Expatica HR invites you to submit your survey for consideration in the 2008/2009 Expatica Top 5 Industry Survey Awards.  The award recognises excellence in HR surveys which demonstrate continuing relevance to the HR profession, cutting edge findings, and rigorous survey methodologies. It strives to become an industry benchmark for achieving excellence in what is an increasingly challenging profession.

This award provides an opportunity for organisations to come together to share their survey findings, and to recognise and celebrate industry surveys as a significant tool within the HR profession.  Developed in conjunction with leading academics and professionals from the HR industry, the award uses a two-tier selection and judging process which requires entrants to meet a set of essential and desirable judging criteria in each award category. Winners of the award will be featured in an article about their survey on the Expatica HR website, to be published in the last quarter of 2009.  

Follow this link to view the article announcing the winners of the Expatica HR Industry Survey Awards 2007/2008.

Winners will also be provided with an Expatica ‘Best Industry Survey 2008/2009’ logo which can be used on the front cover of each winning survey.
 
Nominations for the 2008/2009 Expatica Top 5 Industry Survey Awards are now open. If you belong to an organisation, or know of an organisation, that has recently released an industry survey; don’t let that achievement go unrewarded.

How to enter

The submitted surveys should have been published by 30 June 2009. Any surveys published after this date up until June 2010, will be eligible for our 2009/2010 awards. The awards recognise excellence across the entire HR spectrum including, but not limited to, international HRM, international management, compensation, policy and practices, technology, training, measurement, and talent management. Nominations will be assessed against a set of essential and desirable criteria. This approach allows for flexibility in recognising innovation and creativity, whilst also maintaining rigorous standards that match quantitative evidence with business focus in order to validate qualitative claims.

Organisations may enter as many surveys as they wish, providing each survey falls within the domain of the HR profession. Nominations are first passed on to a 6-member international short-listing panel, including three international HR academics, two international HR practitioners, and the editor of Expatica HR.  This panel is responsible for examining each submission, and short listing candidates based on a set number of essential and desirable criteria. A final judging panel, consisting of an international HR academic and the editor of Expatica HR, will select the top five surveys, based upon the same essential and desirable criteria, and in consultation with members of the short-listing panel.

To register your submission, submit one survey per email (with the survey attached as a PDF file) to survey.submissions@expatica.com with the following information in the text of the email:

Name of Survey
Organisation Name
Contact Person
Job Title
Address
Direct telephone number
Email

Submit your entry by the closing date of 21 October 2009.

[Late submissions may still be considered. Please contact Natasha Gunn at natasha.gunn@expatica.com to see if you can still be included in the reviewing process.]

Essential and desirable criteria

Each survey will be assessed against the following criteria:

1.    Findings:  Does the survey contribute new findings on a topic of interest to HR professionals? Is the survey based on a current ‘hot topic’ in HR? Are the survey findings novel or unique, cutting edge, and/or representative of findings that are under-researched or undeveloped?  Do the findings build on previous survey findings in an effort to contribute towards an understanding of growing trends within the HR profession?

2.    Methodology:  Does the survey use a rigorous methodology? Is the sample large enough to be representative of the general population? Is the method of data collection (e.g. interviews, questionnaires) appropriate for the topic being investigated?  Is the sample appropriate for the topic being investigated?  Is methodological information easy to find and clearly articulated?

3.    Readability:  Is the survey easy to read and digest? Does the design and layout lend itself to a ‘quick read’ or for use as a reference guide? Are page numbers, table of contents, and indexes available and accurate?

4.    Quality of the data: Does the survey provide data that is of value to HR professionals? Can qualitative data be verified with quantitative evidence? Does it satisfy the ‘so-what?’ question in terms of investigating a topic of relevance to the profession?  Are the findings of more than trivial value?

5.    Willingness to have data scrutinised:  Is the submitting organisation willing to answer questions from the judging panel regarding verification of the survey data? Note: if submitting organisations are not willing to answer questions about a particular survey, then that survey will not make the shortlist.  Note: Scrutiny of the survey data is unlikely to be necessary if a submission satisfies the above criteria.

Panel of Judges

• Barbara Parry, Principle Consultant Expatriates for Mabili Reward South Africa.
• Noeleen Doherty, Cranfield School of Management, Cranfield University, United Kingdom
• Stefan Mol, Amsterdam Business School, University of Amsterdam, The Netherlands
• Yvonne McNulty, Department of Management, Monash University, Australia
• Natasha Gunn, Editor-in-chief Expatica.com

Barbara Parry
Barbara Parry is the Principle Consultant Expatriates for Mabili Reward in South Africa.  She consults to Corporate on their strategy, policies, contracts, reward methodologies, and models relevant salary build up models for each client, dependent on what the client wants to achieve through their Expatriates. She was previously the Human Resources Strategic Business Partner for Lonmin Exploration PLC, a top tier platinum mining operation. Based in South Africa, where she was responsible for strategy, policy, legal, and tax compliance, and expatriate management and total reward for all exploration sites.
Barbara has had roles with MTN Group Management Services (Pty) Ltd, the leading Mobile telephone service provider in Africa and the Middle East, where for 11 years she was International Human Resources and Reward Manager, based in Johannesburg, South Africa. She holds a teaching diploma, and marketing management diploma, has a GRP (global remuneration practitioner) certificate awarded by World at Work, and has participated in an advanced management certification programme and leadership academy programme, both whilst at MTN.  She is currently completing her Bachelor of Commerce degree. She has served on the Executive Committee of the South African Reward Association (SARA) for 8 years, and in 2005 launched the Expatriate Management Association to provide a professional platform from which to develop expatriate managers in South Africa. She is still on the Committee as the Founder of the Association.

Noeleen Doherty
Noeleen is Senior Research Fellow at Cranfield University, School of Management. She is a Chartered member of the British Psychological Society and holds a first degree in Psychology, a Masters Degree in Applied Psychology and a PhD in organizational psychology. Having combined both academic and practitioner roles in previous employment including the role of occupational psychologist with the Royal Mail her focus is on generating research relevant to practice. Her areas of research interest focus on Human Resource Management and Careers research. Her work includes research on high potential careers, the career transitions of managerial populations, talent management and the career implications of international working for both individuals and organizations. Her current research interests focus on the self-initiated international experience and careers in the Third Sector. She speaks regularly at national and international conferences and her recent published works include articles in International Journal of Human Resource Management and The British Journal of Management.

Stefan Mol
Stefan Mol is assistant professor in Organizational Behaviour at the Amsterdam Business School of the University of Amsterdam. He was previously affiliated with the same university as a student and received his Master's degree in psychology upon the completion of a thesis validating the Multicultural Personality Questionnaire (MPQ) among both expatriate and international student populations while living in Taiwan. Upon returning to the Netherlands he worked as a research consultant with GITP International BV, but returned to academia in 2002 when he started his PhD in psychology at the Institute of Psychology of the Erasmus University Rotterdam. Stefan obtained his PhD in December 2007. His dissertation consists of four studies investigating expatriate selection practices and one study aimed at assessing the performance of police trainees in South-Africa. His research has appeared in Human Performance (2009) the Asian Journal of Social Psychology (2003), the Journal of Cross-Cultural Psychology (2005), the International Journal of Intercultural Relations (2005), and the International Journal of Selection and Assessment (2009). In addition he has co-authored several book chapters.

Yvonne McNulty
Yvonne McNulty is a PhD Candidate in the Department of Management, Faculty of Business and Economics, Monash University, Australia. Her doctoral research focuses on the management and measurement of international assignees and their impact on firm performance for global organisations. She has broad corporate experience with over nine years in large U.S., Australian, and UK corporations, and five years fulltime service in the Royal Australian Navy. She lectures in International Human Resource Management and International Management, and has lectured in both undergraduate and MBA courses at various universities in the U.S. and Australia. Ms. McNulty has presented at numerous local and international conferences in the U.S., Europe and Asia Pacific on the topic of ‘Expatriate Return on Investment’, including the recent 11th World HR Congress in Singapore in May 2006, and the Deloitte Annual EMEA International Assignment Services Conferences in Barcelona (2007), Athens (2008) and Hong Kong (2008). She has published a number of articles in academic journals (International Journal of Human Resource Management, Global Business and Organizational Excellence, International Studies of Management and Organization), and more than two dozen articles in the practitioner literature, in which she has been featured and cited in The New York Times, The Financial Times, International Herald Tribune, The Australian Financial Review, HR Monthly, and Elle. McNulty is a member of the U.S. Academy of Management, Academy of International Business, and Singapore HR Institute, and the founder of
www.thetrailingspouse.com.


Natasha Gunn
Writer and online journalist Natasha Gunn is the editor of Expatica HR, a website giving news and information to HR professionals and mobility managers on international and expatriate management issues. She is also the editor-in-chief of Expatica.com and features editor of Expatica Netherlands, an online resource for expatriates living in the Netherlands. In 2008, she was the editor of the European Professional Women’s Network’s latest publication Women on Boards: Moving Mountains, a book which discusses the key issues concerning board diversity and how it adds value to corporations. Before joining Expatica, Natasha worked for seven years teaching intercultural communication skills at two of the top business schools in Paris, France. She then moved to Amsterdam to run the Internal Communications Department for global science journal publishers Elsevier, and six years later joined Expatica. Natasha has built up the Expatica HR website over the past five years to help international HR and mobility managers keep up with the latest trends and best practices in expatriate and mobility management. Visit Expatica HR at www.expatica.com/hr.html.