Outlined

International assignments are on the rise. Two recent surveys indicate that multinational companies plan to grow their global mobility programs to capitalize on emerging markets, adapt to the changing global marketplace, and develop talent.According to the “Worldwide International Assignments Policies and Practices” report by global talent consultant Mercer, 70-percent of companies worldwide intend to increase the number of employees on short-term overseas assignments by the end of the year, and 55-percent of companies also plan to send more employees on long-term international assignments.1

Additionally, the Global Mobility Survey, which gains insights from HR and mobility professionals from more than 1,200 companies across 56 countries, indicated that 41-percent of companies plan to offer more international assignments over the next 12 months.2

Who is taking overseas assignments?On average, those employees who take long-term international assignments are between 35 and 55 years of age. Short-term assignments generally prove to be equally attractive to the under-35 age group as well as the 35-55 age bracket.3

Employees who have international experience are 39-percent more likely to be promoted quickly, which could be one of the top drivers for accepting an overseas assignment.4 Figure 1 highlights how influential an overseas assignment can be on talent development.

Opportunity for advancement is likely what is encouraging more women to say yes to international positions. Since 2010, the number of women on

international assignments has grown by 3-percent to 13-percent.6 Interestingly, many of these women are not accompanied by their partners, whereas more than half of their male counterparts move with their partners and/or families.7

Where are assignments taking place?According to the Mercer report, expatriates’ priority destinations include China, the United States, Brazil, the United Kingdom, and Australia.8 China and Brazil both represent huge opportunities for companies looking to capitalize on large markets in Asia and South America. Because English is the primary language spoken in the U.S., U.K., and Australia, these countries are desired work relocation destinations for employees from every geographic location.9

Naturally, the industry in which a company operates plays a major role in determining where international assignments will take place. Retail, pharmaceuticals, and oil and gas are driving the largest share of overseas assignments.10 And as such, countries that are major players in these industries are seeing a larger influx of expatriates. Brazil, for example, is extremely important in the energy market, whereas Germany is attracting pharmaceutical companies and biotechnology organizations.11

the global 100’s mobility partnerMultinational countries depend on Graebel to help them move their people ahead worldwide. Graebel provides on-the-ground services in 153 countries and is ready to help expatriates settle into their new homes and countries’ culture quickly. With years of experience living and working overseas, our in-region people understand how businesses operate in each country and how to adapt to unique cultural nuances. These experienced mobility professionals have formed strong working relationships with the Graebel global supply chain and communicate in the local language to establish clear expectations and directions.

Every year, Graebel brings together major players in global mobility to discuss trends and best practices. Since 2000, the Graebel Relocation Alliance Conference has provided global companies and members of the by-invitation-only global supply chain the opportunity to discuss important topics impacting the industry and participate in peer training. Additionally, the Relocation Policy Summit, held annually in the U.S. since 2007 and most recently in the EMEA region, offers Global 100 and Fortune 500 participants an open forum to discuss relocation solutions and network.

For more information, contact your Graebel representative.

Companies plan to send more employees overseas

1 Roy Maurer. “International Assignments Expected to Increase in 2013.” SHRM, May 14, 2013. 2 “Global Mobility Survey 2013.” www.globalmobilitysurvey.com. 3 Roy Maurer. “International Assignments Expected to Increase in 2013.” SHRM, May 14, 2013.4 “Short and Long-term Overseas Assignments Expected to Increase in 2013.” CFO Innovation, April 19, 2013. 5 Ibid.6 Roy Maurer. “International Assignments Expected to Increase in 2013.” SHRM, May 14, 2013.

7 Gina Ruiz. “Employers Sending More Women on International Assignments.” Workforce, September 7, 2011. 8 Roy Maurer. “International Assignments Expected to Increase in 2013.” SHRM, May 14, 2013.9 BDO. “Mobilising Talent: The Global Mobility Challenge Survey.” October 2012. 10 “Largest survey of international mobility programmes finds growth in international assignment activity fuelled by ‘emerging markets.’” TotallyExpat.com, May 2, 2013. 11 Ilyce Glick. “10 best countries to live and work abroad.” MoneyWatch, July 25, 2011.

The information contained in this document represents the current research of Graebel Companies, Inc. on the issues discussed as of the date of publication. Graebel cannot guarantee the accuracy of any information presented after the date of publication.

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Figure 1: reasons For an international assignment5

350 4540 50

Ensure knowledge transfer 41%

Receive specific managerial skills not available locally 38%

Develop career and leadership skills 43%

Fulfill specific project needs 39%

Receive specific technical skills not available locally 47%