consistency, flexibility & transparency in today’s approach to global mobility tim wells...
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Consistency, Flexibility & Transparency in Today’s Approach to Global Mobility
Tim WellsFormer Group Global Mobility Manager
Britvic Soft Drinks Ltd
Wednesday 26th June 2013Alicante, Spain
What we will cover:• Approaches to international compensation for your globally mobile
workforce
• Communicating reward packages in locations without HR presence or few employees on the ground
• Why accurate benefits data is important to business performance
• How has growth in emerging markets impacted traditional approaches to compensation?
• Why consistency, flexibility and transparency in today’s approach to GM is important
• Q&A
Global Mobility is evolving….
Approaches to international compensation for your globally mobile workforce
Home-based Package Host-based Package
Communicating reward packages in locations without HR presence or few employees on the ground
Knowing your stuff
Knowing your staff
Knowing your
situation
Knowing your
schedule
Why accurate benefits data is important to business performance
STRONG
BUSINESS
PERFORMANCE
How has growth in emerging markets impacted traditional approaches to compensation?
Greater levels of employee satisfaction
Global job grades
Consistent structure means one HRIS possible
Consistent performance management process
Greater levels of employee satisfaction
How has growth in emerging markets impacted traditional approaches to compensation?
Shares – phantom share schemes
Pay – HQ-basedExpatriate
Medical - one plan for all expatriatesPension – one plan for all globally mobile employees
Global reward and recognition programmes
Why consistency, flexibility and transparency in today’s approach to GM is important
Why consistency, flexibility and transparency in today’s approach to GM is important
91% of Gen Y prefer to research and book travel online and this extends to relocation
Source: Move Guides, Gen Y and Global MobilityPublished 2012
93% of young professionalsexpect to live and work abroad during their careers
By 2025, Gen Y (born after 1980) will make up 75% of the global workforce
Global mobility teams need to adapt to offer moreonline, transparent and flexible offerings to meetthe needs and expectations of Gen Y
Gen Y – what research is saying….
“Gen Y and Millenials will increasingly view the organization – and the world –without boundaries. They will happily begin their careers outside their homecountries if the employment or role prospects are greater abroad.”
PwC, Talent Mobility 2020Published 2010
“The Baby Boom generation saw international assignments as a financial reward for relative inconvenience. Generation X and Ys have built
in expectations of living and working internationally.”
Deloitte, Global Mobility, Fostering a Global MindsetPublished 2011
“Gen Y is independent and empowered. They value transparent data, opinions of friends and control of their decisions. This has given rise to self-service business models”
Move Guides, Gen Y and Global MobilityPublished 2012
“Global mobility will increasingly offer Gen Y international experience with cash allowances and digital relocation support. Global mobility
must deploy new policies and service providers to offer Gen Y the innovative
relocation support at the lowest organisational cost”
Move Guides, Gen Y and Global MobilityPublished 2012
Q&A
Thanks for listening!
Tim Wells
Tel: +44 (0) 7946 536 230
wacc.timTim Wells
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