Publication
Global rules on foreign direct investment (FDI)
Cross-border acquisitions and investments increasingly trigger foreign direct investment (FDI) screening requirements.
Author:
Global | Publication | January 2022
Asking your employees what they want and need (see our previous paper) is a vital part of updating your organisation’s Employee Value Proposition (EVP).
Your EVP is “how the labour market and employees perceive the value employees gain by working in”1 your organisation.
A simplistic view is that an organisation’s EVP comprises the compensation and other benefits offered to employees.
Employees do expect market-competitive compensation and benefits. This is particularly true for “low wage workers...more worried about covering monthly expenses” than “higher wage workers”, demonstrating a “divide in the workforce.”2
However, now “workers want it all: employee expectations extend well beyond compensation.”3
In the current global work environment, “offering a competitive wage is simply table stakes”, and organisations need to develop an EVP that delivers “what matters most to their talent.”4
Gartner contends that your EVP should be updated to become “a human deal (which) orients towards employees as people, not workers; provides the attributes that are critical to that person’s life experience, not just work experience; and delivers a positive emotional response.”5
Gartner’s ‘Human Deal’ encompasses these foundations5:
To modernise your EVP and incorporate ‘Human Deal’ foundations, a good process is needed. Five “clear steps to help you get your EVP right”6 are:
Once you successfully modernise your EVP as outlined above to “adapt to the shifting expectations of a newly enlightened, empowered and emboldened global workforce”, your organisation will gain great benefit from being “much better prepared to ensure access to the talent” needed “for recovery and growth.”7
Updating and modernising your EVP will enhance your organisation’s performance, but only if the EVP fits within your current organisational culture, and if your leadership team has the capability ‘to deliver on the promise’.
Your modernised EVP, incorporating ‘Human Deal’ foundations, is likely to test your organisation’s:
These topics will be discussed in our next two papers.
Norton Rose Fulbright assists organisations to efficiently and effectively address the legal aspects of the update and modernisation their EVP to optimally deliver what matters most to their current and future employees. Please reach out if we can assist your organisation in this respect.
Publication
Cross-border acquisitions and investments increasingly trigger foreign direct investment (FDI) screening requirements.
Publication
On February 2, 2024, the Belgian Presidency of the Council of the European Union confirmed that the Committee of Permanent Representatives had signed the Artificial Intelligence (AI) Regulation, referred to as the AI Act. Approval by the EU Parliament followed on 13 March 2024, and the AI Act is likely to appear in the EU’s Official Journal around May 2024. The AI Act aims to establish a stringent legal framework governing the development, marketing, and utilisation of artificial intelligence within the region, thereby marking a significant advancement in the regulation of this burgeoning domain.
Publication
The private credit market and direct lending have grown and diversified immensely in the past decade, offering alternative sources and terms of debt compared to those historically provided by the syndicated leveraged loan and public issuance markets. Consequently, they are fast becoming pivotal components in the capital ecosystem, so much so that the Bank of England consider that the private credit market is currently responsible for approximately $1.8 trillion of debt issuance, which is four times its size in 2015. This growth has been particularly pronounced in Europe and the US but there has also been significant activity in Asia.
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