Organizations all over the world are leveraging the benefits of a globally mobile workforce. According to a KPMG International survey, 72 percent of over 600 respondents use global mobility programs to support overall business objectives. KPMG International’s 15th annual Global Assignment Policies and Practices (GAPP) survey provides a wealth of information for those responsible for or interested in global mobility. The detailed data found in these pages is an opportunity to compare or contrast one’s current practices to those of their peers or other types of organizations. Further, it allows for critical learning of best practices and new ways of thinking.

“A globally mobile workforce is as popular as ever,” says Achim Mossmann, Principal, KPMG’s International Executive Services, KPMG in the US. “Over the 15 years of this survey’s existence, in those companies where use of mobility is the norm, we have seen continued expansion and adaptation to the programs. We even see companies with headquarters in Nordic and Asia Pacific regions beginning to jump on the globalization bandwagon and needing to move their people to new strategic growth locations.”

Flexibility and adaptability of programs to address changing demands is strongly evidenced through the variety of assignment types offered:

• 81 percent offer short term assignments;
• 96 percent offer long term assignments;
• 47 percent offer permanent transfer/indefinite length assignments.

Surprisingly, given the current economic environment, and the noted desire to support the business, only 12 percent of survey participants say that cost control and assurance of an acceptable return on investment (ROI) are of importance.

According to Mossmann, “Having agreed upon metrics to demonstrate ROI helps any global mobility program demonstrate objectively their value to the broader organization and secure continued program funding. However, a notable amount of survey participants struggle to track ROI information as it relates to international assignments—27 percent do not know the percentage of assignees that leave the organization within 12 months of repatriation and 31 percent do not know why they leave.”

Encouragingly, survey participants, year-on-year, continue to exhibit inclusionary mindsets as it relates to the definition of a “family” within their policies for benefit purposes. Fifty-five percent include unmarried domestic partners/companions of the opposite gender and 49 percent include unmarried domestic partners/companions of the same gender.

These broader definitions are most evident in European and Asia Pacific-headquartered organizations, and also within the financial services and high technology industries. In circumstances where organizations may offer incentives for assignees to accept international opportunities, many survey participants also take into consideration dual-career couples and their children.

For instance 21 percent provide job search support in the host country and 21 percent reimburse education expenses for the spouse/partner. Forty-one percent offer language training and 37 percent offer cross-cultural training to the assignee, spouse and their children.

Overall, the use of international assignees will remain the same amount or more for 86 percent of survey participants.

Whats important when designing medical insurance plans for overseas assignments, relocation, business and leisure travel? How are insurers viewing the market and is there a shift towards short-term cover, for individual expatriates and travelers? 

Job Title: C-Level ONLY

Questions:

What factors must one consider when designing health and medical insurance plans for individual expatriates?

Talk us through your under writing capabilities and ideas: (think about Full medical underwriting, Continuing Personal Medical Exclusions (CPME) and Moratorium)

What benefits does full medical underwriting bring?

How do your private medical insurance plans cover pre-existing conditions?

What is the key to success when designing health insurance plans for individual expats?

Can you talk us through your distribution channels and any new trends you have identified?

How does designing a good expatriate health insurance product equal quality driven healthcare anywhere, at any time?

How important is the portability of an individual expatriate insurance plan?

How can insurers add value to expatriate health insurance plans?

Currently, what is your most popular and appropriate plan for an individual expat working on a short-term assignment?

What new plan features and benefits can we expect to see in the next 5 years?

Specifics: iPMIM Executive Round Tables are not open to all and remain invite only. You may apply for a position if you satisfy the following criteria:

• You are a specialist and recognised underwriter or provider of private medical insurance products;
• You have an established network of third party service providers including healthcare providers and distribution partners.

PLEASE note that satisfying the criteria and applying will not guarantee a position at the table.

Participants enjoy:

• Complete inclusion in 4 executive round tables;
• Full professional executive bio;
• Company logo;
• Company bio;
• Single or double page advertisement;
• Complete online promotion.

About International Private Medical Insurance Magazine (iPMIM) Round Tables

The aim of iPMIM Round Tables is to facilitate Dialog and Debate at an Industry and Government level. Bringing together International Industry Leaders and Policy Makers, iPMI Magazine Round Tables represent the perfect arena for educational, interactive, cross border, cross culture and cross industry discussion, at the highest level.

The Maritime Labour Convention (MLC) is an International Labour Organization convention established in 2006 as the Fourth pillar of international maritime law and embodies "all up-to-date standards of existing international maritime labour Conventions and Recommendations, as well as the fundamental principles to be found in other international labour Conventions".

Title 4 of the MLC covers Health Protection, Medical Care, Welfare and Social Security Protection. 

Medical care on board ship and ashore: Seafarers should be covered for and have access to medical care while on board; in principle at no cost and of a quality comparable to the standards of health care on shore. Countries through which territory a ship is passing should guarantee treatment on shore in serious cases.

Shipowners' liability: Seafarers should be protected from the financial effects of "sickness, injury or death occurring in connection with their employment". This includes at least 16 weeks of payment of wages after start of sickness.

Health and safety protection and accident prevention: A safe and hygienic environment should be provided to seafarers both during working and resting hours and measures should be taken to take reasonable safety measures.

Access to shore-based welfare facilities: Port states should provide "welfare, cultural, recreational and information facilities and services" and to provide easy access to these services. The access to these facilities should be open to all seafarers irrespective of race, sex, religion or political opinion.

Social security: Social security coverage should be available to seafarers (and in case it is customary in the flag state: their relatives).

Job Title: C-Level ONLY

Specifics: iPMIM Executive Round Tables are not open to all and remain invite only.

You may apply for a position if you satisfy the following criteria:

• You are a specialist and recognised underwriter or provider of private medical insurance products for the maritime industry;
• You have an established network of third party service providers including healthcare providers and distribution partners.

Participants enjoy:

• Complete inclusion in 4 executive round tables;
• Full professional executive bio;
• Company logo;
• Company bio;
• Single or double page advertisement;
• Complete online promotion.

Click here to see a demo of how the round tables will be published.

Questions:

• What has the Maritime Labour Convention meant for the insurance industry?
• What insurance plan do you provide for the maritime and marine industry?
• What opportunities exist for insurers in the maritime and marine business?
• What challenges do insurance companies face in the marine and maritime industry?
• How complex an operation is the repatriation of crew, to suitable medical facilities, in the case of an incident?
• In the case of a mass casualty disaster, how prepared is the industry to respond?
• How prepared are payor provider networks for such situations?
• With an estimated 1.5 million workers, the Maritime Industry crosses cultural, political and physical borders every day.
• How popular are value added services like Employee Assistance Services, in the maritime and marine industry?
• What is important when designing maritime and marine insurance plans?
• How can maritime insurance plans assist in the fight against piracy in the Indian Ocean?
• How will the maritime and marine industry develop over the next 5 years and what will this mean for insurance companies?

About International Private Medical Insurance Magazine (iPMIM) Round Tables

The aim of iPMIM Round Tables is to facilitate Dialog and Debate at an Industry and Government level. Bringing together International Industry Leaders and Policy Makers, iPMI Magazine Round Tables represent the perfect arena for educational, interactive, cross border, cross culture and cross industry discussion, at the highest level.

To apply for a position please click here.