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

Stayed on until March 2006 – “absent assignee”

Returned to SA – April 2006 Joined Engen September 2007

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

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”

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

Being an Expat

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

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

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

Other Side

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

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”.

Thank you