TALENT STRATEGY
Support for senior management assignees Yet for other members of the talent pool, especially at senior levels, mobility can be a less attractive prospect. Dual-career relationships, career anxieties, and family and cultural issues are among the challenges well-thought-out and targeted mobility practices can address. BASF has a programme in place to support assignees and their
partners with cultural, career and social integration. The global chemical manufacturer, as elsewhere, increasingly faces the issue of how best to encourage and support partners on assignments, given the rise of dual-income families. International exposure for individuals on the senior leader career
track is considered vital in the business, which employs around 110,000 people and has a large expatriate population. For BASF, the issue is particularly important for helping high-leadership-potential employees stay in the business and develop their knowledge of regional business units before taking up more senior roles, rather than opting out for family reasons. “We really see the international experience as part of our success,”
said Bianca Burke, head of the regional transfer centre for the Asia Pacific region, who is based in Hong Kong. At BASF, while executives at junior level tend to go on assignment
unaccompanied, a majority of senior executives who relocate for international assignments are accompanied by their families. To reduce the likelihood of key talent opting out of senior leadership
career tracks, and to increase employees’ exposure to, and support, talent development across BASF’s business units in the process, the company supports assignees’ partners with a programme designed to smooth integration into the host country.
“We offer eligible partners 120 hours
of language and intercultural training, as well as a social integration budget, all with the intention of making the transition smoother,” explained Bianca Burke. “In terms of career support for partners,
we also offer consultations with an external provider, so people can be realistic about how they can maintain their skills if they can’t work in the host country. The conversation might be an opportunity for discussion about studying for an MBA or opening a business. It brings up other options.” Acknowledging the possible
Bianca Burke
challenges to this approach, including the difficulties compensating for the loss of a second income, Bianca Burke said, “The concept of dual careers is not going to go away. There is no magic answer, but in sharing this we hope to stimulate discussion on how to have successful assignments.”
Mobility-plus? These snapshots of current practice show that mobility can be much more than a straightforward move from A to B. Managed with business, local and individual needs in mind, it can
be an important engagement tool that enriches not only the individuals on assignments, but also businesses, supporting families and local communities.
The Ascott Limited is the proud winner of Re:locate Magazine’s Best Serviced Apartment Provider award!
The group, with its brands including Citadines Apart’hotel and Ascott The Residence, offers a unique stay concept in the heart of major cities supported with a wide choice of personalised hotel-style services.
Experience independent city living in more than 40 properties in Europe, including 7 in London.
www.the-ascott.com 0 800 376 38 98
With three award-winning serviced residence brands, we welcome you to enjoy our renowned hospitality in more than 290 properties in 100 cities spanning more than 25 countries across the Americas, Asia Pacific, Europe and the Middle East.
relocateglobal.com | 11
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68