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GLOBAL: "The Role of the United States in the Harmonization Process: A Proposed Scorecard" article

GLOBAL: "The Role of the United States in the Harmonization Process: A Proposed Scorecard" article. 7-page article by Dan Malone, Director Global Automotive Practice, Butzel Long and published by BNA, Inc.

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back to index backGLOBALtalk December,  2014


The Untapped Value of Overseas Experience

How skilled return migrants can be your company’s agents of change.

Viktor had worked for several years as a programmer for a global software company in Eastern Europe when his manager chose him for a prestigious assignment in the company’s Silicon Valley headquarters. The experience opened his eyes to several operations practices that he knew would be valuable back in his home country. But when he returned a year later, he was surprised to find himself ignored. There was plenty that I could contribute, but my coworkers—even my supervisor—did not listen.”

Viktor’s story is all too common: Many companies that send employees abroad or hire people because they’ve worked overseas are not taking advantage of that global experience—either because the companies are not prepared to learn from the employees or because company leaders have not made an effort to overcome cultural barriers. Yet at the same time, international work experience has become a critical part of the path to success in multinational firms. Such firms are developing or expanding programs for temporary overseas assignments, and they increasingly view such assignments as essential for would-be leaders. According to PwC’s Talent Mobility 2020” report, annual international assignments will increase by 50 percent between today and 2020—having already increased by 25 percent over the last 10 years.

Voluntary return migration is also on the rise, as more skilled workers around the world who have been working abroad are attracted by economic opportunity at home. According to the National Science Foundation’s annual survey of doctoral recipients, since 2000, the United States has seen a yearly decrease in the percentage of foreign nationals with Ph.D.s from U.S. institutions who wish to stay in the country. In particular, as developing countries experience unprecedented growth, skilled immigrants are being lured back home in large numbers. These workers are often heralded as catalysts of their countries’ future economic development.

In China, for example, enticing skilled workers to return is a key part of the government’s talent strategy. Research by Haiyang Li at Rice University revealed that China has experienced a 17-fold increase in the annual return migration rate over the past 10 years. And in Brazil, the wealth generated by natural resources has fueled the growth of knowledge-based industries. A 2008 study by the Organisation for Economic Cooperation and Development (OECD) found that nearly 11 percent of the Brazilian skilled migrants abroad were attracted home, up from an estimated rate of return of less than 2 percent in 2000. Other countries in Asia, Eastern Europe, and South America have reported similar trends.

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Source: strategy+business - GAI




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Other articles from the same issue (December,  2014).

Managing global compensation: the quest for compliance
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How to Lead a Successful Global Team
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2015 Global Recruiting Trends: LinkedIn’s 4th annual report
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The Untapped Value of Overseas Experience
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The Future of Management: More Agile, More Digital, More Global
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Insights on the changing global workforce
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US and China Extend Visas to 10 Years
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"How I Manage Across Cultures and Companies" by Carlos Ghosn, Chairman and CEO, Renault-Nissan Alliance
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US: The United Auto Workers on the Skids?
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Guide to China Market Salaries
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Spain: Changes to the taxation of employee share plans
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China: Lessons for employers on the risks of unwritten contracts and minimizing overtime liability
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Global Skills - Skilling India
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Singaporeans feel “obliged” to work long, hard hours
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