The Commisceo Global Blog - Perfect for Culture Vultures

Whether a press release, a case study of cultural difference, some tips on working abroad or some lessons in cross-communication, we try our best to satiate your inner culture vulture.

IHRM - Repatriation Management



Despite ongoing concerns about high expatriate attrition rates companies do not seem to be paying a lot of attention to the repatriation phase. A similar observation can be made in HRM journals; whereas expatriation has been researched extensively during the last decades, repatriation has received scarce attention in literature. The purpose of this article is, therefore, to highlight the relevance of repatriation management in the earliest stages of expatriate management.

Recent research indicates that successful expatriation assignments rely on four elements: the selection of the candidates, pre-arrival preparation for both expatriate and family, the provided support and possibility to keep in touch with the home organization while on an expatriate assignment, and the repatriation arrangements after completion of the assignment (Baruch and Altman, 2002). That appropriate attention to repatriation arrangements is important follows out of various observations: (1) Valuable personnel frequently leave the organization relatively shortly after repatriation. Research findings from 2002 showed that about 50% of personnel left a financial services company within a few years following the return to their home country (Baruch & Altman, 2002).

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Which Language is Spoken Where?

At Commisceo we like to react to our customers needs. One thing we noticed with many of our valued translation and interpreting clients was that sometimes they were unsure as to what languages are spoken in which countries.

So what do we do? We invent a little widget that answers this for them in a second! The widget can be added to their own site and will soon also become a Google Widget (watch this space).

SORRY NO LONGER AVAILABLE

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Boost international trade through Languages



In order for the UK to boost international trade it must invest much more in languages, according to a new report.

The report by James Foreman-Peck of Cardiff Business School found that not learning languages "promotes complacency and under-investment".

Teresa Tinsley, director of communications at CILT, the National Centre for Languages, said: "We urgently need to raise awareness amongst young people of both the economic and cultural benefits of learning a language."

She went on to say that she wanted to see more employers using management skills and valuing languages as a key business skill.

Ms Tinsley said she wanted to see commitment from all government departments – not just the Department for Children, Schools and Families – to recognise the importance of languages to Britain's future.

CILT recently published its new agenda for languages calling on government agencies and businesses to place more value on languages.

"We need to increase the number of UK graduates competent to work internationally, to enable them to compete with multilingual counterparts from across the world," Ms Tinsley added.

The Cardiff Business School report also found evidence to suggest that Britain's language investment is so low that it imposes a heavier tax on British trade than the average for the rest of the world.
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Immigration report proposals will hinder employers



Employers will find it more difficult to recruit skilled migrants from overseas if the government accepts proposals to further tighten up the immigration system, a law firm has warned.

Alarm bells were sounded by Speechly Bircham following a Migration Advisory Committee report on the points-based immigration system, which outlines how the UK could do more to protect jobs for British workers.

Recommendations include:

*A requirement that migrant workers outside of the EU will earn £20,000 and workers without qualifications will earn at least £32,000
* Increasing the application fees for Tier 2 (the skilled workers category for those from outside the EU)
* Increasing the period that a role has to be advertised in the UK to four weeks
* Increasing the period before an employee can transfer from an overseas branch to the UK via an intra-company transfer from six months to 12 months.

Tracy Evlogidis, head of immigration at Speechly Bircham, said: "It is clear from the recommendations that employers will face an incredibly difficult task in recruiting skilled migrants from overseas, no matter how special they are and who they are.

Read more > Immigration
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Employment and Cultural Diversity

Recent surveys of employers consistently show that what they look for in job candidates - and seldom find - are strong communication skills. As the work force increasingly diversifies and organizations become global in scale, employers are setting the bar higher, favoring candidates who can communicate sensitively and efficiently across cultural divides.

Multicultural awareness is a "critical success factor" in today's job market, says B. K. Simerson of Tradewinds Consulting, a St. Charles, Ill.-based firm that helps organizations develop leaders and cope with change.

"We are now a global workforce. If you are entering an organization, unless it's extremely small, you're going to be interacting with individuals from different cultural backgrounds," he says. These differences occur among co-workers and clients and in supply chains and distribution channels, he adds.

Understanding cultural differences and being able to communicate with people of different races, ethnicities, nationalities and backgrounds is so crucial to the success of organizations that it won't be long before such will be the norm among job applicants and an expectation among employers, says Kristina Leonardi, adjunct instructor, NYU School of Continuing and Professional Studies, New York.

Read more > Philly.com
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