As Asian companies expand worldwide to take advantage of untapped international markets, they often find that they are competing directly with formidable global organizations for the key talent they need to succeed. While the challenges that Asian companies face have now become truly global in nature, local talent pools in many Asian countries often do not support the level of skills and experience that are needed to drive a global business. This is seen most evidently at the senior executive level where the shortage of qualified talent is often the most acute.
COVID-19 has propelled the digitalization of the workplace and the rise of remote work. Capitalizing on the appeal of its advanced infrastructure and digital connectivity, Dubai recently launched a new visa programme
With the prospect of “working from anywhere” increasingly becoming a reality, a key question to answer for many people will be: “If I can do my job from anywhere in the world, where is the best place for me to live?”
On 21 May 2020, the Chinese government proposed enacting a new law in Hong Kong on national security regulations, under the provisions of Annex III of its basic law. This proposal, while lacking many details, has created speculation and concern regarding the impact it may have on the political and business environment in Hong Kong.
On Sunday, May 3, Hong Kong recorded no new cases of COVID-19 and 14 days straight with no cases of local transmission. As the COVID-19 crisis has begun to abate in the city, the protests that rocked Hong Kong for many months have begun to resurge. The big question is “what’s next for Hong Kong?”
While it may be too soon to know exactly when the COVID-19 pandemic will begin to abate, it isn’t too early to start thinking about how to best position your global mobility program for when the recovery does arrive. We have put together a list of nine key areas to help you to start thinking about ways to make sure your program is M.O.B.I.L.I.Z.E.D. for the future: