elearning India: Trends in Employee Mobility 2008 Survey Overview 2008 series Upcoming elearning series Rx for Real Estate, July 30, :00 pm EDT

Transcription

1 India: Trends in Employee Mobility 2008 Survey Overview Upcoming elearning series Rx for Real Estate, July 30, :00 pm EDT Host: David Pascoe VP, International Services, EMEA Presenter: Amy Kampschroeder Director, Global Performance Solutions

2 Agenda Background Context India Mobility Trends: Cartus 2008 Survey Data Case Example: Workforce Integration for the Outbound Indian Assignee Conclusion and Q&A

3 Fast Facts on India: More than 1 billion people 2 Official languages, 22 regional languages More than 30,000 official expatriates on work visas in India Chess, polo and badminton may have all originated in India And. A talent shortage in this critical market is driving many of our mobility program decisions into, within and out of India

4 Cartus 2008 India Survey Background 154 participating companies 68% headquartered in the US and Canada 28% headquartered in EMEA 4% headquartered in Asia Pacific Survey areas covered International assignments into India Intra-India mobility International assignments out of India

5 Inbound India Mobility Trends

6 On the Move Indian Nationals on the Move Next 2 years: 96% of participants anticipate India outbound moves to increase or stay at their current rate 100% of companies anticipate Returnees to India to increase or stay the same in numbers 99% expect intra-india moves to stay the same or increase in numbers

7 Outbound India Assignments Recruiting and retaining talent in India was identified as the number one business concern for global companies in India Offering an international opportunity is often a requirement as part of recruiting and retaining talent

8 Where are Inbound Assignees Going? Top Two Tier II city destinations: 1. Pune (59%) 2. Ahmadabad (12%)

9 Inbound India Assignments Assignee living conditions and housing were identified as the primary business concerns for global companies with inbound assignees to India. Companies find the need to update housing data tables more frequently than data providers due to the fast paced expatriate housing market in India. In Cartus 2007 Global Mobility survey India was identified as the 2 nd most challenging assignment destination after China.

10 Why are they Going? Development is the key driver Inbound assignments: Transfer of skills and knowledge (61%) Starting up operations (45%) Developing local skills (37%) Outbound assignments: Development of key employees (49%) Technical training (45%) Developing management skills (29%)

11 Policy Approaches for India Nearly two-thirds of respondents (64%) use a global approach to their international assignments to India An additional one-fourth (24%) use a combination of their global policy and a regional or India-specific policy

12 Policy Approaches for India: Exceptions Nearly two-thirds (64%) of participants use exceptions to existing policies for international assignments into India Two main reasons identified for exceptions: 1. Housing and living challenges 2. Employee or family concerns More than half of companies surveyed (51%) have made some revisions to their relocation policy in the past two years to meet assignment needs for India.

13 Alternative Inbound Assignments Intra-regional Just over 20% of participating companies with intra-regional assignment policies use reduced benefits going to India Localization 25% of participants have no pure localization into India 26% have no local-plus approach for India For those who localize in India: 36% offer one-way relocation assistance 16% offer a salary enhancements Tax assistance, housing and schooling are also offered

14 Intra-India Relocation 34% offer a reduced benefit level for domestic India moves compared to their global domestic policies An additional 19% of respondents use a lump sum approach to domestic India moves

15 Outbound India Policy Approaches More than 44% of participants use a non-global policy approach for outbound assignees from India Include: Regional policies India-specific policies Combination of policy approaches

16 Assignment Challenges and Obstacles Top 3 reasons why employees turn down an international assignment into India 1. Family or personal circumstances (57%) 2. Cultural challenges (33%) 3. Children s education (29%) 2007 Cartus Global Policy survey results for top 3 reasons why employees turn down assignments: 1. Family or personal circumstances (90%) 2. Concern with impact on career (49%) 3. Insufficient compensation and benefits (29%)

17 Assignment Challenges and Obstacles Top 3 reasons for assignment failure in India 1. Difficulty in family adjustment (46%) 2. Cultural differences (30%) 3. Assignee s personal style (22%) 2007 Cartus Global Policy survey results for top 3 reasons for assignment failure: 1. Family adjustment (71%) 2. Assignee s personal style (48%) 3. Cultural differences (40%)

18 Outbound Assignment Challenges

19 Workforce Integration for Outbound Assignees A Case Example: Communication Challenges Increasing an Assignee s Effectiveness

20 The Challenge: Advanced Business Communication Skills Effective Communication Beyond Fluency Gap Fluency 70%

21 Example: Vjay Talent Stalled Talent 15 years of industry experience 6 years in the U.S. Earned an M.A. in Management in the U.S. Senior Manager seeking promotion to Director Issues Clarity of communication in conference calls and meetings Company s approach Communication / presentation training

22 Vjay- An Integrated Solution Clear Speaking Language (Technical) Effective Style for the US Target Area Intercultural Skills (Style) Business Communication Skills (Application) Conference Calls - Meetings

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24 Thank you! Upcoming elearning series Rx for Real Estate, July 30, :00 pm EDT An archived link of this elearning will be sent to all registrants via on July 24th. For questions, comments or to request a PDF version of the presentation, please contact: cartusevents@cartus.com The Cartus report will be sent to you in the coming weeks.