The Commisceo Global Blog - Perfect for Culture Vultures

Whether a press release, a case study of cultural difference, some tips on working abroad or some lessons in cross-communication, we try our best to satiate your inner culture vulture.

50 Foreign Faux to Keep you out of Trouble when Travelling Abroad

50 Foreign Faux to Keep you out of Trouble when Travelling Abroad
Travel by its very nature means meeting and living with people from different cultures; and with cultures coming together there will always be differences in the way we do things. By way of highlighting this, the insurers Insure and Away have compiled a rather cool infographic of 50 Foreign Faux Pas to help keep you out of trouble!
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Civil Engineer helps Construction Industry Go Global

Civil Engineer helps Construction Industry Go Global
Ever thought of going global with your design or construction company? You might run into problems you didn’t expect to occur. Here are a few tips on how to realise your global ambitions as smooth as possible!
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Cultural tips on Export to Japan and China

Cultural tips on Export to Japan and China

Do you export? AstraZeneca's Stuart Anderson offers some insights into the importance of understanding and adapting to the local culture in order to maximise success.

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Bilingual Business @ Home



The benefits of launching operations globally have been well documented. Launching offices in places like India and China has allowed companies like Nestle and Google to harness the benefits of addressing consumers in their own language.
But you don’t have to go abroad to benefit from going bi-lingual. Your operations can stay at home and still significantly increase their consumer base through the use of additional languages.
1.    Cultural Diversity Online
Many countries are culturally diverse today, especially in urban areas, so launching websites that address the multi-lingual roots of your consumers can bring you big business at home. For example the USA has a population of 311 million people, of this number almost 50 million have Hispanic roots. Adopting Spanish-language websites could improve the uptake of internet shopping in this culture-group as they feel that their linguistic needs are being directly addressed. Furthermore on a practical level, roughly 12 million of these people are unable to speak English proficiently meaning that Spanish-language websites are the only way for them to access the web.

2.    Bi-Lingual in-store
However, not all companies want to make the investment in multiple websites, perhaps deciding that the translation output or the cost of personale to run these sites is too high. Some companies such as Home Depot have even found that multiple sites can cause problems where consumers believe they can purchase products in countries like Spain (because the website is in Spanish) whereas the company only currently deliver in the USA. Home Depot’s solution was the facilitation of bi-lingual communication in-store.
Spanish-speaking employees in-store were able to serve the quarter of Hispanic people who don’t speak English and the further fifty percent of Hispanics who, although proficient in English, prefer to communicate in their mother-tongue.

Of course companies can then expand their delivery or offices worldwide in response to the demand for their multiple lingual sites. Companies like Best Buy, NutriSystem, AFLAC and Vonage have all made moves to service their culturally and linguistically diverse consumer base.
So if you haven’t the money or just don’t want to make the move to global offices or delivery at the moment you can still benefit from making your company bi-lingual. Whether online or in-store people respond better when they feel their custom is appreciated; so bi-lingual could not only encourage people to use your services but also ensure they continue to come back to you in the future.
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The International Business of Language



Whilst the world is beginning to shrink with the opening up in communication and travel, so the world of business expands. In the last two decades never has there been such a need in the business world than to have a full, comprehensive knowledge and understanding of language and its impact across the globe. How much emphasis is given to language in your business? Language is the base communication throughout your business. Language transcends all in the business world. It is what makes the world the place it is and helps us to communicate with others.
Language as a tool in business should be seen as exactly that, a tool. Language should be as important to your business as your hard drives, your catalogues and manuals and all the other tools you perceive to be essential to conducting your business.

If you see language as a tool within your business you are more likely to foster the care and attention you need to place upon the way in which you use language. Perhaps you should adopt the mantra ‘language isn’t just for talking’. Language is for all communication. Some tips to help you to start using your tool of language in order to maximise your communication with your business counterparts. Firstly, you must be very clear and concise about the messages you wish to convey. Cut out the unnecessary words, don’t be convoluted about it, stick to the point and you will ensure you have been fully understood. Remember, and don’t forget, language is a tool and you want your tools to work for you. Personal style goes a long way to say something about you so don’t let the day’s stresses or any personal setbacks to show in the way you use your tool of language, believe it or not, a frown, a shortness or abruptness of manner can be off putting and leave the person with whom you are communicating feeling unsettled. Language is your business tool so, smile, make eye contact, it’s all part of the language. We call it body language.

It is extremely important in the world of business that your build good relationships. How do you do this? You use your language tool of course. It may seem like a time consuming exercise, may be even seen as patronising and pointless, but, if you are to succeed in fostering good, amicable and workable business relationships, a little training in how your company uses the language tool will not come amiss. Why not consider your own corporate brand of your valuable language tool? Why do you think the American’s use the phrase ‘have a nice day’? Because it works. Language says something about you. The language tool is your badge. Wear it well and you can’t go wrong.
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IHRM - Repatriation Management



Despite ongoing concerns about high expatriate attrition rates companies do not seem to be paying a lot of attention to the repatriation phase. A similar observation can be made in HRM journals; whereas expatriation has been researched extensively during the last decades, repatriation has received scarce attention in literature. The purpose of this article is, therefore, to highlight the relevance of repatriation management in the earliest stages of expatriate management.

Recent research indicates that successful expatriation assignments rely on four elements: the selection of the candidates, pre-arrival preparation for both expatriate and family, the provided support and possibility to keep in touch with the home organization while on an expatriate assignment, and the repatriation arrangements after completion of the assignment (Baruch and Altman, 2002). That appropriate attention to repatriation arrangements is important follows out of various observations: (1) Valuable personnel frequently leave the organization relatively shortly after repatriation. Research findings from 2002 showed that about 50% of personnel left a financial services company within a few years following the return to their home country (Baruch & Altman, 2002).

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Soft expatriates: Successful expatriation in a nutshell


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Boost international trade through Languages



In order for the UK to boost international trade it must invest much more in languages, according to a new report.

The report by James Foreman-Peck of Cardiff Business School found that not learning languages "promotes complacency and under-investment".

Teresa Tinsley, director of communications at CILT, the National Centre for Languages, said: "We urgently need to raise awareness amongst young people of both the economic and cultural benefits of learning a language."

She went on to say that she wanted to see more employers using management skills and valuing languages as a key business skill.

Ms Tinsley said she wanted to see commitment from all government departments – not just the Department for Children, Schools and Families – to recognise the importance of languages to Britain's future.

CILT recently published its new agenda for languages calling on government agencies and businesses to place more value on languages.

"We need to increase the number of UK graduates competent to work internationally, to enable them to compete with multilingual counterparts from across the world," Ms Tinsley added.

The Cardiff Business School report also found evidence to suggest that Britain's language investment is so low that it imposes a heavier tax on British trade than the average for the rest of the world.
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Global Skills for an International Career



As an international careers adviser, I receive questions daily from people of varied backgrounds who hope to try their luck in the global marketplace. Many job seekers mistakenly believe that they can’t begin an international career until their feet are on foreign soil. They overlook their own backyard for resources and training opportunities.

The Most Sought-After Skills

What do international employers really look for in employees and what skills will be needed by professionals to perform successfully in the global marketplace?

A study commissioned by the College Placement Council Foundation surveyed 32 international employers and colleges to determine what international employers seek in prospective employees. They identified the following areas of required knowledge and skills:

Domain knowledge

Colleges in the U.S. are presently preparing their graduates well in domain knowledge, or knowledge in one’s academic discipline, although employers expressed concern that increasingly greater demands and higher standards may soon result in inadequately prepared graduates.

The three most important skills were cognitive skills, social skills, and “personal traits.” Problem-solving ability, decision making, and knowing how to learn are highly prized generic skills. Social skills were described as the ability to work effectively in group settings, particularly with diverse populations. Personal traits mentioned frequently included flexibility, adaptability, and the capacity to be innovative. Employers often mentioned that colleges do not adequately address this type of skill development.

Cross-cultural competence

Students must make a concerted effort to acquire the knowledge, skills, and traits gained through cross-cultural interaction because we are more geographically and linguistically insulated than most other countries.

On-the-job training and prior work experience. Employers seek applicants who have been successful in applying their domain knowledge or academic studies and generic skills in the workplace. They say that colleges do not place sufficient emphasis on work experience.

Read more >> By Debra Peters-Behrens
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Intercultural Skills are Crucial say HR Leaders



According to a survey of more than 100 senior human resource managers, 81 percent of companies agree that international work experience is a crucial criterion for leadership in a global organization.

The survey, "The Importance of Cultural Skills in Senior Managers," conducted by RW-3 LLC, an online intercultural training organization, and ORC Worldwide, a global human resource consulting firm, was designed to measure the importance of cultural competencies and global experience as criteria for senior management.

"During the current liquidity crisis, we've seen yet again how the global economy is entirely interconnected and how international cooperation is critical for the world's economic well being," said Michael S. Schell, president of RW-3. "Understanding and appreciating how things get done in countries around the world is crucial for success. That means gaining an appreciation and understanding of culture. This survey reinforces how important the global HR community believes those intercultural skills are for their leadership."

Read more >> HR Leaders

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2008/2009 Benefits Survey for Expatriates and Globally Mobile Employees


globally mobile expatriates


The number of employees on international assignments has doubled over the last three years as part of the continuing trends towards globalisation, forcing employers to rethink their benefits provision.

Mercer’s 2008/2009 Benefits Survey for Expatriates and Globally Mobile Employees found that 47% of firms have increased deployment of staff on traditional expatriate assignments, and 38% had increased numbers of staff on 'nomadic' assignments.

It found that the growing expatriate culture has led 86% of respondents to consider their benefits package for expatriate staff as a medium or high business priority, with only 26% of organisations admitting to having no overarching policy for providing expatriate benefits.

Robert Lockley, principal in Mercer’s international business, said: “Establishing an international policy is essential to stay competitive, maintain geographical consistency and control costs. Even against a backdrop of economic uncertainty there is still competition for the best talent. Companies that are lax in this area will loose out.”

In terms of benefits on offer, the majority (68%) of companies surveyed keep their expatriates in host or home country retirement schemes. However, 32 percent of companies offer international retirement plans - an increase from 23 percent in 2005. Close to three-quarters (73 percent) of companies with an international plan restrict eligibility to certain expatriates who cannot be kept in the home or host plan.

Read more > Expatriates and Globally Mobile Employees
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A Unified Culture: Unilever Europe


unilever culture


Three years ago, Unilever was suffering on two fronts: a soft top line and an elevated cost structure. The company made a radical choice to embark on a total transformation program, emphasizing an approach it dubbed “One Unilever.” Throughout Europe, the organization strove to achieve a single ERP platform, a common European supply chain, and a number of outsourcing initiatives in IT, HR, and finance that would unify the firm’s many iterations across international borders and myriad cultures.

According to Jean Stephane Payraudeau, director and F&A outsourcing senior project executive for IBM ’s Unilever EMEA account, “It was a radical transformation from the Unilever Europe point of view. Unilever needed external help to execute the changes. By enabling people to focus on core business, they were releasing their energies there, exercising their real expertise, and leveraging the scale of outsourcing vendors.” And because the company wanted to achieve a turnaround on the grand scale in a very short timeframe, outsourcing seemed the obvious solution.

Gijsbert De-Zoeten, Unilever’s managing director for Unilever finance business services – Europe, said the real story had three programs for the three different business units of Unilever Europe in every country—food, home, and personal care—all moving toward a single, cohesive operating unit.
“In the European region, Unilever Europe operated as a loose federation of countries,” De-Zoeten said. “We wanted to integrate them into one European organization, whether it was for the supply chain or sales and marketing, but we needed to implement the systems to enable that. At the heart of the program is an SAP standardized platform we rolled out, as well as common systems in finance and HR.”

Read more > Unilever
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HR Expat Management Conferences, Event, Seminars 2008


HR events 2008


GMS (Global Mobility Specialist) Training and Certification

When and Where:
13th, 16-17 June 2008 – Brussels, Belgium
27-29 October 2008 – Washington D.C.
Produced by: Worldwide ERC’s Global Workforce Association
Cost: See website
More information:
www.erc.org/PERC_INTERNATIONAL/gms_dates_locations.shtml
Description: The Global Mobility Specialist (GMS™) designation signifies that you have taken training in the specialized field of global workforce mobility and are committed to ongoing education to grow your expertise.

HR Strategy - Translating Business Strategy into HR Actions
When and Where:
30th July, 2008 – Hong Kong
Produced by: Mercer
Cost: see website
More information:
www.mercer.com
Description: As organisations in Asia ask HR to play a more active role in helping achieve business success, many HR professionals are being required to actively contribute to setting and implementing the business strategy. HR professionals are also being called upon to play the role of strategic advisor to the business.  How can HR play an active role in helping to implement business strategy? Through developing congruent HR and Human Capital strategies that align what business needs to achieve to what HR does, HR can directly contribute to business success. Acquiring the knowledge and applying the know-how to make this happen has become an imperative for HR professionals in Asia to start playing this crucial role.

Becoming an Effective HR Business Partner
When and Where:
2nd September, 2008 – Melbourne, Australia
Produced by: Mercer
Cost: see website
More information: www.mercer.com
Description: One of the challenges for HR Professionals today is the need to not only deliver efficient and reliable HR operations and systems, but also to act as a business partner and strategic advisor to the senior team. This 1-day workshop helps participants to understand the new demands and roles of the HR Professional, and explores how to position oneself as a true business partner. Case studies, group sharing and facilitated discussions help highlight issues and how to address them.

JSB’s 5th Annual Employment Law Europe 2008 - A Practical Approach to the Latest Developments in Six European Jurisdictions: France, Belgium, Germany, The Netherlands, Italy and Spain
When: 23 - 25 April 2008
Where: London, U.K.
Produced by: JSB Training and Development
Cost: see website
More information: www.eurolaw2008.com, Email: www.jsbonline.com/booking
Tel. UK 020 8371 7032
Description: Europe plays a central role in the UK’s economic success and is vital for UK businesses. Understanding how employment law works in different European countries has become one of the key challenges facing business for many HR professionals, in-house lawyers and advisers who operate in more than one European jurisdiction. This comprehensive three-day conference will enable you to deal with employment law issues in France, Belgium, Germany, the Netherlands, Italy and Spain.  Leading experts from each jurisdiction will point out pitfalls and highlight how each domestic legal system differs from the UK.

The Summit on Leading Diversity – Practical Solutions for Building Inclusive and Productive Organizations
When: 28 – 30 April, 2008
Where: Atlanta, GA
Produced by: Linkage, Inc.
Cost: See website
More information: www.linkageinc.com/learning_events/conferences/div/default.aspx
Description: As the nation's premiere diversity event, the Summit on Leading Diversity plays an integral role in creating and sustaining inclusive work environments that mirror the demographic makeup of this country. Linkage prides itself on the quality and depth of the program and remains committed to showcasing a collection of the most vital tools, strategies, and best practices available in the diversity field. Each year, the Summit takes diversity work to new levels by building on the concepts presented the previous year and challenging presenters and participants to be visionary in their thoughts and actions



The Human Resources Forum
When: 7-10 May 2008
Where: Oriana, Southampton, U.K.
Produced by: Richmond Events
Cost: see website
More information: www.hrforum.co.uk
Description: An event that combines an outstanding conference programme with facilitated networking. Meetings are pre-arranged allowing delegates to research potential suppliers, benchmark existing ones and hear about new products and services in the marketplace. Equally, for suppliers, it’s an opportunity to build new relationships and affirm existing ones. It’s also an event where you’re likely to achieve more in three days than you usually do in three months!

The Best of Organizational Development Summit – Proven Tools, Skills and Best Practices for OD and HR Practitioners 
When: 13 -15 May 2008
Where: Chicago, IL
Produced by: Linkage, Inc.
Cost: See website
More information: www.linkageinc.com/learning_events/conferences/od/default.aspx
Description: In its 10th year, The Best of Organizational Development Summit addresses the OD practitioner's highest priorities and challenges with the latest and most pertinent tools and information from thought leaders, practitioners, and world-class keynote speakers. Each year, Linkage conducts field research with hundreds of practitioners, thought leaders, and consultants from around the world. This research and the resulting Model for High Impact OD set the agenda for The Best of Organizational Development Summit. The Summit is able to address the needs of OD practitioners at every level, equipping them with practical and cost-effective tools and applications to immediately improve business results. This event combines competency and skill development with action learning, networking, and best practices to accelerate the capability of OD practitioners.

EuRA 10th Anniversary Conference
When: 14-16 May 2008
Where: Rome, Italy
Produced by: European Relocation Association
Cost: see website
More information: www.eura-relocation.com or by email to: This email address is being protected from spambots. You need JavaScript enabled to view it.
Description: EuRA is an industry body for relocation professionals in both Europe and Worldwide. Relocation service providers are required to abide by EuRA's Rules of Conduct. This year’s conference, “We Versus Me; Celebrating our Work-Life Balance,” will focus on balance for expat and relocation professionals.  The focus will be on the psychological reactions to an increasingly work-driven lifestyle, especially for the globally mobile employee and family.

The 9th International Conference on Human Resource Development Research & Practice Across Europe
When: 21-23 May 2008.
Where: Lille, France
Produced by: The University Forum for Human Resource Development (UFHRD), the Academy of Human Resource Development (AHRD), and IÉSEG School of Management
Cost: See website
More information: http://hrd.ieseg.fr/index.html 
Description: THEME: Developing Leaders and Managers - The University Forum for Human Resource Development (UFHRD), the Academy of Human Resource Development (AHRD), and IÉSEG School of Management (part of the Catholic University of Lille), are pleased to announce the 9th International Conference on Human Resource Development across Europe.  The conference aims to promulgate the latest research findings, best practices and theoretical developments in HRD.  The theme of this year’s conference is developing leaders and managers as a key HRD activity. In particular we hope to highlight how we, in the HRD community, in our roles as academics, educators, professionals and trainers shape, constrain and contribute to the process of developing and leaders.

Expatriate Compensation Seminar
When and Where:
21-22 May 2008 - Cambridge, MA USA
28 -29 May 2008 - London, U.K.
Where: Produced by: AIRINC Associates for International Research, Inc.
Cost: see website
More information: www.air-inc.com/seminars/cambr08.html or for USA contact Scott Sutton in Cambridge +1 617 354-2133 or e-mail This email address is being protected from spambots. You need JavaScript enabled to view it. and for UK contact Ilse van Loon in Amsterdam +31 20 618 5205 or e-mail This email address is being protected from spambots. You need JavaScript enabled to view it.
Description: Our restructured training program consists of a two-module format: The first-day session will focus on the fundamentals of expatriate compensation and the second day will cover more advanced material, addressing best practices in policy design & strategy.  International human resources professionals (or the equivalent) can register to attend both sessions or one of the individual modules.

Eighth International Conference on Diversity in Organisations, Communities and Nations

When: 17 – 20 June 2008
Where: Montreal, Canada
Produced by: Common Ground
Cost: see website
More information: http://diversity-conference.com
Description: This conference will address a range of critically important themes in the study of diversity today. Main speakers will include some of the world’s leading thinkers in the field, as well as numerous paper, workshop and colloquium presentations by researchers and practitioners.

Global Workforce Summit: Focus on Europe, Middle East & Africa
When: June 18-19, 2008
Where: Brussels, Belgium
Produced by: Worldwide ERC®
Cost: See website
More information: www.erc.org/Global_Summit/emea08.shtml
Description: This conference promises abundant opportunity for those responsible for workforce mobility and talent management in Europe, Middle East and Africa. This year the event will be hosted by the globally important city of Brussels – where many important decisions that impact business prospects are made and which is home to many corporate decision-makers. Workforce mobility is a key strategy for talent management in today’s dynamic economic and business environment. Finding and keeping the right people in the right jobs is more difficult than ever before and demographers predict the labour shortage will continue to grow. Learn from the leaders in workforce mobility about best practices and emerging trends that will help your organization succeed in this competitive environment.

New Regulations for Cross Border Workers
When: 23 June 2008
Where: Amsterdam, The Netherlands
Produced by: Lexlumen, in cooperation with Expatica
Cost: See website
More information: www.lexlumen.nl or e-mail This email address is being protected from spambots. You need JavaScript enabled to view it..
Description: Learn about the latest changes in Dutch regulations for expats and inpats in labour law, tax regulations and pensions.

Employing and Vetting Non-UK Nationals
When: 2nd July 2008
Where: The CBI Conference Centre, London, U.K.
Produced by: Symposium Events
Cost: see website
More information: www.symposium-events.co.uk  Tel: (UK) 020 7231 5100
Description: Symposium Events’ 5th Annual Employing and Vetting Non-UK Nationals 2008 is the authoritative conference for employers involved in recruiting and screening non-UK nationals. This unique and timely conference features an update on the most recent vetting rules and legislation surrounding both EU and non-EU nationals. By attending you can ensure your vetting practices are rigorous and fair, and avoid the risk of litigation.

W.I.N. Global Leadership Forum 'women creating the future'
When: 18-20 September 2008
Where: Barcelona, Spain
Produced by: WIN Conference/Kristin Engvig
Cost: see website
More information: www.winconference.net - Registration Opens 1 May 2008
Description: Come join hundreds of outstanding women in Sitges, Barcelona, Spain for the global leadership forum of the year. W.I.N. is bringing a vision of sustainability, authenticity and nurturing values and the women at W.I.N. are making it happen.  Come and meet highly dynamic, experienced and competent women and some courageous men too. Learn how to do business in a graceful way and create an innovative future that is beneficial for all.  Join us in developing, empowering and connecting leaders with a feminine, authentic and truly global vision.

CERC National Conference
When: 21 – 23 September 2008
Where: Vancouver, B.C.
Produced by: CERC
Cost: see website
More information: www.cerc.ca/events/conf/conference.aspx or by email to This email address is being protected from spambots. You need JavaScript enabled to view it. or telephone: + 866-357-CERC (2372)
Description: John Ibbitson, a respected journalist with the Globe and Mail newspaper and author of several books, will be the keynote speaker at this year's annual conference.  Mr. Ibbitson is currently covering the U.S. primary race in advance of the U.S. Federal elections in November 2008. He is a noted expert on Canada/ U.S. political relations and trade matters. In 2005 he wrote the Canadian best seller - "The Polite Revolution, Perfecting The Canadian Dream."

Global HR News Conference - Going Global and Thriving
When: 23rd September 2008
Where: Mexico City, Mexico
Produced by: Global HR News
Cost: See website
More information: www.globalhrnews.com/b4/b4conf.asp?cid=52 or contact Ed Cohen: Email: This email address is being protected from spambots. You need JavaScript enabled to view it.; Phone: +1.619.297.5700
Description: Conference educational theme: Aligning Human Capital Financial Resources, Talent Management and Mobility Policy with Corporate Strategy.

TAMA Conference 2008 - Quality, Standards and Technology: Terminology's Future
When: 9 - 10 October 2008
Where: Ottawa, Canada
Produced by: TermNet
Cost: see website
More information: www.termnet.info/english/events/idss2007.php, E-mail: This email address is being protected from spambots. You need JavaScript enabled to view it., Tel.: +43-1-524 0606-11
Description: TermNet, the International Network for Terminology, is an international co-operation forum for companies, universities, institutions and organizations who aim at developing a world-wide market for terminological products, services and tools.  The 9th International Conference "Terminology in Advanced Management Applications (TAMA)" will take place within the "Canadian Terminology week."

The Global Institute for Leadership Development
When: 12 – 15 October 2008
Where: Palm Desert, CA
Produced by: Linkage, Inc.
Cost: See website
More information: http://gild.linkageinc.com
Description: In its 11th year, with over 3,500 alumni, GILD is an intensive 5.5 day leadership immersion program providing a world-class accelerated learning experience that combines expert instruction, real-time business application, and social awareness in a pragmatic and hands-on environment. GILD joins together seasoned leaders from all industries and functions representing Global 2000 companies.  Participants engage in focused learning around the 15 components of the model through our leadership assessment instrument, lessons in leadership sessions, skill development programs, private executive coaching program, and business simulation.

Best Practices in Leadership Development Summit – Tools, Processes and Systems for Developing Leaders
When: 12 – 15 October 2008
Where: Palm Desert, CA
Produced by: Linkage, Inc.
Cost: See website
More information: www.linkageinc.com/learning_events/conferences/bpld/default.aspx
Description: Linkage's 1st Annual Best Practices in Leadership Development Summit: Tools, Processes & Systems for Developing Leaders is the one place where those who are responsible for accelerating the development of managers, executives and leaders in their organizations can come each year to learn the state-of-the-art in their profession. Thought leaders, world-class practitioners and expert instructors join an elite faculty to help attendees produce the results expected of them. Benchmark against the best in the industry and dramatically increase your know-how and ability to succeed in your role. Your organization's future depends on it!

Japan Human Resources Roundtable
When: November 2008
Where: Tokyo, Japan
Produced by: The Economist
Cost: see website
More information: This conference is currently being developed; please email us at This email address is being protected from spambots. You need JavaScript enabled to view it. for the latest information on programme, venue and speakers.
Description: Please see above info.

The Women in Leadership Summit – Distinctive Learning. Practical Solutions. Proven Results
When: 10 – 12 November 2008
Where: San Francisco, CA
Produced by: Linkage Inc.
Cost: See website
More information: www.linkageinc.com/learning_events/conferences/wil/default.aspx
Description: The Women in Leadership Summit equips women leaders with the strategies and skills to catalyze change, accelerate development, gain visibility, and create sustainable operating results. The event boasts more than 5,000 alumni and hundreds of world-class speakers. Year after year, the Women in Leadership Summit delivers exactly what it promises, including proven leadership skills; strategies from best-in-class practitioners; inspiration and renewal; opportunity for reflection and change; unmatched networking opportunities; and continuous learning and development.

The Global HR Congress; Aligning Human Capital, Talent Engagement, Innovation & Competing Globally
When: 3-4 December 2008
Where: Paris, France
Produced by: Global HR News
Cost: see website
More information: www.globalhrnews.com/b4/b4conf.asp?cid=71 or www.globalhrnews.com/b4/b4conf.asp?cid=52 or contact Ed Cohen: Email: This email address is being protected from spambots. You need JavaScript enabled to view it.; Phone: +1.619.297.5700
Description: Theme: Strategic Role of International Assignments in World Trade.

The Best of Talent Management Summit
When: 9 – 11 December 2008
Where: Lake Buena Vista, FL
Produced by: Linkage Inc.
Cost: See website
More information: www.linkageinc.com/learning_events/conferences/default.aspx
Description: The Best of Talent Management Summit is a gathering of the world's foremost talent management experts, thought leaders, and experienced practitioners, brought together to share the tools, models, leadership skills, and overall implementation plans executed during successful talent management initiatives. Attendees are offered a genuinely unique immersion learning experience through a combination of visionary keynote presentations, best practice case studies, and small, focused learning teams. Participants and team leaders alike will have the shared opportunity to discuss and debate principles and methods learned throughout the presentations and then apply them to their own real and current challenges in small action learning groups.
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Zurich top city for expats

European cities offer the best quality of life for expatriate staff, according to a study of more than 200 locations.

zurich




The survey by Mercer, the international consultants, ranked the cities on the basis of personal safety, health and education facilities, transport, other public services, and social, economic, environmental and political factors.

The most attractive location for expatriate businesspeople was Zurich. The Swiss commercial centre, home of UBS, Swiss Re and Zurich financial services, scored 108 points under a ranking system that uses New York on 100 points as a base.

The US business centre, by comparison, was in 49th place, behind other US cities: Honolulu (28th), San Francisco (29th), Boston (37th) and Chicago and Washington?DC (equal 44th).Read more> Mercer 
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Corporate support for the Third Culture Kid (TCK)

The good news is that organisations can provide services that facilitate successful adjustments. The cost of sending an employee and family on international assignment is substantial. For a minimal additional investment, corporations can provide pre- and post-assignment cross-cultural development programmes that reduce the stress of the move and meet the family’s needs. Specifically, such programmes help the family to understand the leaving process, the new culture(s), how to conduct themselves (socially, in business, and in daily life) more effectively in the new location, and how to manage culture shock and adjustment.

Cross-cultural programmes offer knowledge and support to the third-culture child. Many relocation companies contribute to the family’s international success by offering packages and programmes to the new assignee and family.

It is up to employers to promote the value of this to employees and their families, and to encourage them to make time for the training in the hectic schedule of an overseas move.

The employer’s organisation needs to support all the family members through the adjustment phase, which can take up to 18 months. The follow-through and tracking after the move is very important. Counselling services, coaching, mentoring, and, ultimately, a repatriation programme are other valuable options for third-culture children and their families.

Read more > TCK 
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Intercultural Cities Conference 1-3 May 2008 Liverpool


An official UK event for the European Year of Intercultural Dialogue 2008


intercultural cities

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Translation of food labels

Revere's (Massachusetts, USA) diverse community has given rise to a number of ethnic restaurants and grocery stores brimming with international products from countries such as Cambodia, Lebanon, and Thailand.

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While these restaurants and stores provide a taste of home for immigrants, they may be confusing for residents who want to try new things but cannot read foreign-language packaging.

This was one of the arguments used by City Councilor George Rotondo when he asked, by way of a council motion, that Revere stores that sell products in a foreign language provide an English translation.

"I embrace diversity. I live it," said Rotondo, whose wife is from Colombia and who can speak or read five languages. "Unfortunately, I believe it's unfair that you go to a store and see something there and don't know what it is, and have to rely on someone telling you what it is."

His colleagues on the council last month approved the motion, which then made its way to Mayor Thomas G. Ambrosino's desk. There it met a speedy death.

"The council passed it and the mayor vetoed it," Rotondo said. "He thought it was 'silly'; he wrote that in a letter to me."

"I just thought it was kind of foolish," Ambrosino said in an interview. "First of all, I don't think we have the authority to have private companies translate their products into English. And I don't think it's an effort in which we ought to be expending our efforts."

Read more > Revere 
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International assignments - six steps to success

In the book, “The World is Flat,” By Thomas L. Friedman, the author famously writes, “‘Honey,’ I confided, ‘I think the world is flat.’”

With the onslaught of rapid globalisation, high-quality executive mobility has become more critical than ever for the success of many US companies. Nevertheless, many companies continue to struggle to make their international assignments effective.

A well-developed global mobility program must cover a comprehensive range of complex issues, such as housing, children’s education, and income taxes. In addition, many companies now are investing in family counselling and in cultural and language training with good results. These issues offer many opportunities for continual improvement and, fortunately, experts and service providers now are available to help.

However, while these are important issues for success, in the end, these issues deal with administrative policy, process, and financial costs. They do not address the effectiveness of the assignment. Global mobility programs—and the managers responsible for them—must be aligned with the overall business goals.

Read more: Success Abroad 
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An expat's view on intercultural communication

Portuguese expat Elizabet Fernandes enjoys the international atmosphere in her multilingual EU company, but finds that people get 'lost in translation’ and inherit one another's linguistic mistakes.

Lost in translation

English is the current working language but too often people ‘get lost in translation’ because the level and the knowledge of language amongst us varies from person to person. We also inherit each other’s linguistic mistakes and end up speaking a kind of ‘Euro-English’. I like to speak as many languages as possible so I prefer to speak Spanish, French or Italian depending on the nationality of my colleagues. Besides, with this job I can also use and develop my skills as a translator and that’s perfect.

Unfortunately it’s too hard to use Dutch on a daily basis as the Dutch immediately respond in English to foreigners even to Flemish people!

Culture games

Although Eurojust is a very multicultural environment it is still not very intercultural. My colleagues often don’t understand each other or tend to ‘over-react’. I have been fighting for intercultural training because it helps you to realise that different people (from different cultures) may react differently in similar situations and to respect that. I followed this training myself in Portugal so I know the impact and the benefits.

Read more: Holland 
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HR costs soaring in Dubai

Dubai has attracted many international companies and employees over recent years, as it bids to become a global economic superpower.

Managing the UAE's HR Environment, a report by Mercer HR Consulting, showed that average salaries for expatriate staff rose by 6% last year. Daily allowances rose by more than 20%, and multinationals now pay an average of about £240 a day for executive expats on short-term assignments in Dubai - one of the seven states that make up the United Arab Emirates (UAE).

These soaring costs are leading companies to be more creative with their HR practices, according to Markus Wiesner, head of Mercer's UAE operations.

Read more: Dubai 
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