Human Capital Conference 2013

Plenary Sessions

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Africa ... the good, the bad and the not-so-ugly

The African continent is being reconfigured, with an emphasis on infrastructure, energy, mining and utilities. The inflow and outflow of talent on an inter-regional and inter-continental basis creates a “hotspot” of issues and challenges that are unique to the continent. Conforming to “country practice” as opposed to legislation is no longer the norm and creates a risk.
This session addresses on-the-ground mobility challenges (as indicated by corporations with experience in this landscape) and some practical considerations for expansion into Africa.
We will consider the following:

  • The good — recognition of the concept of internationally mobile employees — more certainty in terms of applying local and international tax principles
  • The bad — stronger emphasis on tax and immigration compliance, e.g., closer scrutiny of work permits due to bribery and corruption
  • The not so ugly — recognition of in-country regulations makes it easier to plan for entry into a location

Engaging and mobilizing a global workforce

This plenary session will highlight the recent organizational and cultural change initiatives at Marks and Spencer. Nigel Jeremy, an expert within the HR and Learning and Development profession, will share his experiences in engaging and mobilizing a global workforce through challenging restructures and transitions, while driving cultural change at all levels across the organization.

Contrast and compare: the Global Mobility Effectiveness survey

Global mobility plays a key role in driving business success, supporting company growth through establishing footholds in strategic markets and giving future leaders vital international exposure. In this plenary, you’ll hear from Ernst & Young and client panelists who offer unique insight into the movement of expatriates and business travelers and the role of the global mobility function in high-performing organizations. You will have the opportunity to compare your mobility function with others in the market by gaining an understanding of our sixth annual Global Mobility Effectiveness survey, obtaining insights into how you can align your mobility strategy with your organization’s business strategy and how to examine your global mobility team’s needs to provide it with the right tools to implement a consistent HR experience. The survey included a focus on how multinational companies are dealing with assignments to and from emerging markets.

Effective talent management and mobility integration drive business results — a panel discussion

There is probably no single business issue hotter today than talent management. But more important is how talent management can become more aligned and integrated in the business to drive better results. One of the key integration points that talent management has is with global mobility. This session will bring together senior talent and mobility executives from large global organizations to discuss the ways and outcomes they have experienced with aligning talent management and mobility with business strategy, and integrating these two critical areas throughout their businesses. We will explore how different markets (emerging to mature markets), demographics, technology, innovation and regulatory environments have shaped their different program designs, expectations and outcomes. Come hear this panel facilitated by Bill Leisy, Ernst & Young’s Global Talent Management Practice Leader.