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论文作者:留学生论文论文属性:ppt登出时间:2011-01-19编辑:anterran点击率:7455
论文字数:3210论文编号:org201101191034002534语种:英语 English地区:美国价格:免费论文
关键词:International Human Resourcesmanagingmobile workforce
International Human Resources
Introduction
Who am I and what is my background?
留学生论文网What do successful organisations do well when managing a mobile workforce?
What is the reality of doing business overseas / internationally in the Oil and Gas industry?
What are the challenges facing RBG?
What is my role in an International environment?
What are the general challenges?
Questions
Who am I?
Tracy Thomas
BSc (Hons) Psychology 1991 followed by a
Postgraduate in PERSONNEL MANAGEMENT 1995 RGU
1995-2004 – AMEC (up through the ranks from Training and Development Co-ordinator to Deputy HR Manager and finally – International HR Manager in 2000)
2004-2005 – Taylor Woodrow – Regional HR Manager
2005-2009 – KCA DEUTAG – Group HR Manager (NBU)
(responsible for HR across mainland Russia, Kazakhstan, Azerbaijan, Sakhalin, Angola, Norway, Germany, Netherlands and UK)
2009 – RBG! International HR Business Partner / Consultant
International HR in the Oil and Gas industry…and my experiences…..has been a great career for me
I have regularly visited all of the following through my work:
Azerbaijan
Dubai
Germany
Kazakhstan
Norway
The Philippines
Russia (Western Siberia)
Sakhalin Island
Singapore
Indonesia
USA
Highlights!
10 hour train journey through Siberia to visit 2 Land Rigs (Drilling)
Visiting a children’s home in the Philippines sponsored by the Company
Graduate recruitment
Prepare an employing entity/ company in a tax free jurisdiction
(No requirement to pay employee taxes in the employing country – only in the country of assignment (host country) – thus making it a cheaper employment option)
Successfully move personnel from location to location
Succession Planning*
Standardise “international” packages that are based upon competitive rates for the job role and experience rather than being driven from the Country from where the individual comes
A global employment policy (and benefits)
A “trouble shooter” goes into a new territory and scopes out issues such as visas, work permits and identifies an in-country “partner”, organises accommodation, roads etc.
Prepare an employing entity/ company in a tax free jurisdiction
(No requirement to pay employee taxes in the employing country – only in the country of assignment (host country) – thus making it a cheaper employment option)
Successfully move personnel from location to location
Succession Planning*
Standardise “international” packages that are based upon competitive rates for the job role and experience rather than being driven from the Country from where the individual comes
A global employment policy (and benefits)
A “trouble shooter” goes into a new territory and scopes out issues such as visas, work permits and identifies an in-country “partner”, organises accommodation, roads etc.
Prepare an employing entity/ company in a tax free jurisdiction
(No requirement to pay employee taxes in the employing country – only in the country of assignment (host country) – thus making it a cheaper employment option)
Successfully move personnel from location to location
Succession Planning*
Standardise “international” packages that are based upon competitive rates for the job role and experience rather than being driven from the Country from where the individual comes
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