The six countries that comprise the Gulf Cooperation Council will implement a value added tax in 2018. Businesses operating in the Gulf region need to be aware of how the new VAT will affect their operations.
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.
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.
This week's Global Glance looks at how currency pegs work; why Nigeria abandoned the peg; and the success of the East African Community.
In this week's Global Glance we look at how Uber’s $3.5 billion injection may be a setback for women in Saudi Arabia; OPEC and global oil prices; and the mystery of King Tut's dagger solved.
The gender pay gap is a worldwide problem; it exists in every nation. Perhaps the most telling statistic demonstrating this inequality is the gender pay gap: on average, women earn 46% less than men earn. In fact, the annual pay for women only now equals the amount men were earning 10 years ago. Increasing attention to the gender pay gap around the world has inspired governments and advocacy groups to take action. In this climate, it is increasingly important for employers to ensure that they are paying their employees fairly and in compliance with the laws of the countries in which they operate.
Welcome back to Global Glance. This week we look at Apple begging in Brussels; swearing in the US and the UK; and a cleric's declaration that chess is the work of the devil.
In this week's Global Glance we look at Chinese culture and the fine wine market; a British expat jailed for making wine; and expat drinking in general and “marting” in South Korea.
In this week's Global Glance we look at tipping practices around the world, how instability can create opportunity in emerging markets, and Soho House’s successful international expansion.