In today's rapidly evolving world, the global mobility landscape is undergoing significant transformations. Recent updates in Indian immigration rules and shifts in global work trends are reshaping the way businesses manage talent mobility. In this blog post, we'll provide you with a brief overview of a recent video that delves into these critical changes.

A Positive Shift in Indian Immigration Rules

Foreign Nationals of Indian Origin: India is home to a diverse expatriate community, including foreign nationals of Indian origin holding foreign passports. Until recently, many of them faced stringent requirements when it came to working in India.

Employment Visa and Dependent Visas: Traditionally, foreign nationals needed an Employment Visa to work in India, while their spouses were granted dependent visas, preventing them from seeking employment.

Interpretation Challenges at Overseas Consulates

Payroll Relocation Dilemma: However, a nuanced challenge arises as different overseas consulates interpret these rules differently. Some insist on moving the employee's payroll to India, creating a significant shift in how assignments are managed.

Lack of Specific Regulations: While some consulates advocate for this payroll relocation, no specific regulations support this interpretation. This adds complexity to the already intricate process of global mobility.

Housing and Schooling Considerations in India

Housing Supply and Rental Rates: The video discusses the fluctuating rental housing supply in various Indian cities, emphasizing the importance of securing accommodations for expats.

International School Fees: For families, international school fees in India range from 6,000 to 36,000 per year, depending on the city, school, and grade level. Flexibility in admissions helps expat families plan their children's education effectively.

Managing Business Expectations in a Changing World

Collaboration with HR: The evolving work landscape calls for increased collaboration between Global Mobility teams and HR departments. Aligning mobility solutions with remote work and hybrid models is now crucial.

Policy Revision: To adapt to changing employee preferences and business requirements, organizations are revising their mobility policies. This includes offering more flexibility in benefits and accommodating permanent moves.

The Challenge of Cross-Functional Integration

Complex Issues: The video highlights the complexity of dealing with issues like remote work and compliance. It emphasizes the need for cross-functional integration across various departments, such as HR, data protection, and tax compliance.

Taxation and Compliance Challenges

Accurate Reporting: Accurate data reporting and compliance are imperative. Recent changes in tax regulations require organizations to be meticulous in their financial records.

No Clear OECD Guidelines: While the Organization for Economic Co-operation and Development (OECD) is studying the implications of remote work, there are currently no clear guidelines on how it affects taxation. Individual country laws take precedence.

Ensuring Compliance and Transparency

Tracking Remote Work: For organizations, tracking where employees are working remotely is vital to ensure compliance with tax and labor laws.

Employee Transparency: Employees play a crucial role in this process. It's essential for them to be transparent about their remote work arrangements, helping organizations manage compliance efficiently.

The global mobility landscape is evolving rapidly, and businesses must adapt to these changes to effectively manage their international workforce. This blog post provides a sneak peek into the insightful discussions in the video, but we encourage you to watch the full video for a deeper understanding of the complex and ever-changing world of global mobility in India.

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Relocating to a new country is a complex process, and when it comes to Japan, a country known for its rich culture and traditions, it's essential to stay informed about the latest trends and challenges in the global mobility landscape.

ATMA’s panel shared their thoughts on the current challenges and trends for talent mobility in Japan

• Immigration screening times are getting shorter, with an average processing time of one month.
• Japan is becoming more open to non-traditional immigration applications, including same-sex partners and extended family members.
• Electronic Certificate of Eligibility (CoE) copies are available but may be unreliable; physical copies are recommended.
• Drastic decrease in temporary housing availability for middle-class business travelers during the pandemic.
• Remote work trends are driving demand for larger living spaces among local hires and younger employees.
• International schools in Japan face challenges related to space and competitive admissions processes. Limited availability and high demand necessitate rigorous selection criteria.
• Some schools are relocating to suburbs or consolidating facilities to accommodate more students.
• Japan's ranking as an expensive destination has dropped due to a weakening yen, but prices have risen in absolute terms.
• Protectionism in immigration and tax regulations is on the rise globally, posing challenges for remote workers and payroll compliance.

ATMA webinars are available via our Members Resources Section or view on our Youtube or bilibili site. 

Mentorship is a transformative relationship that has the potential to benefit anyone, regardless of age, background, or career stage. Whether you're a recent graduate, a mid-career professional, or a seasoned veteran in your field, statistics overwhelmingly demonstrate the positive impact of mentorship.

Here are just a few:

•  According to a Gallup poll, employees who have a mentor are three times more likely to feel engaged at work.
• The Association for Talent Development (ATD) reports that 75% of executives credit their success to having a mentor.
• Research by the American Society for Training and Development (ASTD) reveals that people who receive mentoring are promoted five times more often than those who don't.
• A study published in the Journal of Vocational Behavior found that mentees reported significant skill improvement in areas such as communication, leadership, and problem-solving.
• In the same study, 84% of mentees said they were more confident in their abilities after being mentored.
• A study conducted by Sun Microsystems found that employees who received mentoring increased their productivity by 88% compared to those who did not.

The ATMA Mentoring Asia Program is launching soon.  To learn more, visit the Mentorship page under Education.  Members can find even more details in the Member’s Only Mentorship section.  Participation in MAP is included in ATMA membership.

Curious and want to discover more?  Perhaps ask some questions?  Join our webinar on October 18 at 4:00 HKT for a discussion on the invaluable benefits of mentoring.  Register now to attend live or to receive a recording.

Asia is a dynamic region that is and will drive global growth for years to come. The Asian Development Bank (ADB) was developed to help enable that growth. ADB recently released a report outlining their work with the Association of Southeast Asian Nations (ASEAN), titled "The ADB's Role in ASEAN Integration: Pillars of ASEAN." One of the pivotal pillars, Pillar 3, revolves around "Growth and Competitiveness," aiming to foster regional economic growth and enhance competitiveness. To this end, the Asia Talent Mobility Alliance (ATMA) - www.asiatma.com - emerges as a key enabler in supporting successful talent mobility in the ASEAN and Asia regions, that is a key component to success for the Pillar 3 goals.  

Pillar 3: Growth and Competitiveness:

The third pillar of the ADB's ASEAN integration strategy, "Growth and Competitiveness," revolves around stimulating economic growth, enhancing regional competitiveness, and promoting innovation. It recognizes the importance of facilitating cross-border trade, investment, and connectivity to drive regional economic expansion. This pillar also emphasizes the need to invest in human capital, recognizing that a skilled and adaptable workforce is essential for sustained growth and competitiveness.

The Asia Talent Mobility Alliance (ATMA):

The Asia Talent Mobility Alliance (ATMA) is a new industry association that aligns perfectly with the objectives outlined in Pillar 3. As global markets become increasingly interconnected, talent mobility plays a critical role in driving growth and enhancing the competitiveness of both individuals and businesses. Through its work, ATMA acts as a catalyst for effective talent mobility within ASEAN and across Asia.

ATMA's Role in Supporting Pillar 3:

• Enhancing Regional Collaboration: ATMA brings together members of the talent mobility community to facilitate collaboration and knowledge-sharing on talent mobility practices. This collaboration is vital for creating the policies and programs that enable growth and competitiveness as businesses hire across borders to gain access to a diverse pool of skilled professionals and ideas.
• Skill Development and Innovation: By promoting talent mobility, ATMA fosters the exchange of skills, knowledge, and best practices amongst HR and Talent Management professionals. Innovation is generated by shared expertise and a community dedicated to exploring and sharing creative solutions to talent mobility issues. Through empowered HR and Talent Mobility teams, companies help ensure they have in place the required programs to support a mobile workforce which promotes skill and leadership development in multi-national companies by creating assignments designed to build organizational knowledge and a well-rounded experience.
• Cross-Border Recruitment and Workforce Optimization: Asian companies frequently hire talent from within and outside the Region to tap into a broader talent pool or fill local needs. ATMA members specialize in helping to find that talent and helping them arrive in a new location, ready to work. This benefits the business and enhances individuals' career prospects, aligning with the goals of Pillar 3.
• Good Governance of Talent Mobility: ATMA emphasizes good governance in talent mobility practices, promoting that the relocation of employees is carried out ethically, transparently, and in compliance with regulations. ATMA members share best practices for benefits and policies promoting sustainable talent mobility practices which build on responsible growth.

ATMA's Four Pillars of Community, Advocacy, Development, and Sustainability align with ADB's Strategy 2030 to achieve a prosperous, inclusive, resilient, and sustainable Asia and the Pacific. The effective mobility of talent is fundamental to Asia's growth and competitiveness.

Value of Mobility Policies and Benefits

For relocating employees and their families, supportive benefits provide a positive experience and can help reduce failed assignments for the company. Talent Mobility Policies include:

• Reducing or Eliminating Employee Financial Loss and Compliance Risk

• Limiting Emotional Toll and Lost-Time at Work

• Retaining Talent and the Enhanced Skills Developed

The above list is far from exhaustive. As the support for a diverse mobile workforce advances towards customized and individual support programs, it will continue to grow well into the future.

Asia Talent Mobility Alliance is a not-for-profit organization whose vision is to enhance the innovation and development of the talent mobility industry of Asia. ATMA is a member-driven and volunteer-run organization whose work is enabled by membership fees and sponsorships.

By promoting collaboration, skill development, innovation, and responsible mobility practices, ATMA contributes significantly to achieving the goals outlined in Pillar 3. As ASEAN and Asia continue to evolve, the synergy between ADB's strategy and ATMA's initiatives is poised to create a more prosperous and competitive regional landscape.

In a rare instance of collaboration amidst diplomatic tensions, China and the United States have agreed to double the number of flights between the two nations. The move has captured the attention of various sectors, including the relocation industry, which is poised to benefit from increased connectivity.

Key Details of the Agreement

The article published in the South China Morning Post highlights several key details that underscore the significance of this aviation agreement:

Diplomatic Relations: The approval of double flights signals a willingness from both sides to engage in dialogue and foster a more cooperative atmosphere. This could lead to increased opportunities for collaboration across sectors, including the relocation industry.

Frequency Expansion: The agreement allows for a substantial increase in flights, doubling the weekly flights between the two nations. This frequency expansion is expected to streamline business and personal travel, making international relocation more convenient and efficient.

Airline Engagement: Both Chinese and American airlines are set to benefit from this arrangement. Not only will it facilitate business operations and tourism, but it could also help improve the attractiveness of relocation assignments to and from each country.

Enhanced Mobility: With increased flights, employees and their families will have more flexible travel options, facilitating smoother cross-border relocations. This heightened mobility is a welcome change for the talent mobility industry and individuals moving between countries.

The recent approval of double flights between China and the United States provides hope for improved relations and cooperation between these two global powers. The expansion in air connectivity has far-reaching implications for various sectors by further facilitating the movement of individuals and families across borders.

ATMA, the premier not-for-profit membership association dedicated to talent mobility in Asia, is delighted to announce the official opening of its membership enrolment.

This milestone presents an exceptional opportunity for professionals across the region to join a vibrant Asia-focused community and gain access to invaluable resources, mentorship programs, and professional growth initiatives.

ATMA is committed to fostering industry collaboration, knowledge exchange, and career development. By becoming a member, individuals can avail themselves of the following key benefits:

1. Community: ATMA offers a network of talent mobility professionals and subject matter experts who work for Asian and Asian-invested companies. Members gain access to a robust platform for networking, idea sharing and fostering lasting connections within the industry.

2. Resources: ATMA provides exclusive access to a wealth of resources from information exchange programs, including a resources section, webinars, and meetings. This knowledge empowers members to make informed decisions and stay ahead of the curve.

3. Mentorship: Launching in September, the ATMA Mentoring Asia Program (MAP) is set to offer a unique opportunity for professionals from across APAC to learn new skills. Such mentorship fosters personal growth, skill development, and a deeper understanding of the industry's intricacies.

4. Professional Growth: ATMA is dedicated to nurturing the professional growth of its members. Through workshops, webinars, and skill-building sessions, individuals can sharpen their expertise and seize new opportunities for career advancement.

The Launch Committee, supported by the Foundation Partners, has worked closely for the past two years to create an environment that mirrors ATMA's four pillars: Community, Development, Advocacy, and Sustainability. To fulfill the vision for ATMA requires a group of dedicated individuals ready to participate and build upon the existing foundation.

To enroll and reap the benefits of ATMA membership, interested individuals can visit the association's official website at www.asiatma.com. The membership enrollment process is now open and accessible to all who wish to be part of this dynamic network.

About ATMA:

Asia Talent Mobility Alliance (ATMA) is dedicated to empowering the talent mobility industry in Asia. It is the first not-for-profit mobility organization developed in Asia specifically for Asian and Asian headquartered companies. Members include HR, Talent Acquisition, and Global Mobility teams and those in related fields that provide the support and structure to position employees wherever needed. ATMA advances its mission through services and programs that support members' communication, education, community, and advocacy.

For more information, please visit: https://asiatma.com

Media Contact: Sharon Michnay, Director of Marketing memberservices@asiatma.com

Talent Mobility is a strategic imperative for companies seeking growth and competitive advantage. Investing in an Asia Talent Mobility Alliance membership for your HR and Talent Mobility staff offers numerous compelling benefits that can significantly impact your organization's success.

Here's Why:

Knowledge Sharing and Best Practices

As a member of ATMA, your Talent Mobility team gains exclusive access to a platform that facilitates knowledge sharing and the exchange of best practices. They can tap into industry-specific insights and innovative strategies currently in use across Asia. ATMA's near-future goal is to offer research and reports to members so they can benchmark their own programs.

Networking and Collaboration

ATMA membership offers invaluable networking opportunities with industry leaders, experts, and peers from diverse sectors and geographies, all with a uniquely Asian focus and perspective. Your Talent Mobility staff can engage in meaningful collaboration, foster new partnerships and gain exposure to novel ideas. These connections can lead to enhanced organizational capabilities.

Influence Talent Mobility Policies

By joining ATMA, your company's Talent Mobility team becomes part of a collective voice advocating for favorable talent mobility policies in Asia. ATMA's Advocacy goal is to collaborate with governments and policymakers, enabling your organization to shape policies that support talent mobility, reduce barriers and enhance the ease of doing business across borders. 

Professional Development and Learning

ATMA offers professional development opportunities for HR Talent Mobility professionals, including workshops, webinars, and access to industry resources. Investing in their continuous learning and skill enhancement will empower them to navigate the complex landscape of talent mobility with confidence and expertise, driving optimal outcomes for your organization.

Social Impact and Sustainable Development

Aligning your company's talent practices with ATMA's focus on inclusivity, diversity, and responsible mobility contributes to positive social impact. By prioritizing equitable talent management, your organization fosters a culture of fairness and equal opportunity. ATMA also supports sustainable development goals, supporting your company to be a responsible corporate citizen in Asia. 

Resource Optimization and Cost Efficiency

Membership in ATMA enables your Talent Mobility team to leverage shared resources, infrastructure, and expertise among members. This collaborative approach optimizes costs, eliminates duplication, and streamlines mobility processes.

Asia Talent Mobility Alliance (ATMA) is dedicated to empowering the talent mobility industry in Asia. It is the first not-for-profit mobility organization developed in Asia specifically for Asian and Asian headquartered companies. Members include HR, Talent Acquisition, and Global Mobility teams and those in related fields that provide the support and structure to position employees wherever needed. ATMA advances its mission through services and programs that support members' communication, education, community, and advocacy.

Membership opens August 1, 2023.

• $300.00 USD - First Membership
• $200.00 USD - Each Additional Member

Sponsorship Opportunities - Available Now!

ATMA Country Updates are designed to give a snapshot of housing, education, immigration and cost of living of today.  Our Hong Kong update sets a mid-year benchmark for post-opening statuses while our knowledgeable speakers delve into a bit of what may yet come.

Top Takeaways

• Gain an overview of the upcoming visa and immigration changes, specifically through the COMPASS system 
• Learn tips and best practices for navigating Singapore's hot property market and the tight international school situation
• Get a holistic review of talent programs and hiring practices in preparation for COMPASS

WATCH Now: 

Don't forget to register for ATMA's upcoming webinars:

Country Update | Taiwan  July 21, 14:00 HKT

EY published the results of the EY 2023 Mobility Reimagined Survey and the insights examine how talent mobility is underutilized at most organizations.

How Reimagined Mobility Can Help Organizations See Reward and Not Risk

In today's globalized economy, workforce mobility is more important than ever. By sending employees on international assignments, organizations can gain access to new markets, build relationships with key stakeholders, and develop their talent pool. However, mobility can also be risky. There are legal, compliance, and tax considerations to take into account, and the employee experience is critical to the success of any mobility program.

The EY 2023 Mobility Reimagined Survey reveals that many organizations are not realizing the full potential of their mobility programs. The survey found that only 30% of respondents believe their organizations are effectively managing the risks associated with mobility, and only 25% believe their organizations are providing a positive employee experience.

This article discusses how organizations can reimagine their mobility programs to mitigate risk and maximize reward. The key insights are as follows:

• Employee experience is as important as mobility execution. Organizations need to focus on providing a positive employee experience for those on international assignments. This means providing clear communication, addressing any concerns or challenges, and ensuring that the employee's family is also supported.
• Mobility can cultivate cross-border growth for people and organizations. By sending employees on international assignments, organizations can help them develop new skills and perspectives. This can lead to increased productivity, innovation, and cross-border collaboration.
• Organizations need to realize the full strategic and tactical value of mobility programs. Mobility can be a powerful tool for achieving business goals. Organizations need to carefully consider their objectives and develop a mobility program that is aligned with those goals.

One outstanding piece of information comes in the form of this chart showcasing the powerful impact of an integrated talent and mobility program.

The article concludes by providing some recommendations for how organizations can reimagine their mobility programs. These recommendations include:

• Streamline mobility processes and invest in the right technology. This will help to reduce friction and improve efficiency.
• Increase awareness of tax, immigration, and regulatory risks. This will help organizations to mitigate risk and comply with regulations.
• Integrate mobility with other HR functions. This will help to ensure that mobility is aligned with overall HR strategy.

By following these recommendations, organizations can reimagine their mobility programs to mitigate risk and maximize reward. This will help them to attract and retain top talent, build a global mindset, and achieve their business goals.

Video Recording Now Available

Content Highlights:

• APAC and China are leading the world in economic growth for 2023, it's share is 70%
• 43% of the worlds 5,000 largest companies are headquartered in AAC
• Indonesia, Vietnam and Malaysia are anticipated to see new and more attention
• China is expected to see increasing foreigners into China combined with increasing domestic mobility
• There is a large difference between locations for desire to be remote
• Cost and need to fill talent gaps are driving diversification of policies
• Local talent availability remains a challenge in SEA, but China is less dependent on expatriates
• Cultural background can impact an individual's willingness to do an overseas assignment
• Seeing more self-initiated moves

Watch Now

Youtube:

Or watch on bilibili:  https://www.bilibili.com/video/BV1TF411R7zo/?share_source=copy_web&vd_source=f635ab3976357db98f6a2c4671f1ecec

Important Dates:

• ATMA Membership Launch on August 1, 2023
• ATMA Reception in Singapore on September 6, 2023