EY Human Capital Conference 2012: Sending employees to a new country - what questions should you be...

2012 Human Capital Conference23–26 October

Sending employees to a new t h t ticountry: what questions

should you be asking?

Disclaimer

► Ernst & Young refers to the global organization of member firms of E t & Y Gl b l Li it d h f hi h i t l l titErnst & Young Global Limited, each of which is a separate legal entity. Ernst & Young LLP is a client-serving member firm of Ernst & Young Global Limited located in the US.Thi t ti i ( ) 2012 E t & Y LLP All i ht d N► This presentation is (c) 2012 Ernst & Young LLP. All rights reserved. No part of this document may be reproduced, transmitted or otherwise distributed in any form or by any means, electronic or mechanical, including by photocopying facsimile transmission recording rekeyingincluding by photocopying, facsimile transmission, recording, rekeying, or using any information storage and retrieval system, without written permission from Ernst & Young LLP. Any reproduction, transmission or distribution of this form or any of the material herein is prohibited and is d st but o o t s o o a y o t e ate a e e s p o b ted a d sin violation of US and international law. Ernst & Young LLP expressly disclaims any liability in connection with use of this presentation or its contents by any third party.

► The views expressed by panelists in this session are not necessarily those of Ernst & Young LLP.

Sending employees to a new country: what questions should you be asking

Introduction

► Bill Leisy ► Mona Haws► Ernst & Young LLP► [email protected]

► Abercrombie & Fitch ► [email protected]

► Peter Ferrigno► Ernst & Young LLP (UK)

► Andrew Wheeler► Abercrombie & Fitch

► [email protected] ► [email protected]


Objectives

► Conduct a panel discussion with significant audience p gparticipation discussing current and leading practices. The moderator will summarize the key 8 to 10 takeaways.


What questions should you be asking?

► Many organizations are developing mobility best practices y g p g y pas mobility is a strategic component of the global talent management program, and talent and mobility have to effectively integrate to effectively globalize. Do you agree with this, and how is your organization effectively integrating talent and mobility?integrating talent and mobility?

► What questions do you ask and what due diligence do you conduct (from a mobility and/or talent managementyou conduct (from a mobility and/or talent management perspective) before you send someone to a new market? Does it differ by market? Differ by length of assignment? Differ by local hire vs. expat? Differ by job level? Others?



► How do you (if you do) assess and select the right y ( y ) gindividual with the right experiences for the assignment? How much discussion and decision-making is around the career experience/succession planning experience for the individual? Do you evaluate the effectiveness of this process? If yes how often? What are the outcomes?process? If yes, how often? What are the outcomes?

► Does your organization identify the key jobs that need international experience in what markets for what lengthinternational experience, in what markets, for what length of time, for what career opportunities? If yes, are these experiences formally defined in career/leadership development plans?



► Do you try to show and/or measure the return on y yinvestment of the assignment? If yes, what type of questions do you ask and how do you measure (financially, non-financially)?

► Over the next few years, what will you be working on to i th i t ti f bilit d t l t thimprove the integration of mobility and talent, the success of assignments, the return on investment of these assignments?assignments?


Questions


EY Human Capital Conference 2012: Sending employees to a new country - what questions should you be...

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