Benchmarking Research on Global Talent Management and Expatriate Assignments National Foreign Trade Council Meeting www.bpiworld.com www.bestpracticeinstitute.org Best Practice Benchmarking Lab July 13, 2011

Best Practice Institute Research   Best Practice Institute, Best Practices in Integrated Talent Management Best Practice Institute, Best Practices in Cultural Transformations into Innovative Cultures, 2011 Best Practice Institute, Best Practices in Project Management Offices, 2011 Best Practices in Talent Management, Jossey Bass and Best practice Institute, 2010 Best Practices in Leadership Development and Organizational Change: how the best companies ensure leadership success and sustainable change Best Practices in Change Management and Change Championship Best Practices in Leading the Global Workforce Best Practices in Organization Development and Change The Toolkit for Developing Leaders Best Practices in Knowledge Management & Organizational Learning Best Practices in Leadership Development

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Contents Synopsis Industry Profiles Research Methodology Summary Comparisons Secondary Research Findings Additional Companies Being Profiled

Top Key Factors Within Global Leadership Development Programs Our Recent Global Leadership Study Found Several Top Key Elements of Programs Ranging from Assessments, Action Learning, Coaching, and Cross-Cultural Simulations Top Key Factors Within Global Leadership Development Programs Company Action Learning Blended Learning 360 degree Feedback Behavioral Coaching Global Learning Assignments Cross-cultural simulations Use of International Business Cases Whole System Change Agilent Technologies Colgate-Palmolive Dow Chemical Company Intercontinental Hotels Group J & J Tower Automotive McDonald’s The Boppy Company Pfizer Best Practice Institute - 3 -

Global Leadership Development Initiatives Enabled Several Measurable Results for Organizations Ranging from Customer Satisfaction to Shareholder Value Top Positive Results of Global Leadership Development Initiatives Customer Satisfaction 2. Organizational Effectiveness 3. Team Performance 4. Cost Savings 5. Strategic Imperatives Fulfilled 6. Industry Standards 7. Financial Results 8. Shareholder Value Best Practice Institute - 3 -

Expatriate Assignment Study SYNOPSIS The Study Seeks to Identify the Strategic Outlook of Global Organizations on Expatriate Assignments and Their Role in Organization Development and Global Talent Management. Expatriate Assignment Study Interviews with organizational leaders in human resources or international leadership positions within target organizations to identify selection criteria, learning and organizational objectives, expatriation process documentation, other factors that influence organizational decisions for expatriate projects Review of relevant literature from academic and business sources on global trends in various industries regarding overseas assignments Categorize elements of expatriate strategies as transactional vs. transformational to determine the trending focus of global organizations Comparative analysis of data across companies and industries to identify best practices Strategy

Global Industry Profiles Outsourcing & Off-shoring INDUSTRIES PROFILED Industry Sectors Profiled are Top Performers Globally With Significant International Operations. Retail Telecommunications 14 million employees in America alone One of the largest industries in the world by number of businesses and number of employees Globally a $4 trillion sector in 2010 $1.3 trillion in total revenues in the U.S. One of the major providers of employment in the world Global Industry Profiles Travel Outsourcing & Off-shoring Rebounding from the effects of the recent recession Employment for 2010 forecasted at 81.9 million 2010 global revenues forecasted at $1.98 trillion Estimated to be approximately $500 billion global industry in 2011 Offshore firms are becoming more global and mature in nature Sources: Plunkett Research Online © Plunkett Research Ltd.™ www.plunkettresearch.com

Other Companies in Each Industry Being Targeted for Interviews ADDITIONAL COMPANIES BEING PROFILED Other Companies in Each Industry Being Targeted for Interviews Each company below is in the top 20 tier in its particular industry Retail Telecommunications SEARS HOLDINGS CORPORATION WALGREEN CO HOME DEPOT INC MACY’S STAPLES INC TESCO PLC WHOLE FOODS MARKET INC FUJITSU LIMITED NOKIA CORPORATION MICROSOFT CORP VERIZON COMMUNICATIONS INC AT&T INC PANASONIC CORPORATION Travel Outsourcing & Offshoring QANTAS AIRWAYS LTD NBC UNIVERSAL LLC AMERICAN AIRLINES CISCO SYSTEMS INC LOCKHEED MARTIN CORP IBM GLOBAL SERVICES HEWLETT-PACKARD SIEMENS AG

RESEARCH METHODOLOGY We are Utilizing a Wide Variety of Primary and Secondary Research Sources to Prepare This Analysis Primary Sources Secondary Sources We are securing interviews and will be extending survey invitations to companies such as: Best Buy Apple Inc Costco UPS FedEx Delta Disney Boeing Company Nokia Verizon Communications Company financial reports, press releases, and Web sites Industry trend reports Talent Management Journal Diversity Executive Journal T & D Magazine CFO Journal Plunkett Research Online Best in Class Benchmarking Reports Apollo Library Business & Company Resource Center If you qualify for the study, we will provide you a copy of the study at no charge.

RESEARCH METHODOLOGY We Will Examine Both Transactional and Transformational Elements of Global Expatriate Assignments/Talent Management Transactional Transformational Process Mapping & Documentation Funding Management Assignment Design Successful Repatriation Strategies Family Funding Cross-Cultural Training & Development Coaching and Mentoring Assessment & Evaluation Family Involvement HIPO Selection

Transactional Elements of Global Expatriate Assignments SUMMARY COMPARISONS The Study Takes an In-depth View of Internal Practices From Candidate Selection to Performance Evaluation. Transactional Elements of Global Expatriate Assignments Process Mapping & Documentation Funding Management Quality of Assignment Design Successful Repatriation Strategy Family Funding Best Buy Apple Costco UPS FedEx Delta Boeing Nokia Verizon Disney Other Sources: Company Representative interview Plunkett Research Online © Plunkett Research Ltd.™ www.plunkettresearch.com

Transformational Elements of Global Expatriate Assignments SUMMARY COMPARISONS The Study Takes an In-depth View of Internal Practices From Candidate Selection to Performance Evaluation cont… Transformational Elements of Global Expatriate Assignments Cross-Cultural Training & Development Coaching & Mentoring Assessment & Evaluation Family Involvement HIPO Strategy & Selection Best Buy Apple Costco UPS FedEx Delta Boeing Nokia Verizon Disney Other Sources: Company Representative interview Plunkett Research Online © Plunkett Research Ltd.™ www.plunkettresearch.com

SECONDARY RESEARCH FINDINGS Secondary Research Sources Indicate a Need for Clearly Defined Process and Structure for Candidate Selection, Organizational Expectations, and Performance Management for Expatriate Assignments To fully understand the scope and impact of the assignment organizations must evaluate at three levels: Individual personality characteristics culture shock and cultural adjustment (or the lack thereof) person-environment fit, role transition, and role expectations Organization HR Process – selection, training and adequate preparation Performance management Organizational control Societal Cultural distance Rule vs. relationship based governance Level of development of host country There are no empirical studies that have studied expatriate performance management at all three levels of analysis. Sources: Claus, Lungu, and Bhattacharjee ( 2011) International Journal of Management, 28 (1), 249 - 271 7

SECONDARY RESEARCH FINDINGS Major Global Organizations Already Require International Experience for Key Leadership Positions Many large international corporations require leadership competencies to include international exposure and experience e.g. GlaxoSmithKline Rising stars at each level of the organization are tapped to fill acting positions and six-month project leadership roles International assignments are looked on as very important at GlaxoSmithKline, reflecting its global, and particularly transatlantic, culture. International Leadership Program helping the top 600-700 people in the organization develop their international leadership experience Reasons given for stressing global leadership readiness To increase global operational excellence To help build a global mindset and perspective To improve employee engagement and leverage global talent availability Key criteria to measure leadership readiness include international experience, cross-functional experience and completion of leadership courses. Development tools to acquire this breadth of experience include short-term international assignments. Sources: Best Practice LLC. 7

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