Vice President CNT (Thailand)
I have had an amazing career, which has taken me to over 30 incredible countries, each with their own unique cultures. 40 years of working for international companies, working my way up through the ranks, from a electrical engineer to Vice President of CNT Asia.
Direct responsibly for major construction projects: With a annual turnover of 850 million US$.
The decision to work off shore can prove both exciting and financially rewarding. Providing you carry out a complete evaluation prior to accepting an off shore assignment.
For that you will need sound and unbiased advice, from a trust worthy source. You need a mentor that you can speak with: On a one to one basis.
For those who are considering an expatriate career we provide an exclusive one to one mentor service, we cover the complete spectrum, and advise on all the aspects working off shore.
We will detail the advantage of working as an expatriate and disadvantages that can be encounter.
We will give you the benefit of my 40 years experience as an expatriate:
We have worked in 20 different countries worldwide. Started as a young engineer, and worked up through the ranks to Vice President of CNT International. I have spent a life time working in expatriate communities.
Have seen a high percentage of expatriate fail, they last just a few months and return to the UK, or are fired and sent home.
The perceived view of life by many: That they will have an easy life, earn tax free salaries. It is true to say that life can be amazing, and yes the salary is good.
However, you are employed for your expertise, and expected to deliver the results. (The working week for an Expat = 6 days a week 10 hours a day) Often in extreme conditions: For example the temperature in the Middle East can reach 50 c at mid-day.
The chances are that you will have workers from a third world country, they work to lower standards. You will need to understand respect their culture, plus they may not speak English.
Even in your so called leisure time, if you are in the Middle East there will nothing to do, just relax read, listen to music. NO night life or TV, or going down the pub.
You can be living from leave to leave, missing your family.
Under normal circumstances expats are usually split into two groups.
They are young university graduates, who looking for excitement and to earn good money, with a set objective to save a certain amount of money, to buy a house, nice car.
They are guys in there late fifties – children grown up and approaching retirement. They plan to make money for and retire.
Due to the recession worldwide, and no jobs here in the UK, you now have a new breed of expats, they are managers, engineers, doctors, teachers from all walks of life who are desperate to find employment.
We are here to help you make informed decisions.
The text is the by the book description of an expat.
What we provide to members is the truth about life as an expat.
It can be the best decision you have ever made, providing you play by the rules. We will do our best to impart 40 years of experience, to guide you every step of the way, from your interview to signing your contract. To when you land in you new country we will be on hand to guide you on ALL the other aspects of expat life. Just a phone call away – an e-mail a text we will reply immediately (In person)
In its broadest sense, an expatriate is any person living in a different country from where he or she is a citizen. In common usage, the term is often used in the context of professionals sent abroad by their companies, as opposed to locally hired staff (who can also be foreigners). The differentiation found in common usage usually comes down to socio-economic factors, so skilled professionals working in another country are described as expatriates, whereas a manual labourer who has moved to another country to earn more money might be labelled an ‘immigrant’. There is no set definition and usage does vary depending on context and individual preferences and prejudices.
Trends in expatriation
During the latter half of the 20th century expatriation was dominated by professionals sent by their employers to foreign subsidiaries or headquarters. Starting at the end of the 20th century globalization created a global market for skilled. Cost of intercontinental travel had become sufficiently low, such that employers not finding the skill in a local market could effectively turn to recruitment on a global scale
This has created a different type of expatriate where short-term assignments are becoming more common and often used by organizations to supplement traditional expatriation.
Private motivation is becoming more relevant than company assignment. Families might often stay behind when work opportunities amount to months instead of years. (Single Status)
The cultural impact of this trend is more significant. Traditional corporate expatriates did not integrate and commonly only associated with the elite of the country they were living in.
Now the modern expatriates form a global middle class with shared work experiences in Multi-national Corporation and working and living the global financial and economical centres.
Integration is incomplete but strong cultural influences are transmitted. Middle class expatriates contain many re-migrants from emigration movements one or two generations earlier.
In Dubai the population is predominantly expatriates, from countries such as India, Pakistan, Bangladesh and the Philippines, with only 20% of the population made up of citizens. The continuing shift in expatriates has resulted in; more than 200 million people will be living outside of their home country in 2010. This number does include economic migrants.
In terms of outbound expatriation, the UK has currently the highest number of expatriates among developed countries with more than three million British living abroad, followed by Germany and Italy.
On an annual basis, emigration from the UK has stood at about 400,000 per year for the past 10 years In terms of expatriate’s influx; the most popular expatriate destinations are currently Spain, followed by Germany and the UK.
The Expat Directory is currently collating information on expatriate movements to provide a statistical overview of expatriate origin and destination countries. Current statistics show that the majority of expatriates originate from the United States. The questionnaire aims to provide further information or key destinations and the length of time that expatriates spend overseas. The survey will remain open ended with monthly snapshots collated from March 2010.
Our research suggests that the Middle East still has the highest number of expatriates Dubai, Abu Dhabi Muscat, Muscat, Oman.
The Global Economic downturn of 2008/9 has seen many United Kingdom Expatriates returning back to the UK. This trend has been predominantly attributed to ‘pensioner expatriates’ with the poor exchange rate making life less affordable. The process of relocating back to one’s home country is known as repatriation and brings with it a specific set of challenges.
In dealing with expatriates, an international company should recognise their value and have experienced staff to deal with them and follow written policies on expatriates’ benefits. Salary of internationally assigned personnel customarily consists of standard salary and monetary benefits such as cost of living and/or hardship allowances supported by non-monetary incentives i.e. housing and education. Some companies will completely cover the cost of the education, even at relatively expensive international schools while other, usually smaller companies, encourage families to find local schooling options.
International corporations often have a company-wide policy and coaching system that includes spouses at an earlier stage in the decision-making process, giving spouses an official voice. Not many companies provide any compensation for loss of income of expatriate spouses although they often do provide other benefits and assistance. The level of support differs, ranging from offering a job-hunting course for spouses at the new location to full service partner support structures, run by volunteering spouses supported by the organization. There are several advantages and disadvantages of using expatriate employees to staff international company subsidiaries. Advantages include, permitting closer control and coordination of international subsidiaries and providing a broader global perspective. Disadvantages include high transfer costs, the possibility of encountering local government restrictions, and possibly creating a problem of adaptability to foreign environments.
I am prepared to provide the exclusive service, be your personal mentor, no obligation. How ever to comply with USA / UK Internet law we do need your prior approval to send you e-mail