Workforce Mobility in a global Economy- emerging and Challenging Markets

1. Workforce Mobility in a global Economy- emerging and Challenging Markets Presenters: Andrew Pierce, SVP, Global Supplier Development Graebel Relocation Services Worldwide Bob Rosing, President and CEO Dwellworks, LLC

2. Agenda • Emerging Markets • Due Diligence • Case Studies – Africa, China, Latin America • Challenging Markets • Collaboration is key • Case Studies – Canada, Europe • Bringing it all Together

3. Emerging Markets

4. The Emerging Market • New markets pose unique challenges • Mobility professionals need to play a key role • Strategic advisors • Timing is key – consult prior to entry

5. Due Diligence: understanding business objectives • Type of entity • Business and scope of assistance needs from mobility team • Any prior experience/lessons learned

6. Due Diligence: Staffing requirements and talent acquisition strategies • Local and non-local hires • Types of assignments or transfers • Review and revise current policies • Determine compensation approach for expats – home or host • Allowances – what is needed to get the right talent • Payroll

7. Due Diligence: Local laws and regulations • Immigration • Taxation • Totalization agreements • Review of current benefits programs

8. Due Diligence: General Country Information • Lifestyle • Housing • Schools • Healthcare • Recreation • Security • HHG Shipping • Special requirements

9. Due Diligence: In Country Visit • Objective: to gain real, first hand knowledge • Meet local providers – DSPs, schools, housing options

10. Background: Construction services Simultaneous expansion in several countries Long term commitment to the continent Preference to hire native Africans who have been educated/ trained abroad Decision to refine FLH package to suit Lessons Learned: Required adjustments to program elements: housing, salary, education Need for program flexibility based on response to offering Case Study: Africa

11. Background: Financial Services Well established; looking to expand into Tier 2 city Variable and inconsistent work permit and local registration processes Decision to conduct thorough immigration and tax verification in advance  Lessons Learned: Comprehensive legal and tax guidance was invaluable Two week in-country reconnaissance was key to success – first-hand exposure to options for housing, schools and medical facilities Case Study: china

12. Background: Market variability in expat/FDI growth Develop strategy that supports appropriate speed to market Approach and Lessons Learned: • Organic or acquisition? • Leverage local expertise • Connect local strengths with greater governance/ compliance • Hub and spoke design • Integrate local approach into global practice • Build on what you have in common, bridge to close any gaps Case Study: LATAM

13. Challenging Markets

14. The Challenging Market • Challenges can come in many circumstances • New Locations: open playing field • Emerging Locations: possible governance, compliance and infrastructure challenges • Established Locations: are existing processes relevant to changing client needs?

15. How To Respond • Understand the market and define the risk • Know what you are good at and identify gaps • Leverage your technology and core competencies • Use formal project planning • Provide appropriate and adequate personnel • Expect and embrace local learning

16. Cooperation Between Corporate clients and Supply Chain • Shared Purpose: • Design it as a customer experiences it • “Take the rocks out of the road” • Clearly Define Roles and Responsibilities: • Practice “borderless” communication • Trust • Accountability • Transparency • Acknowledge Risks and Concerns: • Move Forward!

17. Case Study: Remote Canada • Challenges: • Large country with a high urban concentration • Booming service needs in remote locations • Sporadic DS service and limited network resources • Historically a focus on ‘finding the local resource’ Not unique to Canada: New markets regularly develop in established countries

18. Case Study: Remote Canada • Solution: • Set expectations – define a different type of experience • Focus on quality of information and preparation • Use professional and experienced in-office consultants • Deliver a more reliable, available, and accessible service experience…and deeper information Unaccompanied does not mean unsupported

19. Case Study: Europe • The Challenge: • Out of the box approach vs. traditionaldelivery structure • Lack of agility in service caused loss in service value • Breakdown in “trust chain” – loss of communication

20. Case Study: Europe • The Solution: • Designed from customer’s perspective • Collaborative design approach • Engaged leadership • On-going communication • Project management approach to all activities • Properly resourced team and skill sets

21. Case Study : Europe • Lessons Learned: • Look beyond the scope and process • Focus on business needs and customer experience • Use what you know and be willing to learn • Flexibility adds value • Challenge yourself - the more you give the more you learn!

22. Bringing it all Together

23. Bringing it All Together • “Challenging” markets are the new normal • Positive tension between the known and unknown is productive • Have a process and keep an open mind • Evaluation is as important as implementation

24. Questions?