COMETSA Group and Da Vinci Institute brings education in Global Talent Mobility to AFRICA

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Information about COMETSA Group and Da Vinci Institute brings education in Global Talent...
Business & Mgmt

Published on March 6, 2014

Author: Patjane

Source: slideshare.net

Description

The African continent is one of the highest recipients of global talent. Business practitioners in the global talent mobility space are experiencing complex client demands and therefore are encouraged to work together in developing a talent pool that will be able to service the needs of the growing number of highly specialized expatriates that are deployed in Africa by the global multinationals.



Secondly, the African governments are becoming sophisticated in the regulation of the movement of foreign talent on to the continent. Most countries are pushing for compliance with localization policies to make sure that their countries are not only benefiting the foreign countries, but also the local citizens.

The African Global Talent Mobility Network, and the Global Talent Mobility Knowledge Transfer Series are platforms to develop and grow the body of knowledge for the faculty and the practitioners in the field. The events appeal to both beginners and experts in the global talent mobility sector, in Africa and the world. Furthermore, the platforms create an opportunity for the academics and practitioners to make sure that the local and global trends are aligned. This is one of the young sectors in Africa with the highest relevance to the African economy.

Global & Domestic Talent Mobility By: Sam Tsima, President & Chairman, Cometsa Group www.samtsima.com Cometsa Global Talent Mobility Consultants (independent business associate of The Da Vinci Institute for Technology Management) www.cometsa-mobility.com www.davinci.ac.za

Global & Domestic Talent Mobility Practice  Specialization within Specialization: Talent Mobility – Talent Management – People Management  Value Maximization: Deployment of the Right Talent, at the Right Time, and at the Right Place  Global Mobility: Cross-Border Talent Deployment and Support (including Spousal & Children Support)  Domestic Mobility: Regional Talent Deployment and Support (including Spousal & Children Support)  Local Integration & Re-Integration: Expatriation & Repatriation 2 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility History  Global Talent Mobility Network: The Worldwide ERC, www.WorldWideERC.org , is the authority in bringing the global talent mobility practitioners together.  Worldwide ERC 50 Years of Global Talent Mobility Practice: It was established firstly by Relocation Pioneers from some of US biggest companies, in 1964 after World War II in Chicago, IL, USA  Business Needs dictated: They were just moving employees to fulfill business needs. Then, employees would be told on Friday, to be at the new company location on Monday, and it would happen 3 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility History  Changes in Five Decades: In the five decades since that first gathering, Worldwide ERC has undergone rebranding, expansion, and its own relocation, having moved in 1978 from Chicago, IL, to Washington D.C.  Five Conferences - Four Continents: What was once a small organization is now an association that boasts more than 7,500 members from 65 different countries, a plethora of educational opportunities and starting in 2014, five conferences on four continents a year.  Becoming part of History: In partnership with The Da Vinci Institute for Technology Management, we would like to add Africa to become the fifth continent to host the sixth conference in South Africa 4 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Professional Practice  African Network: We have committed ourselves to the coordination of an African Network of Professionals and Practitioners in Global Talent Mobility Sector to establish what we refer to as the Africa Global Talent Mobility Network.  We endeavor to have Africa staging its own Annual Africa Talent Mobility Conference  SA Domestic Talent Mobility Network: Our country has now achieved democracy, accompanied by an all inclusive economy wherein all the previously excluded South African are included and emancipated. 5 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Professional Practice  The Regional Economies within South Africa are growing at a rapid rate, which, in turn, requires talent to sustain itself. Often the required talent is based in other parts of the country that are not necessarily growing as fast.  As a result of this, the country requires the talent that is Domestically Highly Mobile, along with their families. We cannot afford to continue with the migrant labour system, which has proved to be unsustainable and destroying family units. Poor domestic talent mobility is one of South Africa's biggest challenges. 6 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Professional Practice  Global Talent Mobility Faculty: We have partnered with The Da Vinci Institute for Technology Management, to launch the Global Talent Mobility Faculty.  The first Business Management Certificate Programme in Global Talent Mobility will be launched in the early 2015.  Reaching out to African Market: We have committed ourselves to working tirelessly in ensuring that the faculty reaches out to the rest of Africa, and partners with other global faculties to grow this important sector. 7 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Global Talent Mobility Services: As a member of Worldwide ERC, www.worldwideerc.org, Cometsa Global Talent Mobility Consultants is part of the world community of service providers and practitioners in global talent mobility.  Global Platform: Potential clients and other stakeholders can reach us directly or via the Worldwide ERC. 8 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions Africa Service: Global talent mobility consulting services , covers, among others the following areas:  Global Talent Mobility Consulting: a detailed briefing, followed by a formal proposal, project scoping, and then an implementation plan. Once the client's business better understood, the service provider is in a position to recommend further value added consulting services. 9 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Global Talent Mobility Advisory Services: In cases where the demand does not require consulting arrangement, global talent mobility advisory service is often the response. The advisory service offering ranges from local employment conditions analyses, mobility laws, policies, and regulations, to the orientation and localization programmes formulation, etc. 10 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Global Talent Mobility Coaching: Once the talent has arrived in the new country, there is always a need for ongoing executive coaching as part of the settling in programme. Coaching packages support the employer’s international talent in the local markets. 11 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Global Talent Mobility Mentoring: Some of the employers’ talent requires mentoring, rather than coaching, by professionals who have undergone similar experience in the same country, or different countries with similar conditions and challenges. 12 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Global Talent Mobility Supplier Brokerage: In cases where the required global talent mobility service is not readily available, one can go on a global search from professional and associates within the Worldwide ERC network. There is therefore no service need that cannot be catered for, once you are within the Global Talent Mobility Network. 13 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Global Talent Mobility Region & Country Orientation: Region and country specific orientation and induction programmes to meet the business needs of the assignees. It is very important for any expatriate to settle in, be productive and profitable, especially in the early stages of any expatriate assignment. 14 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Global Talent Mobility Cross-Border Cultural Orientation: As a result of globalization, Diversity Management & Inclusion and CrossBorder Cultural Orientation Programme has become an indispensable intervention, not only for long-term assignees, but also for short-term and commuting assignees. 15 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Global Talent Mobility Employment Market Analysis: Before a company can decide on introducing its talent to a foreign country, it must understand the employment conditions, practices, laws, policies and culture of the country. Often, the company will not have representation in the country and will rely on local expertise, which it would generally not posses. All that it would be certain of is the business objectives of investing into a particular market. 16 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Global Talent Mobility Look & See Coordination: It can be very daunting for any person to arrive in a foreign country and conduct Look & See Exercise without local support and guidance. Local Service Providers support international associates and clients in this area of global talent mobility service. They develop a detailed look & see programme and submit it to their clients for approval, long before the assignee arrives in the country. 17 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Global Talent Mobility Meet & Greet: It is important that the global employers’ talent have the best and long lasting impression of the host countries and the continent of Africa at large. Local Service Providers coordinate a memorable meet & greet programme at the designated airport. This programme entails the orientation and familiarization with the airport. 18 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Port of Entry & Departure: The airport is the future regular port of entry and departure for the expatriate talent, at least for the duration of the assignment. This is a make or break of any expatriate assignment. Even if the talent knows the airport from the past private or business traveling, the company must still provide this service to cover itself from losing the talent before it even takes on the expatriate assignment, as a result of irritations that are beyond the company's control. 19 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Global Talent Mobility Hotel Booking, Airport Collection, Business Shadowing, and Drop Off: For the assignee to arrive at a foreign airport and have nobody to collect them, take them to a pre-booked hotel, shadow them as they contact business, including look & see, and drop them at the airport for return trip home, is the highest talent retention risk. But the company officers are not in the country to offer these services. This is where Local Service Providers continue being of service to international expatriate clients. 20 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Global Talent Mobility Immigration (Visas & Work Permits) Processes Facilitation: This is a highly specialized function. Highly professional associates in this field provide this important service to international clients. These associates have close working relationships with the relevant government authorities in the host countries. The Global Talent Mobility Service Providers monitor the process closely until the required documents have been issued and delivered to expatriate client. 21 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Global Talent Mobility Recruitment & Placements: The demand for global talent mobility service is a derived demand. It comes as a result of companies operating in foreign markets and having identified a talent among its local team that is needed in the foreign market. But what happens if the required skills set for the foreign market does not exist among the current local/head office team? 22 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Africa Global Talent Mobility Network: As a member of Worldwide ERC, we see ourselves as a champion of developing this sector on the African continent. We have committed ourselves to the coordination of an African network of professionals and practitioners in global talent mobility sector to establish what we refer to as the Africa Global Talent Mobility Network. 23 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  South Africa Domestic Talent Mobility Network: The Regional Economies within South Africa are growing at a rapid rate, which, in turn, requires talent to sustain itself. Often the required talent is based in other parts of the country that are not necessarily growing as fast. As a result of this, the country requires the talent that is domestically highly mobile, along with their families. We cannot afford to continue with the migrant labour system, which has proved to be unsustainable and destroying family units. Lack of domestic talent mobility is one of South Africa's biggest challenges. 24 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Regional Talent Relocation: The best talent does not necessarily want to fully relocated to where the economic growth is. The current approach to domestic talent mobility has to change, because 50 years from now new cities would have emerged and the current cities would no longer be major places of employment, also leaving a high number of people unemployed.  South Africans need to understand, appreciate, and embrace Economic Growth and Migration Patterns so that they can prepare for future opportunities and trends.  These realities are not generally addressed and are a contributing factor towards the high Structural Unemployment experienced currently, which are largely based on the controlled apartheid economic system and patterns. 25 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Services & Solutions  Follow New economic Growth Regions: We need a robust South Africa Domestic Talent Mobility Network to promote domestic talent mobility that enjoys full support of the entire family unit, to follow new economic growth regions.  We are committed to developing and growing this South African Domestic Talent Mobility Network as a means to growing the sector, and, as such, also positively contributing towards the economic growth at large. 26 Global & Domestic Talent Mobility 2014/03/06

Global Talent Mobility Dialogues  Monthly Curiositas by Da Vinci Institute and COMETSA Group at the Da Vinci Hotel, Sandton;  Monthly COMETSA Group Late Afternoon Networks, at Birchwood Hotel, Boksburg  Cometsa Global Talent Mobility Consultants; www.cometsa-mobility.com 27 Global & Domestic Talent Mobility 2014/03/06

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