR International. “Support is needed for the employees and their families – plus the HR teams involved.”

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.
Visiting vs. Relocating

Visiting vs. Relocating

When international assignees consider a new role and location, they often visit their potential home before making their final decision.
But – visiting somewhere is very different living there. It’s a test drive; it’s not the real thing.

What should assignees consider to ensure that their decision-making is balanced and realistic?

Five considerations prior to relocating:

1. Weigh up what you are leaving behind as well as what you are gaining from the relocation. Go into this with your eyes open.

2. Money isn’t everything, (although cost of living is definitely an issue to consider). Think about the lifestyle involved. Many cultures offer a good work-life balance and welcoming communities.

3. Research your destination – the demographics, education, transport… how do these fit in with your requirements?

Demographics are especially important; they influence the options around you. Ensure that cross-cultural training and language tuition is available if needed.

According to research by Christakis and Fowler, behaviours are contagious. Christakis explains: “You don’t ask an individual buffalo, ‘Why are you running to the left?’ The answer is that the whole herd is running to the left.” The findings showed that social networks influence people’s behaviours in the same way. Does your new location offer the social outlets you need?

4. Minimise the risks – an initial temporary home will give you the opportunity to explore your new surroundings, experience your new commute and discover a new social life. A short-term initial let keeps your options open.

5. Get your family on board. International relocation is a huge change that affects the whole family. Are they moving with you or staying behind?

“Relocating abroad is a big step’” explains Kevin Wieczorek, Sales & Marketing Director of BTR International. “From language to lifestyle, we can inform and prepare assignees for practical living in their new locations. Thorough preparation directly influences how quickly people adapt to their new roles and homes.”

If you are interested in how to support and manage your relocation requirements, contact Kevin via .(JavaScript must be enabled to view this email address) or call +44 (0) 1582 495495.


Image courtesy of rajcreationzs at FreeDigitalPhotos.net
Cutting the Cost of Recruitment

Cutting the Cost of Recruitment

With global mobility comes a more diverse range of job applicants. The pressure to fill vacancies efficiently and effectively is felt within all levels of the organisation, mostly within HR teams.
Businesses spend an average of £10,000 on each employee, according to Consensus HR. With this level of investment, it’s vital to hire the right person and to keep recruitment costs down.

A new report from Access suggests ten top tips to reduce recruitment costs:

1. Electronic job specifications and workflow – a central database of electronic forms and specifications enables quick creation of positions and uploading to relevant job boards and agencies.

2. Corporate website advertising – a CIPD survey shows intranets are one of the most effective ways of attracting applications, out-performing agencies, (63% compared with 60%).

3. Pre-screening – HR systems will ensure that candidates have relevant qualifications and experience before submitting their CVs, saving managers’ valuable time.

4. Online access for agencies – this reduces duplication of effort and increases agency proactivity, especially as candidates progress through the recruitment process.

5. Automated messaging – allows consistent communication with applicants, avoiding time spent dealing with queries about their application status. Examples include ‘receipt of application’ and ‘we regret’ emails.

6. Bulk correspondence – such as invitations to interviews and/or assessment centres is quick, reliable and secure. (According to CIPD, 20% companies do not have the time acknowledge receipt of job applications.)

7. Automatic pre-employment checks – this can include eligibility to work within the country where the job will be based, especially important for global posts with relocation potential.

8. Smooth transition – for new starters will increase the likelihood of retaining them as employees.

9. Reporting on demand – allows a sharp focus on key reports and information such as costs, plus real-time reporting of KPIs.

10. Self-service – providing managers with access to data held within the HR system (i.e. via a web portal or intranet) allows employee information to be easily updated and applications to be visible – without burdening HR.

With an increasing number of businesses involved with global recruitment, streamlining the hiring processes and providing access to key information online has great potential to reduce HR costs.

“As part of our support service, we can assist HR teams’ recruitment processes,” says Kevin Wieczorek, Sales & Marketing Director of BTR International. “We offer an understanding of the issues and requirements involved with each geographical location – and how this may affect recruitment requirements.”

If you would like to know how global locations affect your recruitment activities, contact Kevin via .(JavaScript must be enabled to view this email address) or call +44 (0) 1582 495495.
The New World of Work

The New World of Work

Global organisations must recognise the key factors that influence talent recruitment and management as well as management styles.
Technology has driven availability – of teams and information. Today, the lines between work and life barely exist. New trends for the world of work are emerging.

A new research report by Deloitte has discovered the views of 3,300 business and human resources managers from across 106 different countries. Participants identified the key issues facing them and their organisations.

Ten global human capital trends resulted, affecting four broad aspects of leadership:

Leading:
1. Leadership development is difficult – many companies are investing in accelerated leadership models.
2. Increasing skills gaps are leading companies to actively explore new approaches to learning and development.

Engaging:
3. Culture must be the focus when improving employee engagement, or face growing retention difficulties.
4. Sophisticated and flexible management is needed to cater for the ‘on demand’ requirements of today’s global business
5. Innovative performance solutions are replacing traditional performance management models

Reinventing:
6. HR is undergoing an extreme makeover to adapt to business needs regarding impact and innovation
7. People-based analytics are simply not used sufficiently.
8. Third party data from social media channels is informing HR strategies

Reimagining:
9. Simplification of work environments and practices is implemented to cope with information volume and system complexity.
10. Increased automation is challenging the design of work and the skills required from employees.

“Technology has broadened the world of work regarding skills, tasks and location,” says Kevin Wieczorek, Sales & Marketing Director of BTR International. “Increasingly, there is a global dynamic element with talent recruitment and management.”

He adds: “Choosing the right relocation partner takes the stress out of implementing global assignments, allowing HR teams to focus on the people involved and the business’ goals.”

Would you welcome an initial discussion about your operation and requirements?

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
Returning from International Assignments

Returning from International Assignments

Coming home can be nearly as tricky as moving abroad.
Assignees returning from their relocations abroad need as much attention and care as they received during their ‘outgoing’ moves.

There are key signs that someone is ready to return home according to Expat Explorer, including:

• Thinking in two languages
• Having a two page list of snacks that visitors from home are asked to bring
• Expertise in juggling international and local social lives
• Becoming the font of advice for ‘newbies’ starting their own international assignment
• Calling the assignment location ‘home’

Sometimes, coming home can be harder than leaving!

Individuals tend to be prepared for their move abroad – from learning the language to researching where and how to live. Coming home, however, involves little or no planning beyond the practicalities of the physical move. Individuals expect everything to be the same as when they left. This is rarely the case.

Assignees returning ‘home’ often experience:

Isolation – having been part of a small expat community, individuals are now lost in a sea of people just like them.
• Feeling homesick for their host country
• A lack of support from their employer in helping them to adjust to coming home

According to research by Brookfield Global Relocation Services, 12 percent of employees leave the company within a few years of repatriation. This is worrying as employers have invested in relocating and developing assignees who have become valuable assets.

“It’s important to ensure that every move is as stress-free as possible, whether it is at the start or the end of a global assignment” says Kevin Wieczorek, Sales & Marketing Director of BTR International.

He adds: “Careful preparation, planning and implementation will always be required, plus employers should consider the psychological support that returning employees and their families will need when they arrive home.”

Are you involved in repatriating global assignees?

Would you welcome an initial discussion about your operation and requirements?


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