MSI’s whitepaper library is a comprehensive resource of thought leadership content in the talent mobility, relocation & global mobility, talent management, global immigration, global compensation and global expansion services space
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Business Traveler Visa Compliance: Managing Global Road Warriors
Immigration is high on the list of headaches for HR and mobility teams these days, as compliance challenges seem to multiply exponentially. One area that’s gotten more attention lately is global business travel and the incorrect use of business visas. Due to new technologies and better record keeping, this is being monitored more closely now, and violations are more frequently identified. This white paper discusses what can happen when this occurs, and how companies can avoid the consequences of noncompliance.» Download now (pdf)
Talent Acquisition: New Strategies for Success
As recent surveys have again confirmed, the war for talent shows no signs of abating and is actually hotting up. Reasons vary, but, as always, come down to the same thing: too few qualified candidates to fill the growing number of specialized jobs.
So what’s a company to do? More than it’s done in the past if it wants to beat the odds. To attract and retain top employees, it must go beyond the obvious (like paying as much or more than competitors) and adopt some new and novel approaches. These include simplifying the application process, better incenting employees for referrals, and rethinking a number of traditional hiring practices.» Download now (pdf)
Global Overview of Non-Compete Clauses
To protect their business interests and prevent employees from working for competitors, some companies place restrictive covenants – non-compete clauses — in employment agreements.
These can be particularly important to companies with global assignees, as non-compete clauses are considered one way of protecting human capital and intellectual property when an employee is in the host location and exposed to new opportunities.» Download now (pdf)
Selling the Undesirable Location: Sweetening the Pot for Not-So-Sweet Spots
When asked to take an assignment, some employees jump at the chance, but others do not, especially when it’s a hardship location. This white paper discusses how hardship locations are determined, the incentives that can persuade employees to accept assignments there (as well as in other undesirable locations), and the support that’s needed once they’re deployed to help ensure the assignment’s success.» Download now (pdf)
Focus on Family Increases Assignment Effectiveness
Multinational companies expanding into new countries are increasingly focusing on the factors that can impact an international assignment’s
success. Although there are many, family issues are often cited as the most significant, and the primary reason for an assignment’s failure — or refusal to accept it in the first place.
This hasn’t always been the case. In the past, single employees without dependents were more likely to be deployed than those with spouses/» Download now (pdf)
partners and families, as this was usually cheaper and easier. Today, however, that has changed, due in part to a shortage of skilled talent.
Managing Expatriate Assignments: Letters of Assignment
International assignments are highly complex — more so than employers and their assignees often realize — and there are numerous factors that can lead to assignment failure. While some can’t be avoided, others can, particularly if the company clearly spells out the assignment’s terms and conditions ahead of time in a letter of assignment (LOA).
An LOA, also one of the documents typically required to obtain visas and work/residence permits, is agreed to and signed by the company and assignee before deployment. It benefits and protects both parties by outlining not only the assignment’s key provisions (housing, compensation, benefits, etc.), but any other applicable details as well. In doing so, and articulating what the company will and will not pay for, an LOA can also minimize exception requests and contain assignment costs.
This white paper describes the various types of LOAs and the most common LOA components; it also includes a sample.» Download now (pdf)
What Does Brexit Mean for Corporate Mobility
In a move that has shocked the world, the people of the UK have voted to leave the EU. It seemed like a long shot before the vote, and now that it’s» Download now (pdf)
happened everyone seems to be scrambling to figure out what will happen next. In fact, there seems to be confusion on all sides – after the vote, UK
Google searches for the phrase “What is the EU?” spiked, according to The Washington Post. Meanwhile, stock prices fell across the globe and the British pound fell nine percent in under two days. Thus far it seems like only one thing is clear: The next few weeks and months will be filled with anxiety and uncertainty as to what the final result will be for Britain’s exit.
Preventing Noncompliance in Global Mobility
Corporate global mobility programs are subject to many regulations, both at home and abroad, with complex rules around worker taxation, employment, and immigration. Even for the most well intentioned organization, complying with these can be virtually impossible, as the laws change quickly and often and differ from country to country.
This white paper provides an overview of key areas of potential non-compliance, examples of specific violations, and methods for remediating non-compliant scenarios.» Download now (pdf)
Creating and Managing a Successful Remote Team
Many employees today can and do work from anywhere, whether it’s a home office or table at Starbucks. Virtual workers and remote teams are fast becoming the norm, and companies that can master the recruitment, management, and communication tools needed to ensure their effectiveness reap significant benefits; these include both lower costs and the ability to hire workers based on ability, not location.
That said, some organizations aren’t entirely sold on the idea, especially for employees involved with technical, sales, or creative work. In these instances, remote teams can seem to entail greater risk than office based workers, which some believe are easier to manage and control.» Download now (pdf)
Ensuring Assignment Success: Candidate Readiness, Preparation, and Support
An international assignment is among the most complex, expensive, and strategically important process a business can undertake. They not only involve stakeholders from current business production processes, strategic development, and talent maintenance and growth, but also require a variety of support programs and personnel and several levels of management participation. Unlike domestic assignments, the employee’s family is an integral part of the process.
Done well, they provide a sustainable competitive advantage in business success and talent development. Done poorly, they become expensive sinkholes, replete with hidden costs, failed objectives, lost opportunities, organizational conflicts, and departing talent. This paper provides a practical, management-action oriented approach to building an expat preparation and support program. It combines research findings, common sense, technology, and solid management thinking to provide a blueprint for an assignment’s success, both professionally and personally.» Download now (pdf)
Remediating and Preventing Tax, Immigration, and Employment Non-compliance
The global mobility programs of multinational companies are subject to numerous regulations and laws, not only at home, but in foreign locations. Among the latter are rules surrounding immigration, employment, and taxation of workers, which can be some of the most challenging to navigate.
Most companies understand the need to adhere to local regulations when entering a foreign market and will not intentionally violate these. However, due to the complexity of each country’s criteria, there may be instances where compliance can become difficult.
Failure to research local laws or seek professional assistance could quickly thwart a company’s global expansion plans; a lack of knowledge or understanding of a jurisdiction’s laws will not be sufficient to insulate it from the consequences of noncompliance.
This article offers an overview of each area of potential non-compliance, examples of specific violations, and possible methods for remediating non-compliant scenarios.» Download now (pdf)
Repatriation Best Practices – Benefit Both Employee and Employer
One of the biggest challenges global assignees face is the return home, especially if it’s an accompanied assignment. Many don’t realize this (nor do their employers), so few are prepared for the many challenges that can arise, from reverse culture shock to financial setbacks.
In this white paper we explore these issues and offer solutions, as well as preventive measures that can be taken to create win-win scenarios for all parties involved.» Download now (pdf)
Minimizing Risk: What Mobility Teams Must Know About Frontier Markets
Doing business in an F7 (“frontier”) country can be highly lucrative, but issues around taxation, security, and immigration, as well as cultural/lifestyle differences, can make it a challenge. In order to meet their business objectives, companies sending assignees to these locations need a clear and comprehensive understanding of the environment they’re operating in. Selecting best-fit candidates is also essential, as is providing the right level of training and support.» Download now (pdf)
GEO Services – A Quicker Route to Global Expansion
As more companies enter more foreign markets, the clearer it becomes that the costs are often substantial. Legally deploying staff to foreign locations can be prohibitively expensive and time consuming, as companies must dedicate resources to remaining compliant with each country’s immigration requirements, as well as worker employment and taxation.
This white paper describes how GEO Services can help companies virtually eliminate these issues by providing them with the services required to easily and compliantly deploy staff in foreign jurisdictions – and at a fraction of the cost of establishing a legal entity.
By working with a GEO, companies can deploy staff in weeks vs. months, work within defined budgets (costs are fixed), eliminate the need to source and manage local vendors, and significantly reduce HR’s administrative burden.» Download now (pdf)
The Stages of the Foreign Subsidiary Lifecycle
Multinational companies expanding into new markets often opt to establish foreign subsidiaries or branch offices to support their business activity, utilizing various types of business structures with different registration and incorporation requirements. Whether or not the expansion is ultimately advantageous depends upon the level of opportunity in a specific location, its cultural and regulatory climate, and the time and money required.» Download now (pdf)
Winds of Change: The Forces that Drive Millennials to Seek Work Abroad
International migration was once considered a last resort in the search for a stable career – job seekers would have to exhaust all other options before considering a life abroad. However, with the advancement of mobile technology, the increasing ease with which people communicate across time zones and borders, and improvements in global transportation, more and more millennials readily accept a job overseas.» Download now (pdf)
Colombia – An Expatriates Paradise Found
There are many countries that deserve their poor reputation, and for decades Colombia was one of them. Narco-terrorism, human rights violations, and a host of other challenges have plagued it for years.
Although there are still safety issues, as is the case with many emerging market locations, this South American nation of 50 million has become flexible and welcoming, eager to do business with foreign investors. This may lead one to question why companies still find it difficult to recruit employees for assignments here. Those who have been deployed to Colombia will probably agree that one of the hardest parts is leaving.» Download now (pdf)
Understanding Home Sale Programs
Even under the best of circumstances, selling a home can be time consuming and costly. When your relocating employees need to complete the process quickly, whether in a challenging or booming market, professional home sale assistance is a valuable relocation benefit.
Professional home sale assistance programs can:
Help you overcome employee reluctance to relocate, ensure that the home sells as quickly as possible, enable the employee to receive the best price possible for the home, provide access to qualified, performance-managed real estate agents and appraisers, allow you to benefit from your relocation provider’s economies of scale, result in significant tax benefits for your company and your relocating employees, and reduce temporary living and other relocation expenses.» Download now (pdf)
Back to Babel: Overcoming Communication Challenges in Multicultural Teams
Lost in translation? Getting past communication barriers within your multicultural team
Within the workplace, multicultural teams have become the norm, with team members bringing different values, assumptions, and patterns of behavior to the group. To» Download now (pdf)
work effectively within such environments and maximize knowledge transfer, it has become increasingly important to cultivate a global mindset and understand the impact of
cultural differences on everyday business practices. This white paper will explore the dynamics of intercultural communication, the importance of cultural awareness with
regard to business practices, and strategies for managing and working within multicultural teams.
Whitepaper: Talent Management Strategies To Improve Assignment Effectiveness
According to widely acknowledged industry standards, between 20 and 45 percent of international assignments fail. What this means, generally speaking, is that the organization’s objectives were not met by a particular employee on a particular international assignment. In a number of instances, a failed assignment results in the employee leaving the organization altogether.
This can become expensive, as sending an employee on assignment typically costs a company two to three times his or her annual salary. Organizations assume it makes good business sense, but sometimes it doesn’t. They often have a limited view of the assignment process, focusing more on immediate business needs than long-term employee development and strategic organizational objectives such as return on investment.
Enter your email address at the top of this window to receive a link to this whitepaper.» Download now (pdf)
Whitepaper: Colombia – An Expatriate’s Paradise Found
There are many regions around the world that deserve their poor reputation, but Colombia is no longer one of them. In fact, it may now be the expatriate world’s best-kept secret.
Although the country has been long associated with labor relations violations, narco-terrorist activity, and other issues of personal safety, much has changed in recent years. This constitutional republic in the northwestern corner of South America, with a population of about 46 million, was recently named the world’s happiest country. According to a 2012 poll by the WIN/Gallup International Association, which surveyed people in 54 nations, Columbia scored highest on the “Global Barometer of Hope and Happiness” and its people were almost twice as happy as the global average.» Download now (pdf)
Whitepaper: Global Mobility Program Policy Design and Implementation
“Best in class” is based on the general HR and corporate strategic objectives and specific corporate objectives will vary from one organizational transaction to another. A best practices implementation should have processes that are both efficient and effective. The effect on an organization’s global mobility program can impact many areas of the organization. From assignee demographics to program strategy, policy and overall administration, every component of the global mobility program is affected.» Download now (pdf)
Whitepaper: Service Level Agreements – Enabling a Successful Long-Term Relationship
Much has been written about service level agreements (SLAs) and their value to managing client/ consultant relationships. Yet how many companies and service providers really make the most of them? According to a survey conducted by Towers Perrin, 39 percent of corporations polled indicated that the outsourcing of HR functions did not result in higher levels of service. In addition, after the implementation of the new service provider, satisfaction with that provider dropped from 92 percent to 40 percent in just two years following the initiation of the contract. I would venture to guess that much of this would be resolved by a more consistent use of service level agreements.» Download now (pdf)
Whitepaper: International Assignment Challenges for Energy Companies
Energy companies need a local presence in key locations around the world in order to be competitive. As resources are discovered, due to newly developed technologies in finding and extracting oil, many players want to get set up in new locations as quickly as possible.» Download now (pdf)
Whitepaper: Why hire an international payroll service? Key Talent Management Considerations
During the worst of the bank crisis in 2008, it came to light that Swiss bank UBS was assisting account holders in secreting fortunes away from the eyes of taxing authorities. As a result, in 2009, they were fined $780 million by the U.S. government. As a direct outcome of this, claims Fox Business News, close to 2,000 expatriates renounced their U.S. citizenship in 2011, compared with only 235 in 2008 when the UBS case first hit the front pages.» Download now (pdf)
Whitepaper: Furniture Rental’s Increasing Role and Benefits in Global Relocations
With an increase in international employee relocations, many companies and their employees are renting apartments and homes as a cost-efficient and convenient alternative, especially in today’s challenging economy. In addition, many companies are incorporating furniture and home accessory rental into their relocation policies as a core service offering.» Download now (pdf)