Global Business News

Governor’s International Awards

By |2010-10-13T23:46:35-04:00October 13th, 2010|Categories: Birchtree News, Global Business News, Uncategorized|

                       Birchtree Global CEO Janet Walsh and Ambassador Andrew Young

Janet Walsh and Ambassador Andrew Young, World Trade Center Atlanta Board Members, at the 2010 Governor’s International Business Awards Gala.  Ani Agnihotri was nominated for International Business Person of the Year.  Ani was a featured participant in Birchtree-HR’s “At the Table HR Simulation”.  Congratulations Ani!

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Global News for Clients

By |2010-08-02T00:23:56-04:00August 2nd, 2010|Categories: Global Business News, Global Business Strategy, Uncategorized|

August 1, the Dubai government ordered all text messages via cell phones blocked.  This was sudden and caught many gulf businesses by surprise. 

Scott Moran, global attorney and Latin American expert, says he is seeing more investment activity in Uruguay. Despite the left of center government they have as an objective to create a “Switzerland” of Latin America.   Montevideo, Uruguay is only a short ferry ride from Buenos Aires.  Chile, Colombia and Brazil remain other popular destinations, however with varying tax consequences.

Glen Faulk’s firm, BAL Global has reported that India’s cap on expatriates per company (20) has been reversed to the relief of companies with large expatriate populations in India.  However the new UK coalition government will be implementing a permanent immigration quota in 2011 which will bring levels of immigration to the 1990’s rate.  This new policy will dramatically reduce the numbers of non-Europeans allowed to live and work in the UK. 

Janet Walsh, Birchtree Global’s CEO, reports back from speaking at several professional and industry conferences for the medical, hospital and executive staffing industries this month that business leaders are looking at what creates market based competitive advantage then tailoring their business strategies around these metrics to increase financial performance.  Often they are looking to the HR business partner to drive business metrics by better crafting compensation and talent management programs.

Dr. Jay Hakes, Director of the Carter Center Library, and green energy expert, has been tapped to serve as part of the Obama administration gulf clean up and monitoring efforts.  We have introduced several of our green energy clients to Dr. Hakes and he has been very helpful in sharing his thoughts on the future of green energy.  So, the next time you see that algae in your pool…it might be your energy of tomorrow.

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Webinar

By |2010-03-04T20:35:18-05:00March 4th, 2010|Categories: Birchtree News, Global Business News, Uncategorized, Webinars|

 
“Establishing a Business Overseas” 

Your clients are global and they want you by their side.  How does that work?

What are the key issues that will challenge your profitability and performance?

How much will it cost, what are the hidden costs?

What is the “artificial economy” for green/bio tech/tech organizations?

Join the global, legal, financial, and HR start up experts at “Birchtree Global” as they share their experiences in 70 plus countries in this dynamic webinar. 

To Register:  Info@birchtreeglobal.com

Cost:  $200/person

Agenda and Schedule

Begin With the End in Mind…

March 11, 12:00-1:30 PM

What characterizes success in global expansion and what are “Killer Assumptions”?
What factors enhance a successful outcome?  What are the key risks and costs?
Understanding how the game is played overseas and the economics of politics
Global business structures pro’s and con’s of joint ventures, sales offices
Understanding global trade requirements and import/export/restrictions
What is the artificial economy for green tech/bio med/technology?
Organizing global teams for maximum performance

Enhancing Profitability from Global Operations…

March 18, 12:00-1:30 PM

It’s all about the Benjamin’s, developing a global tax strategy and repatriating profits
Leaving profits in country and government restrictions on profit repatriation
Alternative financing arrangements, identifying country/region/city incentives
Shelf company or new establishment and the cost of incorporation        
Labor law requirements, who controls your workforce and unions

The “People Face” of Your Company…

March 25, 12:00-1:30 PM

Who’s going to do the work…cost/benefits/expat ROI/Expatriates/Inpatriates?
The employer/employee contract…surprise, you can’t hire or fire at will!
Critical selection decisions, how you are perceived and local labor law
Your new business partners-the Union and the Government
Why selection and performance management are of the utmost importance
Compensation issues, statutory and non-statutory benefits, stock options

Global Process Management and Integration…

April 1, 12:00-1:30 PM

The “three legged stool”, integration of tax, legal, HR issues
Workforce integration-cultural issues-knowledge management
Global financial management, it’s all about the Benjamins/Euros/Pesos…Regulation, what’s regulated…? 
Data Privacy requirements
Ethics, the difference between a tip and a bribe and what to do about it
Foreign Corrupt Practices Act, enforcement is becoming critical
Safety, protecting employees, equipment and your business

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“Managing Expatriate Compensation-New Concepts and Practices”

By |2010-02-28T13:10:49-05:00February 28th, 2010|Categories: Birchtree News, Global Business News, Uncategorized, Webinars|

HRCI 1.5 GPHR/SPHR Credits

FREE-Must register in advance

March 26, 12:00-1:30 PM EST

Is your firm working with expatriates?  Are you considering sending expatriates overseas?   Do you have the current legal, financial, immigration and HR expertise to craft a highly effective expatriate compensation package?  Do you know how expatriate compensation packages are changing?

If not, you can upgrade your skills by joining the global legal, financial and HR experts at Birchtree Global as they present this free webinar on “Managing Expatriate Compensation-New Concepts and Practices”.

Topics covered will include:

A. Environmental and Corporate Issues Impacting Expatriate Compensation

            Social networking-you don’t own your brand

            Graying workforce-age of expatriates is increasing

            Shortage of skilled workers

            Dual career couples

            Cost of education

            Better HRIS systems

            Demand for higher performance and utility in HR systems

            Globalization of products, markets and workforce

            Perceived “Fairness” of expatriate compensation

            Corporate emphasis on expatriate ROI

            Mobility expectations of employees

            Mass migrations of people

            Global hiring trends BRIC countries higher than US

 B. Expatriate ROI-Strategic Implications

            Business executives’ expectations

            More focus on metric measurement of the entire experience

            Selection decisions, demands on managers of expatriates

            Suggestions on the value of strategy mapping

            Cost/Benefit Value of providing certain services

            More emphasis on business trips-tax implications

            The cost effect of perceived inequities by local workforce

            Talent management ROI

            Compliance risk

            Technology vs. manpower data collection costs

            Socializing expatriates in country-high value ROI

 C. Costing Expatriate Assignments

            Balance Sheet approach is still number 1 but changing

            Efficient purchaser-characteristics of this process

            Local Plus-characteristics of this program

            Hybrid programs-characteristics of hybrid programs

            COLA by Family –where to get data, value of data

            Foreign service premium-utility, changing ideas

            In Europe “mobility Allowance’ more common

            Dual career costs, mitigation

            Increasing need for flexibility in policies

            Taxation of expatriate rewards

D. Workforce Implementation and Integration Challenges

            Documentation of costs, particularly pre-planning

            HRIS systems global reach-one size fits all systems

            War on tax avoidance-increasing as is government data sharing

            Data Privacy challenges as regulation grows

            Managerial compliance, partnership, educating the expat’s boss

            Rapid changes in tax, labor law, issues, how to manage change

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Financial Innovation in the Transatlantic Economy

By |2010-02-28T12:48:52-05:00February 28th, 2010|Categories: Birchtree News, Global Business News, Global Finance, Uncategorized|

Last week I attended a conference sponsored by EUCE (European Union Center of Excellence) on “Financial Innovation in the Transatlantic Economy”.  The conference proceedings showcased:

Generators of financial reform efforts in the US and European Union

                Future trends in regulation

                Financial challenges under Basel II

                European financial reform and access to finance and commercial bank lending

                Business growth strategies and access to capital  

The speakers included:

Mr. Edouard Franciois de Lencquesain, from Paris Europlace (former S.W.I.F.T. board member)

Dr. mark Blyth, Professor of International Political Economy, Brown University

Ms. Cecile Noziere, CEO of Finadvia LTD (formerly Credit Lyonnais)

Keith Green, Vice President of Government Relations, ING North America.

There were several key items are of interest and importance to C-Suite business leaders as they chart the cost of capital, financial reform and the likely impact on their companies.  Here are some of their comments to consider:

                a. Innovative financial products help spur business growth and this innovation is likely to continue.  What this means to companies is the way in which business are financed is likely to evolve.  Public/private partnerships are likely to continue, interbank products and services will evolve as the way in which financial institutions evaluate lending risk continues to change.  For business expanding overseas this means reliance on only bank funding will limit opportunities to grow.  Evaluating government, public/private partnerships should be thoroughly explored to maximize funding options.

                b. The financial crisis looks (looked) different to different markets.  The response to the financial crisis is quite different around the world. For example, Canada for example has weathered this particular crisis better than the US as a result of decisions taken with regard to financial risk, regulation, capital requirements and consumer behavior.  When expanding globally, consider that your firm may be evaluated using a different economic model.  Make sure you understand that country’s model and include this as part of your financial evaluation.

                Another reason that forecasting the economic crisis wasn’t more precise was the intersections of interest were not obvious because of heavily siloed organizations.  While this is a continuing problem in organizations it has particular implications for regulators.  Horizontal thinking and innovation may have helped avoid the catastrophic results of failing to share and understand information.  We need a way to look at the impact of regulation of markets so the impact across governments, institutions and borders is apparent. Failure in this area is not an option which may spur additional innovation.

                c. Politicians and regulators don’t necessarily really understand financial markets and the impact of their decisions.   In general, their ability to assess and analyze risk factors is limited and this subject is complicated.  It can only be dumbed down so far.

                d. Basel II reforms will affect large as well as small banks.  While smaller banks will not necessarily participate in Basel II, they will be affected by the risk sensitivity of capital allocation requirements, quantifying operational and credit risk, among other standards.  (Basel II is the second of the Basel Accords which are recommendations on banking laws and regulations.  The purpose is to create an international standard that banking regulators can use when creating regulations about how much capital banks need to put aside to guard against the type of financial and operational risks banks face.  Basel II attempts to accomplish this by setting up rigorous risk and capital management requirements designed to ensure that a bank holds capital reserves appropriate to the risk the bank exposes itself to through its lending and investment practices. Generally speaking, these rules mean that the greater risk to which the bank is exposed, the greater the amount of capital the bank needs to hold to safeguard its solvency and overall market stability.  It use a “three pillars” concept, A. Minimum capital requirements, B. Supervisory review and, C. Market discipline to promote greater stability in the financial system.  Basel II accords have been adopted by countries around the world but timetables and implementation vary widely.)

                e. GDP of EU is number one in the world but their influence doesn’t always equal income.  As such the EU seeks to increase competition, level the playing field and reduce risk in the financial arena.

                f. Private equity funding for small businesses will expand as cost of capital for this group tightens.  In addition to exploring government, public/private partnership groups growing companies should look to explore private equity funding opportunities.  However care must be taken to identify private equity firms with robust business experience, solid financial and operational leadership skills.  Private equity firms are also seeking to reduce their exposure to risk so an understanding of how risk is apportioned is critical.

Birchtree Global staff will be attending several financial and legal conferences over the next several weeks and will provide our clients and readers with updates and alerts.

For additional information on this article please contact Janet Walsh-01 770 590 8338.

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2010 India and Mexico New Legislation

By |2010-01-04T15:16:33-05:00January 4th, 2010|Categories: Global Business News, Uncategorized|

1. Foreign National Worker Quota for India

For those of you with operations in India…be aware that the Indian government has begun to enforce a new quota on employers sponsoring foreign workers for employment visas. With very limited exceptions, an employer must certify that the number of foreign national workers it employs in India does not exceed 1% of the total workforce or 20 foreign workers total, whichever is less. In addition, there are new tax compliance requirements for sponsors of employment visa applicants at Indian diplomatic posts in the United States.   

Contact us or your immigration attorney or global CPA for additional details.

2. Minimum Wage Increases in Mexico:

The Representative Counsel for the National Commission for Minimum Wages, through its web page, announced the increases to the general minimum daily wages for the three geographic areas of the Mexican Republic. Such wages are obligatory as of January 1, 2010.  Note that many foreign companies operating in Mexico pay substantially more than the daily minimum wage, but the daily minimum wage is often used as a multiplier for other benefits, taxes and insurances.  Make sure you check and or change your calculations to take into account these changes.

New General Daily Minimum Wage in Dollars for selected cities:

$57.46      $4.52 Mexico City
$55.84      $4.39 Guadalajara
$54.47      $4.28 Yucatan

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