In the second part of this two-part post, Rory Shedden talks about his expat experiences in Boston and asks about the ramifications of short-term expat assignments. His colleague Katie Davies provides more expert commentary and recommendations.
Rory Shedden, director of solution development at Radius, talks about his experiences as an expat in Munich and Boston. His colleague and global mobility expert Katie Davies provides commentary and recommendations for the benefit of expats and their employers.
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.
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.
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?
Today’s technology has brought us the so-called “sharing economy,” and it is growing by leaps and bounds, not only in the West but around the world. Simple in concept, the sharing economy is also disruptive and has the potential to change the nature of work and careers. Here’s an overview of trends to look out for in two important global economic regions, Europe and Asia.
As businesses increasingly compete globally for the best and brightest workers, some governments are pushing back to make sure locals don’t get left by the wayside. Many countries are tightening their immigration laws, while others — particularly those facing a decline in working-age population — are liberalizing them. It’s important to stay on the right side of these changing laws: penalties for breaking them range from “snap audits” by the authorities to fines, imprisonment and loss of the right to sponsor future employees. Here’s a look inside the immigration kaleidoscope in 2015.
There is a commonly held belief that a global employer will automatically own the inventions produced by its employees. The reasoning goes that an employer is legally “covered” because its employees have signed a standard US-style Intellectual Property Agreement (IPA) granting the company ownership. The reality is that in most countries the employee will be the legal owner of a workplace invention, and a US-style IPA — in which all future workplace inventions are assigned to the employer — will be powerless to grant ownership to the company. In this article we aim to dispel some common IP misconceptions, provide insight into global IP laws, and provide guidance on how an employer can ensure it has the best possible chance of securing IP.