In his final trip abroad as president, Barack Obama urged global citizens and leaders to uphold democratic ideals. He and German chancellor Angela Merkel also trumpeted the potential benefits of the proposed TTIP, and in a joint article they concluded that "the future is upon us, and we will never return to a pre-globalization economy.”
A recent study found 12 million refugees are living in just 10 of the world’s 193 countries. Those 10 countries have a combined GDP of less than 2.5% of the world’s total, creating a highly unstable situation. We look at why the burden of hosting refugees is unequally distributed, and we explore the real economic effects of hosting refugees.
This week's Global Glance describes the G20 in a nutshell and explores the G20's recent discussions about Brexit.
After years of negotiation, the Trans-Pacific Partnership (TPP), a massive new trade agreement, was signed in February this year by 12 nations. If it is ratified — a big “if” — it will bring important economic benefits to member nations, which include the US, Japan, Malaysia, Vietnam, Singapore, Brunei, Australia, New Zealand, Canada, Mexico, Chile and Peru — but not China. At first glance, it may seem surprising that the world’s second-largest economy isn’t participating. But if you take a deeper look at the pact and its requirements, the reasons become clear. They also shed light on China’s ambitions and the other initiatives it is pursuing to support them, even as the future of the TPP itself becomes increasingly cloudy.
This week's Global Glance looks at new allegations that VW employees “at the highest levels” were involved in the defeat-device deception; and what you should know about the unrest in Kashmir.
Recruiting, developing and retaining talent are fundamental to the success of any business. And in today’s global economy, where businesses often find they must expand globally to compete, you may have to attract and hire talent in an unfamiliar country. As global HR veterans know, recruiting employees abroad is even more challenging than recruiting at home, largely because related laws and customs vary considerably by country. Before you recruit local nationals (i.e., citizens of the host country) you will need to devise a recruiting strategy that accounts for the laws, culture and market practices of your target countries. This post focuses on some important areas you should consider when developing such a strategy, both to stay on the right side of local laws and to attract top talent.
Many global leaders inside and outside HR struggle to understand how they can boost workplace productivity, particularly when managing a global workforce where employees may have vastly different cultural expectations and will be operating under different sets of labor laws depending on their office locations. There is no magic formula for ensuring high employee productivity across borders, but there are a few key ingredients that are essential to promoting the productivity of your global workforce.
In this week's German-themed Global Glance we look at how German authorities fined companies for sending data to the US; why China’s investments in Germany trouble many in the EU; and a fascinating cultural observation from German-born US soccer coach Jurgen Klinsmann.
This week's Global Glance looks at why Netflix and Amazon may need to meet content quotas, and the least romantic wedding night ever.
Last month Uber announced that it will pay up to $100 million to settle class action claims from US drivers claiming to be employees rather than self-employed contractors. The global ride-hailing service is fighting similar battles on a number of fronts, including a lawsuit in the UK from drivers seeking worker rights and compensation for lost earnings.This new world of contingent labour does not come without costs, and is in many ways seriously testing old labour codes that demarcate the self-employed from the employed. The distinction is an important one.
Achieving a balance in the area of family leave is critical for multinationals. HR leaders should ask themselves: How can we develop family friendly leave policies that comply with local labor laws and customs, and encourage a healthy work-life balance, all while ensuring that our growing business remains financially sustainable?
Our advisors' expertise and experience helping clients overcome compliance challenges of the moment put them in a great position to predict the global trends multinationals need to be aware of in 2016. Here are three of our top advisors for their informal takes on what to watch for in 2016.