Menu
iPMI Magazine Is Proudly Sponsored By:
For a healthier journey.

iPMI Magazine Has Moved

iPMI Magazine successfully rebranded to iPMI Global in 2023 and has moved to a new home on the internet. To visit the brand new international private medical insurance business intelligence platform, please go to www.ipmiglobal.com

10 Resolutions For Managing Globally Mobile Talent In 2014

Mercer’s surveys of multinational employers show that most intend to increase the number of employees they send on both long-term and short-term global assignments over the next two years.

While some employers have large, mature mobility programs with hundreds of expatriates in dozens of countries, others have small, newer programs. Yet all want to attract the right employees and send them on the right type of assignment for the right amount of time – all while controlling costs and the amount of effort it takes to administer their programs.

To help HR professionals better manage an expanding globally mobile workforce in 2014, Mercer suggests 10 resolutions:

  1. Step back and get some perspective Knowing where your assignment policies stand versus those of your peers is an important first step in maintaining an effective global mobility program. Some of your policies may vary significantly from those of your peer companies. That variation may be justified, but you should at least know its direction and extent. Also, the first of the year is a good time to check with leadership to confirm whether your global mobility program is meeting their strategic and operational objectives.
  2. Get assignee feedback from the right source Surprisingly, assignees rarely express dissatisfaction about their compensation and allowances in opinion surveys. But issues that typically bother them most – poor communications, lack of relocation support, ineffective service providers, and repatriation planning – cannot be fixed simply by spending more money. To get candid feedback that can result in meaningful policy improvements, consider using a third party that will keep assignees’ responses confidential.
  3. Look at your map, then ask directions Many employers are pushing beyond typical expatriate locations, such as Hong Kong, Shanghai, London, and Dubai to less typical ones (sub-Saharan Africa, smaller cities in China, Eastern Europe). Ensure that you have the proper incentives in place to support programs in non-traditional host locations. And look carefully at expatriates’ home countries; if they are leaving a relatively low-wage country such as India, the traditional “balance sheet” approach to compensation may not be appropriate.
  4. Check for the right mix of flexibility, complexity, and equity Flexibility can be built in at the business level (so managers can decide on certain optional compensation elements for expatriates) or at the individual level (using lump sums that expatriates can spend as they choose). While managers may be pushing for more flexibility, it can lead to greater complexity in managing your program and less equity among expatriates. Be prepared to give your leadership clear metrics to understand the balance of priorities.
  5. Scout host neighborhoods for new expatriates Housing costs are often the largest discretionary portion of total mobility costs (after salary and related taxes), and local housing markets can change significantly during the year. For expatriates heading out in 2014, be sure to use timely, accurate, neighborhood-specific housing cost data for “host” cities. Set appropriate rental guidelines and communicate them clearly to expatriates and relocation firms before they search for housing. Consider moving your approval process farther up the chain of command so that senior managers must approve exceptions to stated policies.
  6. Match expatriate programs to talent management strategies Define specific competencies for global leaders and then ensure their global mobility programs build “bench strength” to fill future leadership slots. As your company expands in other countries, it becomes increasingly important that senior executives have hands-on experience outside their own home countries. For each assignment, consider whether it is growing the business, developing global leaders, or filling a critical skill gap, but do not leave talent mobility to chance.
  7. Track your business travelers and short-term assignees closely As governments seek new areas of potential tax revenue, employers need to know precisely how many days per year their business travelers and short-term employees are situated in which locations, both domestically and internationally. It is critical to manage not only their presence, but their remuneration. Consider whether they should be on regular expense-reimbursement programs or set up in serviced flats with cost-effective per diem expenses.
  8. Consider “local plus” as a compensation program Are some of your expatriates locally hired foreigners or directly hired on one-way or indefinite assignments? If so, a “local plus” compensation package (adding a handful of allowances to local salaries) may be more appropriate than a traditional home balance sheet package premised on maintaining home country ties. Local-plus adjustments may be particularly appropriate in Asia, where this approach has gained traction in recent years.
  9. Localize when ties to a “home” country are loose It may make sense to hire locally rather than to send an expatriate from a home country depending on the country, the expatriate’s role and purpose, and talent availability. Or you may be able to “localize” existing expatriated employees by aligning their compensation and benefits package with local market levels. Look critically at the duration of your longer-term expatriates’ tenure in their host countries – if they have been in-country for five or more years, it may be time to consider localizing them.
  10. Tweak index-based allowances Re-examine assumptions made when computing cost-of-living allowances and hardship premiums based on differences between home and host locations. Most cost-of-living indexes embed assumptions about employees’ familiarity with host location spending patterns. Changing those indices can be both cost-effective and realistic. In an increasingly global economy with younger workers, you may be able to reduce them over time. Note: The 10 resolutions reflect considerations that are applicable to many multinational employers generally, but should not be deemed to be advice to any specific employer or with respect to any particular set of circumstances. Employers interested in reviewing their global mobility program should seek the advice of a qualified consultant.
Read more...

Download Cigna Global Health Options Brochure

Download Cigna Global Health Options Brochure

Cigna Global Health Options

Cigna Global provides international health insurance for Expatriates living abroad. Cigna combines years of experience in private medical insurance with an understanding of the service and customer care you need.

Our International Health Plans Explained

With Cigna you can create a health insurance plan that's perfectly tailored for the needs of you and your family by offering you the reassurance of comprehensive core cover, and the flexibility of adding as many extra benefits as you want.

Cigna Global

Our Core Cover:

International Medical Insurance - your essential core cover, for all inpatient, day case surgery and accommodation costs. In addition, essential cover for cancer, maternity and psychiatric care on an inpatient, outpatient day case basis.

Our Optional Benefits:

International Medical Insurance Plus - additional and more extensive outpatient cover that protects you for any treatments that don't require a hospital stay.

International Emergency Evacuation - peace of mind cover for transport and repatriation costs for you and a family member if you need treatment in another country.

International Health and Wellbeing - allows you to manage your health in your own way with cover for screenings, tests, examinations and other wellbeing activities.

International Vision and Dental - complete cover for all your vision and dental costs.

Our experience

Cigna has worked in international medical insurance for more than 30 years.

Today, we have 60 million customer relationships around the world. Looking after them is an international workforce of 30,000 people, plus a network of more than 900,000 hospitals, physicians, clinics and health and wellness specialists.

Our full-time, clinical team is led by physicians. We have years of experience in dealing with varied and unique clinical and service situations worldwide.

Our vast experience means we provide high standards of healthcare, regardless of where you are in the world.

Why Cigna:

Our customers choose us for their international health insurance because only Cigna Global Health Options gives you all the following benefits:

  • Access to our global network of trusted hospitals, clinics and doctors
  • The flexibility to tailor a plan to suit your individual needs
  • The convenience and confidence of Cigna customer care
  • The reassurance of our experience in delivering international healthcare
  • Globally compliant healthcare plans

Company: Cigna Global Health Options

Address: 220 St Vincent Street, Glasgow, Scotland, G2 5SG

Phone: +44 (0) 1475 492119

Email: This email address is being protected from spambots. You need JavaScript enabled to view it.

Web: www.cignaglobal.com

 

Read more...

Download GeoBlue Xplorer Brochure

Download GeoBlue Xplorer Brochure

GeoBlue is a leader and innovator serving the needs of world travelers. GeoBlue Expat® and GeoBlue Traveler® group health plans combine unsurpassed service and mobile technology to help you access trusted doctors and hospitals all around the globe. GeoBlue offers expatriate and traveler products in cooperation with participating Blue Cross Blue Shield companies. Select a state below to view a list of Blue companies and learn more about the expatriate and traveler product offerings.

Company: GeoBlue

Address: One Radnor Corporate Center Suite 100 Radnor, PA 19087 USA

Phone: +1 610 254 5300

Fax: +1 610 482 9953

Email: This email address is being protected from spambots. You need JavaScript enabled to view it.

Web: https://www.geo-blue.com

Read more...

Integra Global Family Health Plans

Integra Global Life Plans

Health plans from Integra Global allow your staff complete freedom of choice for doctors, specialists and hospital providers, worldwide. Let international medical insurance cover your staff while they are temporarily back in the U.S. and Canada. Our network of hospitals and doctors serves as a passport to the largest health network in North America. For our international health insurance customers, our global support service means that your staff can rely on the best care, worldwide: when the need it, where they need it, in some of the world's leading centers of medical excellence. While your staff members are assigned abroad, you don't want to worry about what their international health insurance policies cover.

Instead you need a comprehensive cover that takes care of the big things as well as the small. Medical evacuation, travel assistance or claims translations, not features you would normally find in a straightforward domestic plan but all essential in an expatriate medical insurance for your international based staff. And we have the comprehensive cover that you would expect from a quality health plan such as chronic conditions cover, hospitalization, prescription drugs, out-patient, wellness benefits, and physician office visits to name just a few. Integra Global utilizes the UnitedHealthcare Network.

Plan 1 members have access to 5,200 hospitals and 650,000 health care professionals through the UnitedHealthcare Network. All treatment in the U.S. must be pre-certified. Make sure your provider pre-certifies your medical treatment. Utilizing the UnitedHealthcare network simplifies your pre-certification process and claims filing.

Company: Integra Global

Phone U.K: 0808 101 3483 (toll-free)

Germany: 06221 825 650

North America: 1 888 753 1377 (toll-free)

Worldwide: +1 888 753 1377

Fax International: +1 800 774 3608 (toll-free)

E-mail: This email address is being protected from spambots. You need JavaScript enabled to view it.

Website: www.integraglobal.com

 

Read more...

New Prima Healthcare Plan Guide Launched by ALC Health

New Prima Healthcare Plan Guide Launched by ALC Health

Download the Brand New Prima Healthcare Plan guide launched by ALC Health recently. 

For over 10 years, ALC Health has been looking after and protecting the health of individuals, their families and international companies from across the world with a range of flexible and innovative international health insurance plans that reflect the lifestyle of today's expatriate international traveller and global citizen. With many of our advisors having been expatriates themselves, we really do understand what it's like to be living far away from home or in a country where healthcare treatment may not always be readily accessible.

à la carte healthcare (ALC Health) is an award winning international medical insurer who for over 10 years has been protecting the health of private clients, companies and organisations across the globe. The company continues to grow and develop on a philosophy of ensuring that every policyholder whether as a private individual or a member of a corporate group is assured of the highest level of personal service and support.

It is this experience that has enabled ALC Health to stand out as an international medical insurer that is able to bring together a range of quality products supported by the highest level of service, at a very personal level and has long been seen as a preferred choice of international expatriates looking for a more personalised and caring approach to their healthcare needs.

Click here to read more about ALC Health in the iPMI Magazine Medical and Health Insurance Company Guide and Directory.

Read more...
Subscribe to this RSS feed