1. Benchmarking Research on Global Talent Management and Expatriate Assignments
National Foreign Trade Council Meeting
Best Practice Benchmarking Lab July 13, 2011

2. 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

3. The Best Practice Institute Benchmarking Lab www.bpiworld.com

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

5. 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
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6. 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
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7. 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

8. 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.™

9. 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

10. 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.

11. 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

12. 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.™

13. 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.™

14. 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), 7

15. 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 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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Thanks for Inviting Me!
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