Global Mobility Summit New York City – October 4, 2010 Global Mobility: Perspectives on Best in Class Frame of Reference  Twenty years of corporate HR management experience with U.S. and non-U.S. MNC’s  International assignments in the military and private sector  Fifteen plus years’ interaction with global mobility and other IHR colleagues within the National Foreign Trade Council Workforce Issues – 2010 and Beyond  Demographic Trends - War for Talent  Expansion of Business Activity into Newer or Emerging Markets (Africa, Brazil, China, India, the Middle East)  Increased Competition from non-U.S. MNC’s within and outside their borders (Brazil, China, India)  Career Aspirations of Employees General and Proprietary Studies  1990’s: Selection of Talent; Dual-Career Couples; Annual Relocation Trends  NFTC/Towers Perrin Benchmarking Study  Cigna International, NFTC, World at WorkExpatriate Satisfaction Study  2000’s: Annual Relocation Trends and PwC’s Mobility 2020 Related Trends  Demographic Trends in Western Europe, North America,     Japan, and China Expansion of Business Activity into “New” or Emerging Markets Increased Competition from non-U.S. MNC’s Career Aspirations of Millennial and Gen Individuals War of Business! And War for Talent! Convergence with Global Mobility Who are the Best in Class and Why? Facets of Global Mobility Management  Administration  Orientation, Training & Support  Assignment Planning  Program Philosophy  Assignment Refusal/Deferral  Repatriation/Retention  Candidate Assessment  ROI  Career Development  Security/Emergency Evacuations  Compensation-General  Selection  Compliance  Spousal/Family/Partner Support  Cost Containment  Technology  Dual Career Couples  Tax Management  Employee Assistance Programs  Vendor Relationships  Localization GLOBAL MOBILITY PROGRAMS BEST IN CLASS Administration Assignment Planning Assignment Refusal/Deferral Candidate Assessment Career Development Compensation - General Compliance / Equity Awards Cost Containment Dual Career Couples Employee Assistance Programs Localization    Exxon/Mobil American Express Colgate - Palmolive  Rohm & Haas General Motors Colgate - Palmolive Lafarge             Proctor & Gamble Philip Morris International Schlumberger  Stryker Philip Morris International Schlumberger Citi  PepsiCo GE IBM JP Morgan /Chase   GSK JP Morgan Chase Schlumberger JP Morgan/Chase Phillip Morris International  Proctor & Gamble    Orientation, Training & Support Program Philosophy Repatriation/Retention  Merrill Lynch  UPS  General Electric 3M Philip Morris International   Schlumberger Sasol  UPS  Lockheed Martin Raytheon Nortel Schlumberger Stryker Shell PartnerJob.com General Motors Proctor & Gamble GSK PepsiCo Intel   ROI Security/Emergency Evacuations  JP Morgan /Chase  Baker Hughes Delphi American Express Lafarge Motorola Motorola Schlumberger Accenture General Electric Citi ExxonMobil Dow Chemical  Selection    Spousal/Partner Support   Technology   Tax Management   Vendor Relationships             Conclusions  Understand the Drivers of Business Success in Your Company/Industry  Business Case Development for Talent Development & Global Assignments  Look Outside Own Industry Sector For Smart Practices William R. Sheridan Vice President – IHR Services National Foreign Trade Council 600 Lexington Avenue, 29th Floor New York, NY 10022 T: (212) 399-7128 wsheridan@nftc.org