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GLOBAL TALENT WEEK 30 TH MARCH - 8 TH APRIL SCANDINAVIA

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Page 1: Global Talent Week Magazine 2016

GLOBALTALENT WEEK

30TH MARCH - 8TH APRIL

SCANDINAVIA

Page 2: Global Talent Week Magazine 2016

GLOBAL TALENT WEEK 2016

THE GLOBAL TALENT WEEK MAGAZINE IS THE WORK OF OUR GLOBAL TALENT TEAM

Bjørn Christian Nørbech Global Talent Week Founder

Guillem Jiménez Escriche Project Manager

Satarupa MitterExhibitor & Project Coordinator

Ådne Stenberg VikOnline Community Manager

Tania Schoeman Art direction & design

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CONTENTS

Welcome Message

Global Talent Week Program

Global Talent Awards

Online Exhibitor Profiles

Increased focus by Nordic based companies toimprove global mobility service quality and efficiency Global Mobility Forum Program

Expat executives in Norway bring results at the expense of involvement and trust

Global Mobility Forum Bio’s & Pictures

Top global mobility trends of 2016

Global Talent Awards

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Our Exhibitors are multilingual, therefore you will find parts of the magazine in Norwegian

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GLOBAL TALENT WEEK 2016

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On behalf of the whole Global Talent Week Team I’m pleased to welcome you to the third Global Talent Week for the first time with events in all the Scandinavian capitals and ONLINE for worldwide audiences.

In a global and interconnected economy, global talents are drivers of innovation, entrepreneurship and intercultural competence. For this third Global Talent Week edition we are pleased to again see participants signing up from every corner of the world. We received almost 150 Global Talent Award nominations, with 30 worthy semifinalists from Bangladesh, Canada, Denmark, France, Germany, India,

Iran, Kenya, Norway, Portugal, Romania, Russia, South Korea, Spain, Sweden, Ukraine, Venezuela and Vietnam, and perhaps more importantly: representing a spirit of global citizenship.

In this magazine we introduce the Global Talent Week events and exhibitors, including the online career fair on March 30th and the Global Mobility Forum on April 5th and 8th (online). If you are in Oslo you can also join the OXLO Breakfast Club on April 1st, hosted in the Oslo city town hall.

We want to thank the City of Oslo, KPMG, Crown Relocations and Tieto for their support of this year’s Global Talent Week, and NOVA for the collaboration. We also thank the Minister of EU, EEA and Nordic Affairs Elisabeth Aspaker for opening the Global Talent Week, and State Secretary Tone Skogen from the Ministry of Foreign Affairs for opening the Global Mobility Forum. Last but not least we thank our Exhibitors, Friends and Ambassadors for making the Global Talent Week come alive. Over 300 Ambassadors representing most of the leading universities in Scandinavia, and many abroad, have contributed to the Global Talent Week by inviting global talents in their networks.

To you the reader: a warm welcome!

BJØRN CHRISTIAN NØRBECHFounder Global Talent Week

GLOBAL TALENT WEEK IS BRIDGING SCANDINAVIA

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Global Talent Week is organized by Global Forums and the following talent partners

GLOBAL TALENT WEEK PROGRAM

Date Time (all CET) What Where

March 30th

8.30am-1.30pm Online Career Fair speed dates

Online

March 30th

2pm-10pm Online Career Fair - open fair

Online

April 1st 08:15am-10:00am OXLO Breakfast Club Oslo City Hall

April 5th 08.30am-3.30pm Global Mobility Forum KPMG offices in Copenhagen, Oslo and Stockholm

April 8th 9am-4pm Global Mobility Forum Online

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GLOBAL TALENT WEEK 2016

GLOBAL TALENT AWARD 2016

SEMIFINALIST GLOBAL TALENT WEEK 2016:Adithya B Kumar Isabella Chami Md Montasir Islam

Ahmad Hemmati Jimmy Hagelfors Natalia Le

Anca Olariu Julia Karner Niels Borup Svendsen

Aneesh Venkat Venkataraman Karoline Lekve Ole Kristian Bratset

Anna Piterskaya Khoa Huynh Rafed Hossain

Chantal Olsson Kiambarua Kenneth Gitiye Sebastian Stauber

Chloe Marechal Leah Solveig Hayward Sergio Daniel Prin Calderon

Christina Havn Ly Nguyen Valeriy Shepenkov

Daniel Hernandez Iniesta Maiken Aannevik Solbakken Vanessa Mateus

Emil Esselin Marta Silva Victoria Lutak

In a global and interconnected economy, global talents are drivers of innovation, entrepreneurship and intercul-

tural competence. The Global Talent Award is our way of appreciating the added value that Global Talents bring to the

modern workforce in terms of open mindsets and language/cultural competence.

Almost 150 global talents were nominated for this third Global Tal-ent Award, and the 30 semifinalists selected represent a great variety of

backgrounds.

The GTA jury decided on this years winner based on academic track record, intercultural competence and a global mindset. We want to thank Carla Carsenzuola (Opera Software), Charlotte Aspestrand (Statens Vegvesen), Christina Jarlset, (TESLA), Hanne Haugstad (IBM), Sara Järdler (PwC) and Unni Mildon (Jotun) for their support and judgement.

The winner will be announced on March 30th at the Global Talent Week online career fair.

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EXHIBITORS

Acando is a consulting company whose business concept is to create business value in partnership with its customers by enhancing and streamlining processes, organizations and digital solutions. We stand out due to our ability to combine skills in strategy and business operations with sound technical

expertise and a deep understanding of the business sector.

The Group has approximately 1,800 employees in four countries in Europe and delivery centers in India and Latvia. Acando had sales of close to SEK 2 billion in 2014 and is listed on Nasdaq Stockholm.

DNV and GL have merged to form DNV GL. DNV GL now forms the world’s leading ship and offshore classification society, the leading technical advisor to the global oil and gas industry, and a leading expert for the energy value chain including renewables

and energy efficiency. DNV GL has also taken a position as one of the top three certification bodies in the world. A career with DNV GL is different. You will combine innovation, technological challenges and business with contribution to society in a way that few other companies can offer. We call that opportunities beyond business.

At Gjensidige we engage in the life of our customers. We think new, proactive and long term, for people to be well prepared for the future. During Gjensidige career take small and great steps to learn more and perform better every single day. So you can play an important role for us, our customers and society.

Global Forums organizes online career fairs, including the one you are visiting now, and other events that matter. If you have a global mindset, are passionate about making a difference with what you do, and would like to work in a truly global team, then we’d love to hear from you.

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IBM is a globally integrated enterprise operating in over 170 countries. IBM is bringing innovative solutions to a diverse client base to help solve some of their toughest business challenges. In addition to being the world’s largest IT and consulting services

company, IBM is a global business and technology leader, innovating in research and development to shape the future of society at large. IBM’s prized research, development and technical talent around the world partner with governments, corporations, thinkers and doers on ground breaking real world problems to build a smarter planet and help make the world work better.

The Jotun Group is a Norwegian chemicals company dealing mainly with paints and coatings. The company has a presence in more than 90 countries logo around the world, with 9500 employees, 69 companies in 44 countries, and 36 production facilities in 21 countries. Working at Jotun means the

opportunity to work with global and regional R&D laboratories to meet customer needs and respond to market trends and changes quickly; to work with worldwide distribution and local production, safe and modern production facilities, and highly skilled technical personnel in a friendly working atmosphere.

Nova is a trusted community of top talent and high achieving organizations with a common desire to inspire and connect with one another. We provide a uniquely open and genuine environment for strategic business and personal connections, partnerships and friendships to be created and enhanced.

Opera products enable more than 350 million internet consumers to discover and connect with the content and services that matter most to them, no matter what device, network or location. In turn, we help advertisers reach the audiences that build value for their businesses. Opera also delivers products and

services to more than 120 operators around the world, enabling them to provide a faster, more economical and better network experience to their subscribers.

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Oslo is a versatile and future-oriented workplace. With over 50,000 jobs municipality one of the country’s largest employers. We offer a wide range of exciting jobs with opportunities for professional development and a varied career path.

PwC provides industry oriented services in auditing, consulting, tax and duties to public and privately owned businesses. Based on our wide range of expertise, we will contribute to good corporate governance among our clients, and positively impact companies’ ability to create value and develop.

Gjennom 150 år har Statens vegvesen vært med på å bygge dette landet, men med de ambisjonene vi har for fremtiden er det likevel som om vi knapt nok har begynt. Investeringene i vår sektor øker kraftig, og de neste 10 årene skal det gjennom Nasjonal Transportplan brukes over 500 milliarder kroner på samferdsel i Norge. Hos oss får du mulighet til å ta ansvar

for utfordrende oppgaver av stor samfunnsmessig betydning. Du vil jobbe sammen med dyktige kollegaer fra en rekke ulike fagmiljøer som alle er opptatt av å lære av hverandre og gjøre hverandre gode. Du vil utvikle fremtidsrettede løsninger som bidrar til å sette internasjonal standard. Bli med i førersetet for samfunnsutviklingen i Norge.

Statkraft is a leading company in hydropower internationally and Europe’s largest generator of renewable energy. The Group produces hydropower, wind power, gas fired power and district heating and is a global player in energy market operations. Statkraft has 3700 employees in more than 20 countries.

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GLOBAL TALENT WEEK 2016

Statoil is an international energy company with operations in 37 countries. Building on more than

40 years of experience from oil and gas production on the Norwegian continental shelf, we are committed to

accommodating the world’s energy needs in a responsible manner, applying technology and creating innovative business

solutions. We are headquartered in Stavanger, Norway with approximately 23,000 employees worldwide, and are listed on

the New York and Oslo stock exchanges.

Tekna - The Norwegian Society of Graduate Technical and Scientific Professionals is Norway´s largest society of professionals with a master´s degree or equivalent in science or technology. Tekna is a member of Akademikerne (The Federation of Norwegian Professional

Associations), the primary Norwegian organisation dedicated to improving salary and working conditions for professionals with higher education.

Tesla Motors was founded in 2003 by a group of engineers in Silicon Valley who wanted to prove that electric cars could be better than gasoline-powered cars. With instant torque, incredible power, and zero emissions, Tesla’s products would be cars without compromise. Each new

generation would be increasingly affordable, helping the company work towards its mission: to accelerate the world’s transition to sustainable transport.

Tieto, the largest IT services company in the Nordics, will be at our online Career Fair and at the Global Talent Career Fair! Tieto has a strong global presence. With more than 14,000 experts, Tieto operates in more than 20 countries. Tieto offers IT innovations and services to clients in the public and private sectors. Working at Tieto means the

opportunity to develop new IT solutions, services and products in projects related to energy, healthcare, and finance. It means that you get to work with brilliant people in an evolving work environment, focusing on a sustainable future .

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INNOVATION HUBS

NGO’S

FRIENDS

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As international global mobility programs grow and become increasingly complex and difficult to administer, organizations may look to a variety of service providers for outsourcing of certain processes and/or procedures. KPMG`s Global Mobility Global Assignment Policies and Practices (GAPP) Survey for 2015, shows that tax sessions, tax compliance and immigration services are the most outsourced processes (74,83 and 67 percent, respectively) in the Nordic countries while payroll and expense processing tend to remain in-house.

The major single best reason for outsourcing, by Nordic- and Scandinavian based companies, is to improve their global mobility service quality and efficiency. This differ from the other survey participants, outside the

Nordic region, that rate the ability to gain

access to the service provider’s global resources and expertise is the most important reason to outsource.

Shared services, Centre of Competence and outsourcing is top priority in organizations as means to drive down operating costs. Shared services and outsourcing strategies are becoming a primary lever for resolving cost- and performance issues. At the Global Mobility forum, Norwegian session: Best practice - Shared Services/Outsourcing out of Norway, we will share with you how Nordic companies improve their global mobility service quality and efficiency, Nordic outsourcing trends, financial benefits from shared services or outsourced solutions and how to manage risks with transition and implementation.

You can read the KPMG GAPP 2015 survey here:

INCREASED FOCUS BY NORDIC BASED COMPANIES TO IMPROVE GLOBAL MOBILITY SERVICE QUALITY AND EFFICIENCY

https://home.kpmg.com/xx/en/home/insights/2015/04/global-assignment-policies-and-practices-survey-2015.html

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FROM WHAT08.30-09.00 Registration

09.00-09.05 Welcome by host

09.05-09.15 Opening of GMF 2016 by State Secretary Tone Skogen, Ministry of Foreign Affairs

09.15-09.45 Global Talent Competitiveness Index - What the Scandinavian coun-tries can learn from each other with Prof. Paul Evans (Insead)

09.45-10.15

Global Talent situation report from Norway, Sweden and Denmark - Panel with Torben Sneve, Country Manager of Adecco Norway, Mickey Maymann, Country Manager of Adecco Denmark and Christian Rähn, Senior Advisor at Adecco Sweden, in discussion with Prof. Paul Evans

10.15-10.45 Coffee break w. snacks

10.45-11.40

Cutting global mobility costs while maintainig quality – best practice in Scandinavia - Presented by KPMG Partners in Oslo - Cathrine Dalheim, Stockholm - Katrin Fahlgren, and Copenhagen - Fredrik Lundgren respectively (10 minutes each followed by Q&A panel)

11.40-12.30

The value of Expat Managers to organizations – How foreign manag-ers are perceived by the locals – based on a survey amongst Norwegian managers. Presented by Bjørn Christian Nørbech - founder of Kulturtolk and Global Forums, in dialog with a panel of expat managers including: Matthias Wiese - Director Regulatory Affairs Maritime at DNV GL and Natalie Wintermark, Head of Training Services and Competency for ABB Oil, Gas & Chemicals Norway

12.30-12.35 Closing of connected seminars

12.30-13.30 Lunch

GLOBAL MOBILITY FORUM IS BRIDGING SCANDINAVIA

APRIL 5TH | HOST: KPMG IN OSLO

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GLOBAL TALENT WEEK 2015GLOBAL TALENT WEEK 2016

Afternoon sessionsWHERE: KPMG NORWAY Best practice - Foreign sub-contractors with limited time involvement in Norway. A Norwegian or foreign company that uses foreign subcontractors in Norway have a range of obligations that needs to be fulfileld, depending on the nature of the project. Further, the Norwegian or foreign principal may be held jointly liable with their subcontractors if the subcontractors fail to fulfill their own obligations. Historically, the focus has been on compliance with the formal reporting obligations to the tax authoritits. We now see a significant shift in focus, where work, living and salary conditions have become the hottest topics, and where Norwegian principal risk joingt liability for unpaid salaries etc, as well as reputational loss if social dumping or disgraceful working conditions is found or suspected. Presented by Torbjørn Amundsen, partner in KPMG Law Advokatfirma AS, Nina Kowalczyk from JV SRBG – VN, Henning Hamnes and Sigve Hodneland from HENT.

Best practice - Shared Services/Outsourcing out of Norway (IT/HR/Business support)Shared services and outsourcing is top priority in organizations as means to drive down operating costs. Shared services and outsourcing strategies are becoming a primary lever for resolving cost- and performance issues. In this session we will share with you Nordic outsourcing trends, financial benefits from shared services or outsourced solutions, lessons learned (pitfalls and critical success factors to succeed) and how to manage risks with transition and implementation. This session will also contain an overview on how Nordic and global organizations look to a variety of service providers for outsourcing certain global mobility processes and/or procedures as international assignment programs grow and become more increasingly complex and difficult to administer.Presented by Per Tore Kraby Lock partner and attorney-at-law in KPMG Law Advokatfirma AS, Tone Leivestad is a director and leader for KPMG’s shared service and outsourcing, and Helle Helliesen, Head of DNV GL`s Global Mobility Centre of Competence

Culture and bottom line are connected – that’s why we should get to know each other.The Scandinavian countries have a lot in common – and many corporations established because of anticipated synergies. We seem like a very homogeneous group, but tend to forget that culture is the software of the mind – and sometimes a minefield.Kirsten Weiss is a journalist and consultant, specialized in leadership, management and cross cultural team work in the Nordics. She is the author of the book titled “When Vikings fight” and will share her insights on the topic.

Coffee break

13.30-14.20

14.20-14:40

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FROM WHAT08.00-10.00 Video menu option - choose the presentations of your choice

10.00-11.00

Edited GMF highlights and live Q&A chat with Partners and country managers from KPMG and Adecco

In Copenhagen: KPMG Partner Fredrik Lundgren and Country Manager of Adecco Denmark Mickey Maymann

In Oslo: KPMG Partner Per Tore Kraby Lock and Adecco’s country manager in Norway Torben Sneve.

In Stockholm: KPMG Partner Katrin Fahlgren and Senior Advisor at Adecco Sweden Christian Rähn.

After 11.00 All presentations available a full month

ONLINE GLOBAL MOBILITY FORUM APRIL 8TH

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Sending executives abroad is expensive, and the return on investment far from certain. A different management culture often complicates matters and expat assignments are usually limited to 2 -3 years. So how do expat managers affect the local organization in Norway, and what impression to they leave as managers?

The EGN (Executives Global Network) expat manager group is the first of its kind in Norway, and an opportunity for expat executives from across Norway to meet peers in a similar situation to discuss managerial challenges that are often shared. In one of the meetings, the

question came up: “What do Norwegians actually think of us as expat/international executives?” This triggered a survey targeting Norwegians in the other EGN groups, consisting of managers ranging from CXO level to project managers and young leaders. 91 responded to the Kulturtolk survey and the result gave a strong impression of the perception of foreign executives in Norway. The findings are the subjective impressions of the respondents alone.

To start with the end: foreign executives are perceived to bring a much more results oriented management style – and results.

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EXPAT EXECUTIVES IN NORWAY BRING RESULTS AT THE EXPENSE OF INVOLVEMENT AND TRUSTBy Kulturtolk Bjørn Christian Nørbech

Figure 1 Results: What effect do you experience foreign executives have on results?

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When describing the positive contributions of executives from abroad, a pattern of attributes emerges which seems to tran-scend nationality:

• New impulses / ideas / perspectives, especially when it comes to a more international / global mindset

• A stronger vision / long term thinking and planning

• Goal and KPI focus

• More structured

• Stronger commitment, work morale and work capacity

• Ability to make executive decisions

So far so good, however the survey also uncovered that foreign executives challenge Norwegian work and management culture in ways that are often not appreciated. Describing the challenges of foreign executives in Norway another strong pattern emerges:

• Lacking understanding of Norwegian work culture, rules and regulations, for example when dealing with unions

• Too authoritarian and expecting respect based on position rather than results. Perceived as more dominating, less inclusive and less tolerant of opposing arguments from subordinates

• Too little appreciation of work life balance: foreign executives do not see and understand the work efficiency you find in Norway in combination with a work life balance

• Less trusting, demanding more detailed reporting, and a skepti-cism towards use of home office, “hytte weekend” and other flexible work habits outside of the office location

• Language and communication chal-lenges: both the use of Norwegian and English can cause misunder-standings and conflict

• Focus on short term results over employee focus

• All of the above may lead to reduced work satisfaction and motivation, especially if the relationship of the Norwegian to the foreign executive was a “subordinate” rather than a “peer” or “superior”

The survey revealed a perception of foreign executives as much more author-itarian and less trusting regardless of the foreign executive’s nationality.

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3% 6%

Somewhat less trusting

Somewhat more trusting

A lot more trusting

No Qualified Opinion

No difference

A lot less trusting

34% 9%11% 39%

Figure 3 Trust: Think of a foreign executive you know – compared to what you are used to from Norwe-gian executives the foreign executive was...

In further discussions with the EGN expat executives, the above results were in line with their experiences and expectations. Some expressed they had come to appreciate Norwegian work life balance when realizing that it also applied to themselves. A further realization was the importance of trust as a fundamental principle for managing in Norway.

Finally, the survey confirmed that expat executives bring in qualities such as goal focus, structure and planning, and that they challenge a mentality of “good enough” – which can make Norwegian businesses and worklife more sustainable in a global competition.

If you are interested in the full survey email [email protected]

3%5%

Somewhat less authoritarian

Somewhat more authoritarian A lot more authoritarian

No Qualified Opinion

No difference

44% 8%0% 40%

A lot less authoritarian

Figure 2 Authoritarianism: Think of a foreign executive you know – compared to what you are used to from Norwegian executives the foreign executive was...

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THE GLOBAL MOBILITY FORUM SPEAKERS

Amir Sasson Amir Sasson is professor at BI Norwegian Business School. Amir has a PhD from BI Norwegian Business School and has been a visiting scholar at Stanford University, USA and The Technion, Israel Institute of Technology. He has published in the fields of business models, network theory, inter-organizational relations and industrial competitiveness. He recently headed, with Torger Reve, a large national research project on the competitiveness of Norwegian industries and knowledge-based Norway. He is renowned for his energetic, direct – and sometimes provocative - presentations.

Tone Skogen, State Secretary Ministry of Foreign Affairs NorwayMs Tone Skogen has been State Secretary in the Ministry of Foreign Affairs since August 2015. From 2013, she was acting Director General in the Ministry of Petroleum and Energy, where she has also held various other positions since 1978. Ms Skogen was State Secretary in the Ministry of Trade and Industry from 2004 to 2005. From 1991 to 1992, she was Counsellor for Energy at the Mission of Norway to the EU.

Paul EvansEmeritus Professor of Organisational Behaviour at INSEAD, Dr. Paul Evans is the author of Must Success Cost so Much? and The Global Challenge: International Human Resource Management. He launched and directed many executive programmes at INSEAD, where he served as chairman of its Organisational Behavior Area, taught as a visiting professor at universities in North America, Europe, Russia, Brazil and China and won many awards for his teaching and research. He is recognized as one of the most influential thinkers in Human Resource Management today.

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Torben Sneve, Country Manager of Adecco NorwayThe Adecco Group is the global leader within recruitment and staffing. He started in Adecco in 2000, first as a temp, before he became a branch manager. In 2005 he was named regional director for Oslo, and in 2009 he was appointed Country Manager for Adecco in Denmark. He returned to Norway as Country Manager in 2015.

Mickey Maymann, Country Manager Adecco DenmarkThe Adecco Group is the global leader within recruitment and staffing. He started in Adecco in 2005, first as a Management Trainee, before he became a branch manager. Since 2009 he held various positions as Sales Manager, Area Manager and Business Line Manager. In 2015 he was appointed Country Manager for Adecco in Denmark.

Christian Rähn, Senior Advisor at Adecco Sweden: Started in Adecco 1996 as a sales consultant. He developed business areas and became Sales manager in 2001. Between 2001-2008 he was a member of the Nordic Management team and focused on developing cross border sales, HR and managed the Baltics. Since 2008 he has been a senior advisor within talent management and HR processes.

Cathrine Dalheim KPMG, Partner, Advokat, Head of People Services KPMG Law, Styreleder KPMG Law, Head of Markets, KPMG ASCathrine Dalheim has joined KPMG in 2000 as a lawyer and has 11+ years’ experience in VAT and TAX administration Services. Cathrine holds a Strategic leadership program from the INSEAD Business School and Candidate of Law from Univeristy of Bergen.

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Katrin Fahlgren KPMG, Tax - Head of International Executive Services Sweden, Certified Tax Advser Heading the International Executive Services practice since 2008. Member of the management team of KPMG Tax Sweden. In charge of many of the practice’s large global accounts. Tax, social security and general mobility advice to listed, unlisted, Swedish and non-Swedish companies. Short term assignment to KPMG in London.

Fredrik Lundgren KPMG, partner at KPMG Acor TaxFredrik started at KPMG in 2000, first as a Director, before he became a Partner in KPMG ACOR TAX. Frederik holds a Master of Laws from Uppsala University.

Bjørn Christian NørbechBjørn Christian is a Kulturtolk (a Cultural interpreter) by profession, and the Founder of Global Forums / Global Talent Week. He is a global citizen born in Norway. Bjørn Christian has worked as an intercultural advisor to over 100 organizations, including 5 olympic games. Bjørn will welcome all the participants of the Global Mobility Forum.

Matthias Wiese - Director Regulatory Affairs Maritime at DNV GLMatthias Wiese works at DNV GL . He started as Head of Certification in 2012 and was named Director Regulatory Affairs Maritime in 2013. Prior to joining DNV GL, Matthias worked in GL Group as Head of Approval Center Electric & Automation, in Linde Hydraulics as Head of Development Electrical Systems and in Siemens as Head of Function Development Actuators.

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Natalie Wintermark, Head of Training Services for ABB Oil, Gas & Chemicals

NorwayNatalie holds an MBA from Canada and have over 10 years experience within the areas of training and corporate & business strategy. Through the design and execution of change management processes in various projects, she has developed expertise in the areas of strategic HR. Natalie also has a wide international background from having worked in a variety of projects globally (Europe, Asia & the Americas). Natalie has also lived, studied and worked in Canada, France, and Norway. Nowadays, Natalie works as Head of Training Services in ABB.

Torbjørn AmundsenTorbjørn Amundsen is a partner in KPMG Law Advokatfirma AS. He is responsible for KPMG’s “Foreign Business Services” which offers accounting, payroll and tax services as well as legal assistance to foreign companies with operations in Norway. As a member of KPMG’s national and international industry network for building & construction, commercial property and infrastructure, Torbjørn regularly organizes seminars for the industry at home and abroad where Norwegian and international companies meet and establish contacts. He is also a regular consultant and lecturer on topics such as international business culture and compliance when using foreign (non-Norwegian) subcontractors or labor.

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Per Tore Kraby Lock, Partner/Attorney-at-law at KPMG LAW ADVOKATFIRMA ASPer Tore Kraby Lock is a Partner and Attorney-at-law in KPMG Law Advokatfirma AS specializing in legal advice, global mobility service delivery models, cost saving opportunities and process improvements. Per Tore served as Head of Mobility at Statoil from 2008 until 2010, before joining KPMG. He holds a Master of Law from the University of Oslo.

Tone Leivestad, Director / Head of Shared Services & Outsourcing AdvisoryTone Leivestad is a director and leader for shared service and outsourcing advisory in KPMG Norway. She is a senior financial executive and advisor with business focus, solid professional platform and broad experience, both in Norway and internationally. Tone has also substantial experience leading transformational Projects within Finance and across functions. Prior joining KPMG, Tone work in New Store Europe as CFO, and in Scandinavian Business Seating as Group Controller / VP Performance Management.

Kirsten Weiss, Owner at Weiss KommunikationKirsten Weiss is a journalist and consultant, specialized in leadership, management and cross cultural team work in the Nordics. She is the author of the book titled “When Vikings fight” .

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Helle Helliesen, Head of Centre of Competence Global Mobility at DNV GLHelle Helliesen is legal professional and Head of DNV GL`s Global Mobility Centre of Competence. She holds a Master in Law from University of Oslo. Helle served as Senior Manager - Attorney-at-Law at KPMG from 2007 until 2014, before joining DNV GL.

Henning Hamnes, Consultant advisor and owner at Hamnes ConsultingHenning Hamnes is educated as a civil engineer from Utah, and has more than 15 years of experience from the Norwegian building and construction business, where he has worked for NCC, Betonmast and Implenia, and as leader for Alpine Bau in Norway. Henning now works as ca consulting; bridging the gap between Norwegian and foreign companies.

Nina Kowalczyk, Commercial Manager E6 Hålogaland Bridge Nina Kowalczyk from Germany is educated as industry and trade economist, and has worked ascommercial manager /administrative leader for Bilfinger Construction and Alpine Bau on large infrastructure projects in Norway and Sweden since 2005. Nina now holds the position as commercial manager for the Chinese-Serbian Joint Venture (JV SRBG – VNG) that will supply and install the steel-works on Hålogalandsbrua; Norways second largest steel bridge.

Sigve Hodneland, Calculation Purchase International Market at HentSigve Hodneland has his background from international oil service industry where he worked in the US, Europa and Africa before he joined the Norwegian entrepreneur HENT to build their department for international purchasing.

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It is a fabulous time to be a mobility professional, particularly if you are able to embrace and lead change. If you are new to our industry, you may not appreciate the shifts that are upon us – but they are significant game changers!

Technology is pivotal, leading to the überization of just about everything, including our growing desire for real-time data and mobile services.

Another industry changer stems from large demographic shifts and a growing corporate focus on recruiting and retaining talent. As one generation begins to retire, older

Millennials are becoming managers, just as the first of the Gen Zeds (born between 1994-2010) finish college.

Where does this leave us in mobility as we begin 2016? We see more complexity than ever before. Companies need to offer more mobility for less. Mobility policies need to have the flexibility to be successfully implemented. Policies must meet the needs of different types of assignments and assignees. It’s complicated and makes our jobs more interesting than ever before.

It is Crown World Mobility’s tradition to reflect on world events and shifts that influence the business environment, and how the mobility function and its tools will change to meet new and evolving challenges. Here

are a few trends to watch out for in 2016!

Mobility links to recruiting talentThere is an increasing desire for new hires to want and expect an international opportunity at some point in their careers. Companies need to create low-cost ways to provide these early-career moves to stay competitive and attract the right talent.

Whether it is domestic or international recruiting scenarios that include relocation, we anticipate that Mobility Consultants will work more directly with recruiters and potential hires to establish the high-value candidate’s needs – thus identifying the right policy type to assist the recruiter with “selling” the job. This is an area to keep an eye on as the mobility role evolves.

Über mobilityMillennial assignees may have led the charge toward mobile apps for employee mobility, but the trend is catching on with assignees of all generations. Employees want the information they need for their move at their fingertips. They want it to be interactive and immediate. In the age of Über, mobility apps and features are a leading development in the world of employee mobility. And what’s next? Virtual Reality (VR) technology is already on the market, primarily for gaming industries,

TOP GLOBAL MOBILITY TRENDS OF 2016

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and it will c e r t a i n l y

spread. Will VR home finding

trips be too far off?

LGBT movesAnother byproduct of the

increase in the global reach of many companies is the

recognition that not all locations where companies do business are

safe or legal for lesbian, gay, bisexual and transgender (LGBT) assignees.

A focus on LGBT moves highlights the emerging area of diversity in mobility. Global companies in industries competing for talent recognize the bottom-line benefits of recruiting and retaining a diverse employee population. The changing faces of employee demographics push the mobility industry and its professionals to develop new skills, add knowledge, adjust policies and create mobility support to meet these changes.

Flexibility and employee choicesRecognizing that “one size fits all” does not meet most assignees’ or even most business’ needs, companies are building choice and options into their policies. Core policy typically reflects a company’s values and priorities, and flex elements support budget parameters and employee preferences. Flexibility for the company may mean different levels of benefits for different assignment types. Flexibility for

employees may include a cash allowance in place of some services, such as choosing a furniture allowance in place of shipping household goods.

Self-initiated movesAnother trend that started with Millennials, is the growth of self-initiated moves. Many are willing to do it without extensive support or expectation of repatriation. Companieswant employees to have international experiences without the full cost of a typical expatriate assignment. Self-initiated moves serve both interests, with basic policies primarily emphasizing compliance-related support and limited assistance.

Family considerations in the mobility processCompanies are finding that they need to increasingly focus on aligning mobility programs and policies to the many different types of family scenarios found among our employee populations. Especially when these scenarios are at odds with immigration regulations of their host countries. This includes addressing the needs of dual-career families, split-families, single or divorced employees with child custody and same-sex couples, as well as providing support for employees’ parents who are recognized as dependents.

This article was authored by Lisa Johnson of Crown World Mobility’s Consulting Group.

www.crownworldmobility.com

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BE THE FUTURE

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