Mobility challenges in Africa, Asia and the Middle East

Transcription

1 Mobility challenges in Africa, Asia and the Middle East Panel discussion October 2014

2 Disclaimer EY refers to the global organization, and may refer to one or more, of the member firms of Ernst & Young Global Limited, each of which is a separate legal entity. Ernst & Young LLP is a clientserving member firm of Ernst & Young Global Limited operating in the US. This presentation is 2014 Ernst & Young LLP. All rights reserved. No part of this document may be reproduced, transmitted or otherwise distributed in any form or by any means, electronic or mechanical, including by photocopying, facsimile transmission, recording, rekeying, or using any information storage and retrieval system, without written permission from Ernst & Young LLP. Any reproduction, transmission or distribution of this form or any of the material herein is prohibited and is in violation of US and international law. Ernst & Young LLP expressly disclaims any liability in connection with use of this presentation or its contents by any third party. Views expressed in this presentation are those of the speakers and do not necessarily represent the views of Ernst & Young LLP. This presentation is provided solely for the purpose of enhancing knowledge on tax matters. It does not provide tax advice to any taxpayer because it does not take into account any specific taxpayer s facts and circumstances. These slides are for educational purposes only and are not intended, and should not be relied upon, as accounting advice. Page 2

3 Introducing our panel Ungku Haslina Ungku Mohamed Tahir Senior General Manager, Human Capital Management Group HRM, Petroliam Nacional Berhad (PETRONAS) Helen Roberts Head, Performance, Reward & Benefits Products Standard Chartered Bank Abigail Harris Senior Director, International Mobility SunGard Data Systems Inc. Page 3 Mobility challenges in Africa, Asia and the Middle East

4 Growth markets 49% of companies predict an increase in assignees into growth markets 2% of companies predict a decrease in assignees into growth markets Top location Second location Third location Country Count Country Count Country Count China 70 Brazil 12 India 9 Singapore 8 United States 7 Indonesia 5 Mexico 5 United Arab Emirates 4 Malaysia 4 Vietnam 3 Other 50 Total 177 China 19 India 18 Brazil 17 Thailand 8 United Arab Emirates 8 United Kingdom 5 Russian Federation 4 Singapore 4 Indonesia 4 Vietnam 4 Other 49 Total 140 China 12 Brazil 10 India 8 United States 6 Malaysia 6 South Africa 5 Russian Federation 5 United Arab Emirates 5 Indonesia 4 Thailand 3 Other 41 Total 105 Countries in the regions we are discussing. Page 4 Mobility challenges in Africa, Asia and the Middle East

5 Standard Chartered Bank We are a leading international banking group, with more than 86,000 employees. The company has a 150-year history in some of the world s most dynamic markets. Ninety percent of our income and profits are from Asia, Africa and Middle East. Where we bank, the people and the companies are driving investment, trade and the creation of wealth. Standard Chartered PLC is listed on the London and Hong Kong Stock Exchanges as well as the Bombay and National Stock Exchanges in India. Page 5 Mobility challenges in Africa, Asia and the Middle East

6 SunGard SunGard is one of the world s leading software and technology services companies with more than 13,000 employees. The company has annual revenues of about USD2.8b. We have 16,000 customers in more than 70 countries. We offer software and processing solutions for financial services, education and the public sector. Financial Systems automates the many detailed processes associated with trading, managing investment portfolios and accounting for investment assets. This business also provides professional services, custom development, consulting services or managed services to meet the growing business needs of their clients. Page 6 Mobility challenges in Africa, Asia and the Middle East

7 Petroliam Nasional Berhad (PETRONAS) Malaysia s leading international petroleum corporation. Established in 1974, started with 18 employees and to date employs 49,812 talents across 50 countries. Equipped with vision To Be a Leading Oil and Gas Multinational of Choice, PETRONAS is currently embarking on an aggressive growth plan globally. World-Class Player Achievements: 69 th Top 70 Fortune 500 (revenue), 6 th most profitable amongst Oil and Gas companies, 2 nd in the world for LNG production capacity. Strong presence in Africa, Asia, Middle East with 88% of workforce in these regions being Malaysian. Slide courtesy of PETRONAS Page 7

8 Qatar Petroleum PETRONAS Shell Sonatrach Exxonmobil ExxonMobil Shell Chevron TOTAL BP PETRONAS Statoil Eni World-Class Player Fully integrated Leading oil and gas multinational of choice with operations along the hydrocarbon value chain spanning over 50 countries FORTUNE Global 500 ranking 69 by Revenue 22 by Profits 6 Most Profitable among Oil and Gas Companies * tied with Shell LNG production capacity 2 in the world* Oil and gas production 2 million boe/d Slide courtesy of PETRONAS 8

9 Global Footprint Increasing diversity in workforce composition Worldwide operations Workforce Strength 49,812 40,992 33,944 25,733 13,136 6, Workforce Composition Exploration & Production ventures in more than 20 countries LNG facilities in Malaysia, Egypt, UK, Australia and Canada Refineries and petroleum product retail leader in Malaysia and South Africa 21% Non-Malaysian Slide courtesy of PETRONAS 9

10 Strong Presence in Africa, Asia and Middle East China Egypt India Indonesia Iraq Philippines South Africa South Korea Thailand United Arab Emirates Vietnam PETRONAS continue to have active operations in these regions, and through its employment value proposition (EVP), has enhanced the attraction, development and retention of diverse talents. 79% Globally Malaysian 21% Non-Malaysian Africa, Asia & Middle East 88% Malaysian 12% Non-Malaysian Slide courtesy of PETRONAS 10

11 Key mobility challenges Africa Asia Middle East Skills shortage Skills shortage Skills shortage Political volatility Safety and security Compliance and regulatory issues Immigration Health Environment Housing and schooling Inflation Salary benchmarking Compliance and regulatory issues Immigration Intra Asia low to high/high to low salary Environment Political volatility Safety and security Compliance and regulatory issues Immigration Attract and retain talent on standard policies Page 11 Mobility challenges in Africa, Asia and the Middle East

12 Global Workforce Our EVP of Trust, Growth and Reward drive the search for the right talent, steer a dynamic career opportunity and reward for high performance Deploy & develop Malaysians to be global talent Acquire non-malaysian talent to cater for business growth Create balance between Build & Buy strategy Accelerate capability development to deliver business results Slide courtesy of PETRONAS Structured global mobility program

13 Questions? Page 13 Mobility challenges in Africa, Asia and the Middle East