“A professional cannot know everything on international HR, that is why it is important for him to be a member of a dynamic network on a world scale .”. The Magellan Network is the leading professional and International Network dedicated to :. Compensation & Benefits managers
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“A professional cannot know everything on international HR,
that is why it is important for him to be a member of a dynamic network on a world scale.”
The Magellan Network is the leading professional and International Network dedicated to :
In 2007, over 160 multinational companies
form the Magellan Network with almost 40,000 expatriates
The Magellan Network is providing the members of its two International communities with :
A website offering updated information on :
Magellan Network Europe
85 Bd St Michel
75005 PARIS – FRANCE
Tel (33 1) 42 34 75 75
Fax (33 1) 40 46 83 97
Magellan Network Asia-Pacific
105 Cecil Street, #06-01
Tel (65) 6827 4416
Fax (65) 6827 9601
The objectives 1/3
Budget issues :
- Respond to the increase of employees abroad
Development of an International Group :
- Young employees just beginning they career
2007 Survey of International Localization policies and Practices
285 participating companies (55 % Americas; 34 % Europe, 11% Asia)
44% formal policy of localisation
10.5% informal policy of localisation
19% will strictly apply their policy
77 % case-by-case basis
Other companies systematically use the “local +” contract instead of an expatriation contract
Ex 1 : High-tech company
Ex 2 : Auditing company
“The management of the career is under the care of the 2 parties : the employee must know how to take risks and the company must support them”
Some companies have thought about specific expatriation policies inside a geographic zone (Asia, Europe, North America, Africa, etc.) with “local +” type contracts.
These policies allow them, for example, to reduce gaps in remuneration for employees that go on an interregional assignment. For certain companies, these policies are difficult to propose to employees and create recruitment difficulties.
Complex procedure, especially considering that it must be handled in the context of local legislation.
The assistance of local consultant firms becomes necessary.
The end result is that employees are managed on a case-by-case basis
The long-term risks, namely in terms of retirement, are more difficult to manage.
With all this in consideration, the idea of saving money through this process is not necessarily guaranteed.
Thank you for your attention.
Communication & Development Director
00 33 1 42 34 75 75
HR & Mobility Club Director
00 33 1 42 34 75 75