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SARA Presentation November 2008

SARA Presentation November 2008. Mambo Karibu. Agenda. Introduction Being an expat Repatriation On the other side – Engen Conclusion. Introduction. August 2002 – HR Director Vodacom Left alone without family – 14 October 2002 Family joined January 2003 until end of December 2004

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SARA Presentation November 2008

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  1. SARA Presentation November 2008

  2. Mambo Karibu

  3. Agenda • Introduction • Being an expat • Repatriation • On the other side – Engen • Conclusion

  4. Introduction • August 2002 – HR Director Vodacom • Left alone without family – 14 October 2002 • Family joined January 2003 until end of December 2004 • Stayed on until March 2006 – “absent assignee” • Returned to SA – April 2006 • Joined Engen September 2007

  5. Being an Expat • Attended country briefing – JHB • Preparation NB • Family & Admin Issues • Medical Issues NB – kids • Schooling • Work permit • Visa before leaving • Read lots about Tanzania

  6. Being an Expat • Work very challenging – long (12 to 14)hours • Sundays very problematic • Searched for a house – 3 bedroom flat – Saturdays • Typical expat area - Oysterbay • Wife packing in SA – “frustration”

  7. Being an Expat - Work • Responsible for expats in country – 10 to 15 • Setting up of HR function within company • Got involved in other areas of business – function of expatriate work • Localization NB – Vodacom • Set up HR System • Medical Aid and Pension Fund introduced • 40% locals in Senior Management – April 2006

  8. Being an Expat

  9. Repatriation • Prepare psychologically for it • Went for Expat Assessment • Wasn’t prepared for what I found in SA • Everybody has moved on – except “us” • Company and I – not prepared at all

  10. Characteristics of making it on assignment • Good support system NB • Need your family with you - prerequisite • Need to make peace with African environment – Pole Pole • Don’t “colonise” Africa with SA ideas • Embrace the locals – “they love it” (learn the language) • Try to show intent on understanding the local market • Will engage with people in government – be prepared for it

  11. What should HR departments do??? • Empathies with expatriates around their issues • Create conducive environment for expatriates to return to home base - repatriation • Check up on wives on assignment & wives/girlfriends in SA • Watch out for “absent” expatriates • Take all concerns from locals seriously – investigate and act immediately • Engage proactively with expatriates

  12. Other Side • Expat taxation - prioritised • Relocation outsourced – company • Expat Assessments introduced for Engen • Need to focus on families • Work permits NB

  13. Conclusion • Expats – understand why we are sending staff on assignment • Focus on family issues • Render proactive support • Remuneration – prioritise this aspect for expats and make it “lucrative”.

  14. Thank you

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