KPMG ROMANIA S.R.L.

 | 

DANIELA OPRESCU

 | 

MADALINA RACOVITAN

  |  2015-06-26

KPMG: More companies aim to drive growth with global assignments

For companies pursuing growth in new markets, having the right people on the ground is essential. Worldwide, more companies are drawing on the experience and know-how of their internal talent to develop business in new locations through global mobility assignments.

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Global Assignment
KPMG ROMANIA S.R.L.


DANIELA OPRESCU

DANIELA OPRESCU

at KPMG ROMANIA S.R.L.


MADALINA RACOVITAN

MADALINA RACOVITAN

PARTNER, HEAD OF PEOPLE SERVICES at KPMG ROMANIA S.R.L.

Documents

At the same time, companies with established global mobility programs – such as those based in the US, Canada, the UK and other European countries – continue to expand and adapt their global mobility programs to meet ever-changing needs. Supporting business objectives and adapting to changing business requirements are the primary goals of these programs for the majority of companies.

 

These are some of the key findings from KPMG’s Global Assignment Policies and Practices (GAPP) Survey 2015. Now in its 17th year, this annual poll of over 600 organizations worldwide continues to present benchmarking data and insights on how global companies manage their international assignment programs.

 

“With a well-run global mobility program, companies can enhance their culture by giving talented employees the opportunity to live and work in a different country, broaden their experience, learn new skills and establish a personal global network,” says Mădălina Racovitan, Partner, Global Mobility Services, KPMG in Romania. “And internationally experienced employees bring deeper insights and demonstrate exceptional value to local clients and targets by supporting speed-to-market goals while minimizing business risk.”

 

Overall, 86 percent of survey participants say their use of international assignees will stay the same or increase over the next five years. Results are even higher for European headquartered organizations and those in the energy industry.

 

The survey reveals companies are broadening the variety of assignment types on offer to improve the flexibility and adaptability of these programs:

 

• 81 percent of participants offer short-term assignments (typically defined as less than 12 months)

• 96 percent offer long-term assignments (typically 1–5 years)

• 47 percent offer permanent transfer/indefinite length assignments.

 

Companies are also becoming more flexible in their assignment policy approaches – setting policy frameworks with core and optional provisions and expanding the range of choices for either the business or the assignee (e.g. through menu-driven or points systems).

 

“Approaches like these show a clear trend toward supporting more customized programs that aim to better meet assignee needs while keeping costs in check,” says Daniela Oprescu, Director Global Mobility Services, KPMG in Romania.

 

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