With changes in labour and immigration laws across countries making business travel difficult, businesses are hence, required to carefully evaluate the need for global talent mobility and study markets to ensure safety, affordability in cost of living and security of expats.
In light of this current situation, we at HR in Asia chanced upon an opportunity to derive candid insights from Bernard Martyris, Chief Human Resources Officer, VFS Global on the top 10 expat friendly countries for talent to relocate in Asia. Read on…
Generally, the best countries to work in are those that are considered affordable, safe and as offering opportunities to workers from foreign countries. The countries that are most popular for the reasons above and considered as best suited for workers are Australia, Canada, Germany, Brazil, Bulgaria, Netherlands, New Zealand, Norway and UAE.
With new and revised labour and immigration laws, come challenges for global deployment. Sometimes, if countries have not developed their laws to facilitate commerce, either due to public dissatisfaction or due to political considerations, it could create an unwelcome atmosphere for foreign workers. This coupled with high cost of living leads to reduced migration, which is in part responsible for the skilled labour shortage.
The biggest challenges faced by any organization all over the world is creating and sustaining a strong talent pipeline. In today’s rapidly moving and extremely volatile competitive environment businesses are encountering global talent challenges. The most important of them are:
In a highly competitive business environment, each industry has its specific needs. However, some behavioural tendencies or skills, particularly adaptability, diversity sensitivity, engagement, business travel knowledge, and a tech savvy approach, are looked upon favourably by every business.
Globalisation of the world economies has caused huge inter-dependencies between economies. Thus a recession in one country will potentially have large scale impact on other countries. With the economic turbulences experienced not only in Asia but all over the world, businesses would want to cut down on all sorts of expenses. As a result, businesses are now realising and recognising the importance of having a robust business strategy to guide them through a recessionary period.
Global mobility framework should be structured comprehensively, effectively and directly to serve the organisation’s growth. Companies must be nimble in managing talent to have the right people in the right place at the right time to gain an edge over their competition. Market shifts and business realignment force companies to shift talent.
Mobility framework plays a vital role in enhancing workforce and organization by ensuring the integration of all organizational objectives and strategies. Additionally, having a global mobility framework in place leads to effective cost-management, streamlined decision-making and provides flexibility to the organization.
Mobility helps provide flexibility to an organization while staying in-sync with the company’s goals. It includes subject matter experts from immigration, tax, sourcing, legal and compliance departments.
Mobility framework can help move the right talent at the right places, which ensures business and also workforce development. All too often individual corporate departments deal with global mobility issues on an ad-hoc basis and without coordination, where inter-department issues are common.
Employment laws, immigration and personal track issues often track independently from each other. From both efficiency and effectiveness perspectives, employers should consider a global mobility policy that integrates HR, tax, travel, payroll, finance, immigration and accounting considerations.
Among the key factors that should be considered while designing the global talent mobility strategy by senior management with HR Leaders, are cost, political environment, local laws and legislation, and capability shortage in the local market.
Content rights: This exclusive interview content is produced by HR in ASIA. Any redistribution or reproduction of part or all of the contents in this interview is prohibited. You may not, except with our express written permission, distribute or commercially exploit the content.