讯升的动态

Besides China, many other countries are facing challenges in the global business landscape. The decline in expatriate numbers presents obstacles and opportunities. Companies are now shifting focus to local talent, fostering diversity and inclusivity, leading to a richer corporate culture. While the absence of expatriates may limit collaboration and innovation, finding a balance is key. Businesses must ensure a seamless exchange of ideas while maintaining a global corporate identity. Embracing a more localized approach offers growth and innovation opportunities, alongside recognizing the value of a global perspective. Let's navigate these changes with optimism and openness. #Asia #GlobalWorkforce #LocalTalent #CorporateCulture #Innovation Read more: https://lnkd.in/gFF8epRj

Understanding Global Business at a Local Level Recently, I received some inspiring words from RussellDalgleish, encouraging me to share more of my insights. This got me thinking about a statement I made: how do we truly understand and undertake global business at a local level? Having worked with several companies across various sectors, many pride themselves on being international. But are they genuinely operating at a global level? After spending countless years working away from my home country, I've learned a lot about navigating business in diverse environments. I've seen many from my home country try to replicate their business models elsewhere without adapting to local nuances, often to their detriment. Here are some key success factors for doing global business effectively at a local level: Understand the Legal Framework:?Know the local business regulations, especially employment laws, of the country you're expanding into. Network with Local and Experienced Leaders:?Connect with local business leaders and those from your home country who have successfully expanded abroad. Hire Local Talent:?Employ not just expats but also nationals of the country you're entering to bring in local insights and expertise. Respect Local Culture and Traditions:?Be aware of local business cultures, festivals, and holidays, as they can significantly impact your operations. What are your thoughts? Do you agree, or do you have additional insights to add? Let's start a debate and share our experiences! #andrewpiechowiak #globalbusiness #localinsights #businessgrowth #internationalexpansion

Two points: 1. This is not a good example. The equivocation is: Can correlation be equated with causality? "But having too few international employees can also have unintended consequences for foreign companies in China. Without employees going back and forth from headquarters, opportunities can be missed in communications gaps. Exhibit one of the latter is how many foreign automakers were caught out by the sudden rise of China’s electric-vehicle manufacturers during the pandemic." 2. This is not the right question. The real question is: How will and should a corporate culture evolve in a very distinctive national culture? "'In an environment where you don’t have this very regular exchange of personnel for long-term assignments between headquarters and China — going in both directions — then it’s really hard to preserve the corporate culture,' says Sean Stein, chair of the American Chamber of Commerce in China. 'And?once the corporate culture starts to weaken, gaps between HQ and China start to expand.'" https://lnkd.in/g3s49Zp4

Internalization is a very important step for any company growth. The right people for the job (as always) is paramount. "Business internationalization is a crucial strategic step for the growth and expansion of any organization in a globalized market. However, one of the main difficulties companies face when expanding into new countries is finding and recruiting local talent." This is a very interesting article and offer an excellent option. Finding local talent is challenging. Other option (with added values) is the employment of an experienced Expat. THE ADVANTAGES OF HIRING AN EXPAT International experience Support your international expansion on-site Specialized skills and expertise / Filling talent gaps / Solution to talent shortage Contribute to team diversity and inclusion / Global perspective Leadership and Management skills Strong business network and substantial experience in the market Global mobility and flexibility Cultural Understanding and Integration Knowledge transfer and training Consistency Ensure multilingual coverage / Language proficiency Make you a more competitive employer

Internationalization, a strategic step for business growth ?? How to overcome the challenges involved? ?? This challenge presents a number of obstacles that go beyond simply recruiting qualified personnel and delves into cultural, linguistic and business environment adaptation aspects. ?Language and cultural barriers. ?Local regulations and laws. ?Competition. ? Cultural and organizational adaptation. Beatriz Pérez González tells us in this article how from Servitalent, thanks to Talentor International, we can help you with the search for international talent. ?? https://bit.ly/3wfbkRS #hr #internationalization #executivesearch #barriers #talentor

Leverage “outsider exception” As an outsider, multinational firms may find themselves disconnected from local networks, but this detachment can also provide insulation from local norms that could hinder the progress of local businesses. Consider Japan’s longstanding practice of offering lifelong employment, wherein employees remain with a company until retirement. While this system fosters loyalty and stability and reduces recruiting costs for the employers, it can also result in rigid corporate structures and stifle innovation. This rigidity becomes particularly challenging for companies during economic downturns when performance declines, signaling a need for downsizing. During Japan’s economic crisis, some U.S. and European firms operating in Japan capitalized on their outsider status, choosing to lay off employees to weather the storm. In contrast, Japanese companies, deeply entrenched in the local system, hesitated to take similar actions for fear of repercussions, including media scrutiny and customer backlash, which exacerbated their difficulties. This approach is also effective in breaking career hierarchies and fostering talent acquisition. In many Chinese companies, individuals in higher positions receive preferential treatment, such as staying in luxury hotels during business trips, while lower-ranking employees are relegated to more economical accommodations. However, an American chemical company has challenged this norm by implementing uniform travel standards for all employees, regardless of their positions (the author worked in this company as a marketer before). This seemingly minor yet impactful change ended up attracting Chinese talent as they felt respected. Once more, it remains challenging for many Chinese local firms to embrace this practice, given the deeply entrenched hierarchical culture. This strategy is especially relevant today, as numerous Chinese tech firms and other local enterprises offer enticingly higher salaries and substantial performance bonuses to attract top-tier talent. Consequently, compensation packages offered by foreign firms often struggle to compete in this fiercely competitive landscape, prompting the need for them to explore alternative approaches. Leveraging their outsider’s status and providing equal and respectful treatment is one such approach. https://lnkd.in/ejcb7Kye

?? Global Mobility in 2025: Are You Ready? ?? As someone who’s personally experienced the challenges of moving across borders, I know firsthand the complexity, uncertainty, and opportunity that global mobility can bring. That’s why I’m excited to share insights from our newest report, drawing on the expertise of over 200 specialists across Germany, the Netherlands, and the UK. In a world of rapidly shifting regulations, tech innovations, and increasing compliance demands, how are companies adapting? Here are just a few key findings: ?? 64% of businesses are expanding into new markets ?? 57% are focused on growth within existing markets ?? 55% are forming international partnerships to stay competitive If you’re navigating the complex world of international expansion, talent management, and compliance, this report is for you. As someone who’s lived the experience, I can’t wait to see how these insights will shape the future of global mobility. ?? Download the full report and gain the edge in managing your international teams: https://lnkd.in/eQ2hbwb6 #GlobalMobility #HR #InternationalExpansion #TalentManagement #Leadership #Compliance #PersonalJourney Localyze

The integration of internationals in #Sweden often places a heavy burden on the individuals themselves. While numerous programs aid in their assimilation into society, the focus tends to neglect the responsibilities of the Swedish community in fostering a collaborative environment. There is a scarcity of initiatives aimed at educating the Swedish populace on the importance of working alongside internationals for successful integration. It is crucial to address biases, as evidenced by studies showing that diverse teams, including those in Nordic countries, are 25% more profitable (McKinsey study). Additionally, it is essential to recognize the significant economic contribution made by internationals to the local economy. More emphasis should be placed on providing programs for the #Swedish community and companies to effectively collaborate with international talent in their hiring processes. Ultimately, fostering a harmonious working relationship benefits both parties equally, enhancing the local community and the foreign professionals integrating into it. Should the focus shift from solely aiding international assimilation to assisting Swedish companies in overcoming obstacles to hiring international talent? What are your thoughts on this evolving dynamic?

At a meeting in Shanghai, a multinational firm’s China HR asked me again why Westerners get China’s work culture wrong so often, and why they get so irritated when they discover culture gaps compared to their expectations. In my experience, too many international managers arrive on their China visit or expat posting without intercultural preparation, and most of those who prepare focus on the wrong challenges. What is on their mind is high-level strategic skills including collectivist team behaviour, Confucian traditions and the kind of conceptual ideas you read in Hofstede’s books. Then, China hits them on the gut level. At my FREE webinar on July 18, we’ll once again discuss why firms should start intercultural preparation for business with China at Speed, then move on to the country’s size, internal diversity and only lastly ancient and modern traditions. I’ll illustrate this with worst and best practices from my 20+ years of coaching and advisory. Details and registration: https://lnkd.in/dQhER9zH

Engaging with professionals hailing from every corner of the world has turned the world into a comprehensive classroom where each culture provides a unique lesson in business pragmatism. Similarly, the privilege of dwelling in diverse nations has been akin to collecting puzzle pieces of a global market perspective, each slotting in to reveal a more comprehensive view of international trade: - Cultivating creativity and Innovation through diversity - Enhancing adaptability and cross-cultural communication skills - Harnessing the rich tapestry of perspectives in the global marketplace - Shaping an inclusive and empathetic approach to international trade - Learning from different cultures - Overcoming challenges with a variety of approaches - Embracing diverse lifestyles - Realizing full potential and humanizing experiences - Breaking free from prejudices Exposure to diverse environments is far from a benign occurrence. It is a force majeure for professional development, innovation, and enlightened perspectives. As international trade specialists, embracing the vibrant spectrum of diversity means not only advancing our careers but also contributing to a more inclusive and fair market worldwide. #diversity, #internationaltrade, #exporter