Mon, 28 May 2012
| Index | Last | Var.(%) |
|---|---|---|
| BEL 20 | 2117.66 | -0.08 |
| DAX | 6323.19 | -0.26 |
| IBEX 30 | 6401.2 | -2.17 |
| CAC 40 | 3042.97 | -0.16 |
| FTSE 100 | 5356.34 | 0.09 |
| AEX | 292.76 | 0.00 |
| DJIA | 12454.83 | -0.60 |
| Nasdaq | 2837.53 | -0.07 |
| FTSE MIB | 13057.26 | -0.74 |
| TSX Composite | 11554.36 | -0.19 |
| ASX | 4120.2 | 0.96 |
| Hang seng | 18800.99 | 0.47 |
| Straits Times | 2787.22 | 0.52 |
| ISEQ 20 | 501.76 | 0.16 |
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Tips for expats and organisations on managing a successful relocation back home.
Seek a mentor once you have accepted the overseas position. This person’s role is to keep you informed, assist in your career path, and aid your visibility within the company while you are away and when you return. 
A well-intended article that fails to take into account two significant factors --
1) the return to one's home country is typically NOT controlled by the expat, but by the employer. The international HR department of a certain well-known Dutch financial services giant had a practice of "forgetting" to renew leases for its expats when they expired after two years (the lease was in the employer's name). The expat (or, more typically,the trailing spouse) was surprised to find an "eviction notice" less than two months hence, and needed to initiate the process of repatriating (often without a well-thought-out plan for return).
2) If one is a senior executive assigned to The Netherlands, the home country entity typically does not do a good job of career planning to determine into what role the executive will be slotted upon return (even if the "sudden eviction" in point #1, above, does not occur). As most organizational structures are pyramidical, one needs to know for what role are they being groomed upon their return. If you do not know that ahead of time, you are essentially on a "one way ticket" to do a job and then be RIFed upon return. The firm alluded to above lost over 90% of its U.S. expat employees within 1 year of retyurning to the States over the past 10 years.
A well-intended article that fails to take into account two significant factors --
1) the return to one's home country is typically NOT controlled by the expat, but by the employer. The international HR department of a certain well-known Dutch financial services giant had a practice of "forgetting" to renew leases for its expats when they expired after two years (the lease was in the employer's name). The expat (or, more typically,the trailing spouse) was surprised to find an "eviction notice" less than two months hence, and needed to initiate the process of repatriating (often without a well-thought-out plan for return).
2) If one is a senior executive assigned to The Netherlands, the home country entity typically does not do a good job of career planning to determine into what role the executive will be slotted upon return (even if the "sudden eviction" in point #1, above, does not occur). As most organizational structures are pyramidical, one needs to know for what role are they being groomed upon their return. If you do not know that ahead of time, you are essentially on a "one way ticket" to do a job and then be RIFed upon return. The firm alluded to above lost over 90% of its U.S. expat employees within 1 year of retyurning to the States over the past 10 years.
A guide to telephone, internet and television along with utility services water, electricity and gas in the Netherlands.
Lost in the Dutch immigration system? Look no further than this guide compiled for our Survival Guide 2012.
Expatica offers a whistle-stop tour of life in the modern Netherlands.
The challenges and benefits of the maternity system in the Netherlands and how it differs to other countries.
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