The African continent is one of the highest recipients of global talent. Business practitioners in the global talent mobility space are experiencing complex client demands and therefore are encouraged to work together in developing a talent pool that will be able to service the needs of the growing number of highly specialized expatriates that are deployed in Africa by the global multinationals. Secondly, the African governments are becoming sophisticated in the regulation of the movement of foreign talent on to the continent. Most countries are pushing for compliance with localization policies to make sure that their countries are not only benefiting the foreign countries, but also the local citizens. The African Global Talent Mobility Network, and the Global Talent Mobility Knowledge Transfer Series are platforms to develop and grow the body of knowledge for the faculty and the practitioners in the field. The events appeal to both beginners and experts in the global talent mobility sector, in Africa and the world. Furthermore, the platforms create an opportunity for the academics and practitioners to make sure that the local and global trends are aligned. This is one of the young sectors in Africa with the highest relevance to the African economy.

1. Global & Domestic Talent Mobility
By: Sam Tsima, President & Chairman, Cometsa Group
www.samtsima.com
Cometsa Global Talent Mobility Consultants
(independent business associate of The Da Vinci Institute for
Technology Management)
www.cometsa-mobility.com
www.davinci.ac.za

2. Global & Domestic
Talent
Mobility Practice
 Specialization within Specialization: Talent Mobility –
Talent Management – People Management
 Value Maximization: Deployment of the Right Talent, at
the Right Time, and at the Right Place
 Global Mobility: Cross-Border Talent Deployment and
Support (including Spousal & Children Support)
 Domestic Mobility: Regional Talent Deployment and
Support (including Spousal & Children Support)
 Local Integration & Re-Integration: Expatriation &
Repatriation
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3. Global Talent
Mobility
History
 Global Talent Mobility Network: The Worldwide ERC,
www.WorldWideERC.org , is the authority in bringing the global talent
mobility practitioners together.
 Worldwide ERC 50 Years of Global Talent Mobility Practice: It
was established firstly by Relocation Pioneers from some of US
biggest companies, in 1964 after World War II in Chicago, IL, USA
 Business Needs dictated: They were just moving employees to
fulfill business needs. Then, employees would be told on Friday, to
be at the new company location on Monday, and it would happen
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4. Global Talent
Mobility
History
 Changes in Five Decades: In the five decades since that first gathering,
Worldwide ERC has undergone rebranding, expansion, and its own
relocation, having moved in 1978 from Chicago, IL, to Washington D.C.
 Five Conferences - Four Continents: What was once a small organization
is now an association that boasts more than 7,500 members from 65
different countries, a plethora of educational opportunities and starting in
2014, five conferences on four continents a year.
 Becoming part of History: In partnership with The Da Vinci Institute for
Technology Management, we would like to add Africa to become the fifth
continent to host the sixth conference in South Africa
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5. Global Talent
Mobility
Professional Practice
 African Network: We have committed ourselves to the coordination of
an African Network of Professionals and Practitioners in Global Talent
Mobility Sector to establish what we refer to as the Africa Global
Talent Mobility Network.
 We endeavor to have Africa staging its own Annual Africa Talent
Mobility Conference
 SA Domestic Talent Mobility Network: Our country has now achieved
democracy, accompanied by an all inclusive economy wherein all the
previously excluded South African are included and emancipated.
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6. Global Talent
Mobility
Professional Practice
 The Regional Economies within South Africa are growing at a rapid
rate, which, in turn, requires talent to sustain itself. Often the required
talent is based in other parts of the country that are not necessarily
growing as fast.
 As a result of this, the country requires the talent that is Domestically
Highly Mobile, along with their families. We cannot afford to continue
with the migrant labour system, which has proved to be unsustainable
and destroying family units. Poor domestic talent mobility is one of
South Africa's biggest challenges.
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7. Global Talent
Mobility
Professional Practice
 Global Talent Mobility Faculty: We have partnered with The Da
Vinci Institute for Technology Management, to launch the Global
Talent Mobility Faculty.
 The first Business Management Certificate Programme in Global
Talent Mobility will be launched in the early 2015.
 Reaching out to African Market: We have committed ourselves to
working tirelessly in ensuring that the faculty reaches out to the rest of
Africa, and partners with other global faculties to grow this important
sector.
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8. Global Talent
Mobility
Services & Solutions
 Global Talent Mobility Services: As a member of Worldwide ERC,
www.worldwideerc.org, Cometsa Global Talent Mobility Consultants is
part of the world community of service providers and practitioners in
global talent mobility.
 Global Platform: Potential clients and other stakeholders can reach us
directly or via the Worldwide ERC.
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9. Global Talent
Mobility
Services & Solutions
Africa Service: Global talent mobility consulting services ,
covers, among others the following areas:
 Global Talent Mobility Consulting: a detailed briefing,
followed by a formal proposal, project scoping, and then an
implementation plan. Once the client's business better
understood, the service provider is in a position to recommend
further value added consulting services.
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10. Global Talent
Mobility
Services & Solutions
 Global Talent Mobility Advisory Services: In cases where the demand
does not require consulting arrangement, global talent mobility
advisory service is often the response. The advisory service offering
ranges from local employment conditions analyses, mobility laws,
policies, and regulations, to the orientation and localization
programmes formulation, etc.
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11. Global Talent
Mobility
Services & Solutions
 Global Talent Mobility Coaching: Once the talent has arrived in the
new country, there is always a need for ongoing executive coaching as
part of the settling in programme. Coaching packages support the
employer’s international talent in the local markets.
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12. Global Talent
Mobility
Services & Solutions
 Global Talent Mobility Mentoring: Some of the employers’ talent
requires mentoring, rather than coaching, by professionals who have
undergone similar experience in the same country, or different countries
with similar conditions and challenges.
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13. Global Talent
Mobility
Services & Solutions
 Global Talent Mobility Supplier Brokerage: In cases where the
required global talent mobility service is not readily available, one can
go on a global search from professional and associates within the
Worldwide ERC network. There is therefore no service need that
cannot be catered for, once you are within the Global Talent Mobility
Network.
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14. Global Talent
Mobility
Services & Solutions
 Global Talent Mobility Region & Country Orientation: Region and
country specific orientation and induction programmes to meet the
business needs of the assignees. It is very important for any expatriate
to settle in, be productive and profitable, especially in the early stages
of any expatriate assignment.
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15. Global Talent
Mobility
Services & Solutions
 Global Talent Mobility Cross-Border Cultural Orientation: As a
result of globalization, Diversity Management & Inclusion and CrossBorder Cultural Orientation Programme has become an indispensable
intervention, not only for long-term assignees, but also for short-term
and commuting assignees.
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16. Global Talent
Mobility
Services & Solutions
 Global Talent Mobility Employment Market Analysis: Before a
company can decide on introducing its talent to a foreign country, it
must understand the employment conditions, practices, laws, policies
and culture of the country. Often, the company will not have
representation in the country and will rely on local expertise, which it
would generally not posses. All that it would be certain of is the
business objectives of investing into a particular market.
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17. Global Talent
Mobility
Services & Solutions
 Global Talent Mobility Look & See Coordination: It can be very
daunting for any person to arrive in a foreign country and conduct Look
& See Exercise without local support and guidance. Local Service
Providers support international associates and clients in this area of
global talent mobility service. They develop a detailed look & see
programme and submit it to their clients for approval, long before the
assignee arrives in the country.
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18. Global Talent
Mobility
Services & Solutions
 Global Talent Mobility Meet & Greet: It is important that the global
employers’ talent have the best and long lasting impression of the host
countries and the continent of Africa at large. Local Service Providers
coordinate a memorable meet & greet programme at the designated
airport. This programme entails the orientation and familiarization with
the airport.
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19. Global Talent
Mobility
Services & Solutions
 Port of Entry & Departure: The airport is the future regular port of
entry and departure for the expatriate talent, at least for the duration of
the assignment. This is a make or break of any expatriate assignment.
Even if the talent knows the airport from the past private or business
traveling, the company must still provide this service to cover itself
from losing the talent before it even takes on the expatriate assignment,
as a result of irritations that are beyond the company's control.
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20. Global Talent
Mobility
Services & Solutions
 Global Talent Mobility Hotel Booking, Airport Collection, Business
Shadowing, and Drop Off: For the assignee to arrive at a foreign
airport and have nobody to collect them, take them to a pre-booked
hotel, shadow them as they contact business, including look & see, and
drop them at the airport for return trip home, is the highest talent
retention risk. But the company officers are not in the country to offer
these services. This is where Local Service Providers continue being of
service to international expatriate clients.
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21. Global Talent
Mobility
Services & Solutions
 Global Talent Mobility Immigration (Visas & Work Permits)
Processes Facilitation: This is a highly specialized function. Highly
professional associates in this field provide this important service to
international clients. These associates have close working relationships
with the relevant government authorities in the host countries. The
Global Talent Mobility Service Providers monitor the process closely
until the required documents have been issued and delivered to
expatriate client.
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22. Global Talent
Mobility
Services & Solutions
 Global Talent Mobility Recruitment & Placements: The demand for
global talent mobility service is a derived demand. It comes as a result
of companies operating in foreign markets and having identified a
talent among its local team that is needed in the foreign market. But
what happens if the required skills set for the foreign market does not
exist among the current local/head office team?
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23. Global Talent
Mobility
Services & Solutions
 Africa Global Talent Mobility Network: As a member of Worldwide
ERC, we see ourselves as a champion of developing this sector on the
African continent. We have committed ourselves to the coordination of
an African network of professionals and practitioners in global talent
mobility sector to establish what we refer to as the Africa Global Talent
Mobility Network.
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24. Global Talent
Mobility
Services & Solutions
 South Africa Domestic Talent Mobility Network: The Regional
Economies within South Africa are growing at a rapid rate, which, in
turn, requires talent to sustain itself. Often the required talent is based
in other parts of the country that are not necessarily growing as fast. As
a result of this, the country requires the talent that is domestically
highly mobile, along with their families. We cannot afford to continue
with the migrant labour system, which has proved to be unsustainable
and destroying family units. Lack of domestic talent mobility is one
of South Africa's biggest challenges.
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25. Global Talent
Mobility
Services & Solutions
 Regional Talent Relocation: The best talent does not necessarily want to
fully relocated to where the economic growth is. The current approach to
domestic talent mobility has to change, because 50 years from now new
cities would have emerged and the current cities would no longer be major
places of employment, also leaving a high number of people unemployed.
 South Africans need to understand, appreciate, and embrace Economic
Growth and Migration Patterns so that they can prepare for future
opportunities and trends.
 These realities are not generally addressed and are a contributing factor
towards the high Structural Unemployment experienced currently, which
are largely based on the controlled apartheid economic system and patterns.
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26. Global Talent
Mobility
Services & Solutions
 Follow New economic Growth Regions: We need a robust South
Africa Domestic Talent Mobility Network to promote domestic talent
mobility that enjoys full support of the entire family unit, to follow new
economic growth regions.
 We are committed to developing and growing this South African
Domestic Talent Mobility Network as a means to growing the
sector, and, as such, also positively contributing towards the economic
growth at large.
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27. Global Talent
Mobility
Dialogues
 Monthly Curiositas by Da Vinci Institute and COMETSA Group at
the Da Vinci Hotel, Sandton;
 Monthly COMETSA Group Late Afternoon Networks, at Birchwood Hotel,
Boksburg
 Cometsa Global Talent Mobility Consultants;
www.cometsa-mobility.com
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