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Not all industries are static. Some work on a project basis that sees regular changes in location after each project has been completed. These locations can be in cities, the great outdoors or even at sea where there are no guaranteed sources of power to provide energy for the equipment needed to carry out the project at hand. Temporary power solutions are therefore a must.

How much do you know about the industries that rely on temporary power solutions to function?

Construction

The construction industry is very much one that relies on temporary power generation due to its changeable nature. A lot of equipment is used in the construction of buildings and other infrastructure that all runs on electricity. This includes drills, cranes, lifts, concrete mixers and more.

Even in situations when a centralised power grid is available, the amount of energy needed is likely to put too much of a strain on the network, and can result in serious malfunction and a blown power supply.

Power generator hire is therefore very common in the industry. This is offered by various companies worldwide with experience in projects such as the building of the Dubai Metro, the Shard in London, and many more major instances of construction.

On construction sites, generators are often accompanied by load banks and temperature control mechanisms to ensure safety.

Events

No event lasts forever. Festivals, sports events, parties and other short term public gatherings and celebrations are held during a set period of time. Often, vast territories are needed to accommodate the large groups of people expected to attend. In turn, these people expect certain things from the event that could include music and lighting, and refreshments. For these to be available, temporary power solutions are needed because parks and other open spaces don’t necessarily have ready access to a power grid.

Power generators allow for spectacular shows to be held, and food and drinks to be available.

Mining, Oil & Gas

Acquiring natural resources from deep within the Earth’s crust is a complex procedure that involves a lot of moving around. As resources in one location are exhausted, so the process restarts elsewhere. But the same equipment is needed everywhere, including drills, pumps and industrial fans. Also, employees are often accommodated on the spot meaning electricity is also needed to power their temporary homes.

Generator hire saves the day by being available anywhere. Only temporary power solutions can deliver the energy needed to extract these precious natural resources.

You may think that every gym is the same, but this is not the case. You get your affordable run of the mill gyms, which offer you the basics, then you get regular gyms which may include weights, circuits, personal trainers and classes, some come with a swimming pool and then you get a luxury gym. A gym that is a specialist in everything you need to keep up a healthy and fit lifestyle moving forward.

The first thing you are going to want to look at when looking for a luxury gym in your area is to find the services provided. Do they offer training and rehabilitation? What about nutritional advice or weight management programs? Do they give you a choice of services such as post natal recovery or pre event planning? Does their team give a full range of services that you need to meet your fitness or weight loss goals now and in the future? Be sure you find a luxury gym that will accommodate your full needs offering a comprehensive all-inclusive approach that you can count on when it comes to your workout routine.

Next look at the location of the facility. Can you get there easily either on your way to work, during your lunch break or on your way home. It’s important to choose a luxury gym within easy access, if you have to drive a fair distance out of your way to workout, chances are you will give it a miss on your way home. Having a facility that you can access with ease increases the chances of you attending on a regular basis without too much fuss.

Always check the reviews from past and current members. If the facility is new, speak to some of the new members when visiting to find how they are enjoying their experience and if the luxury gym is providing them with the services that they expected. You do expect more from this caliber gym, so don’t be afraid to discuss this with current members to get an honest feedback from people who are already using the facility on a regular basis. This small step can help you narrow down your search and make your decision accordingly.

Check to identify their opening times. This is a very important step especially if you work long hours and you want to work out before you start work to give you the energy boost for the day or you want to stop on your way home and need to make sure that the facility will be able to accommodate you. Most luxury gyms will open early and close late to make sure you get the workout experience you deserve at all times.

Always ensure that any luxury gym you are thinking of joining has a team of experienced and qualified personal trainers. Personal trainers can be highly effective to your workout routine. They work with you, put a unique and tailored program together for you to follow and they check your progress. The benefit with this is that you get results in a shorter period, you learn how to do exercises properly to do the best result and you get to workout safely, reducing your risk of injury.

Finally, identify if the luxury gym will help you with nutritional advice, monitoring and rehabilitation in the event you do injure yourself. You want results and you need to discuss your results openly with the trainers before you start, so that they can make sure you do the results you are looking to achieve without delay.

Living in Qatar can be a remarkable cultural experience, as you get the opportunity to explore the ways of a new country. It can be different from your home country in many ways. Read to know about some important things to consider when relocating to Qatar for job.

In 2013, Qatar was recognized as the world’s richest nation by Forbes. As indicated by the United Nations Development Program, it has had the highest human development. It is estimated that more than 500 expats arrive in Qatar daily. So, Qatar is home to a huge number of expats who have migrated here for work, and the individuals who are attracted to its luxury of life.

Jobs in Qatar

Due to the large influx of expats in Qatar, the whole nation has gradually transitioned towards English being the preferred language to conduct business in. Aside from the petrochemical sector, employments are opening up in different industries, like construction, real estate and many more.

Most expats are likely to secure a job before arriving in the country. The work week for the most part runs from Sunday until Thursday, with Friday and Saturday serving as the weekend.

It is normal for expats who work in senior positions to work on weekends, or extra time. Some other necessary things associated with your job and living are as mentioned below.

Cost of Living

There are plenty of chances to make and save money when living and working in Qatar. Most expats are attracted to the high pay packages offered. Despite the fact that the expense of products and services has gone up throughout the years, it is still easy to live comfortably. Rent costs vary depending upon the kind of property you’re looking for. The allowance is either paid monthly or as a single amount.

Accommodation

The accommodation here varies from lavish villas to more modern apartments. Expats who have families will in general like to live in compounds, as they offer more prominent security and you are normally surrounded by other expat families also.

In some cases, organizations have been known to lease a whole compound exclusively for their employees, which also reduce the rent charges a bit. Some complexes come with all the conveniences you could need, from gym and pools to bistros and general stores. Most villas come with at least four rooms and a garden area also.

Health Care

The health care system in Qatar is very acceptable. Regardless of whether you are a local or an expat, the Hamad Medical Corporation offers free clinical treatment to any individual who registers with them. It is important to know that an expected 500 expats are moving to Qatar every day, which is putting a huge strain on the system.

Waiting times at the medical center have increased, and more individuals are opting for private health care services, which can be more costly. Organizations may or may not offer medical coverage to their workers, yet this is not offered by default.

The Takeaway

Getting a job in Qatar may have its pros and cons but knowing about certain things before going will definitely make your experience at a new country much better.

Globalization has spread quickly and pay differences are even more important today. Companies that were once purely “local”, with a few “expatriates”, are now operating internationally with multinational workforces. Managers are increasingly responsible for multinational employees in multiple locations, creating increasingly challenging demands for pay consistency within the team and the company.

Just as it has become increasing difficult to identify the “nationality” of a company, establishing the “nationality” of an employee has become even more complex. Third culture kids of yesterday are the global employees of today. The question “Where are you from?” is becoming a difficult question to answer for more employees than ever before. We have shifted from answering this question with reference to “nationality” (i.e. country of birth or citizenship) to referring to where we are “local”. Let us take Ramesh as an example.

Ramesh prefers to say “I am from Dubai and Mumbai” as these are the two places he feels he is a “local” rather than have to explain “My parents were from India. I was born in Dubai and grew up there, we regularly visited family in Mumbai when on vacation, but I attended university in Canada and worked in Houston for 8 years, before returning to Dubai. My wife is Canadian and my kids are American having been born there. We moved to Mumbai 5 years ago”. Is Ramesh global or local? What is his “nationality”.

The required skills for managing pay in the context of globalization are evolving, moving from local subject matter expertise (local market and local practices) to building international solutions for a global landscape (global market and global practices). The challenge within a multinational company today, is to find an appropriate balance between global consistency and local country and/or employee needs/requirements, whilst maintaining costs.

• Compensation: Global or Local?
• Benefits: Global or Local?
• Job structures: Global or Local?
• Incentives: Global or Local?
• Equity: Global or Local?

We now have sophisticated technology to manage multinational teams across borders but how do we manage the differences between global and local pay?

Imagine working in a multinational company and finding out that your colleague at the desk next to you (doing the same job, at the same level, with the same experience and qualifications, and a similar level of performance) earns double your salary and gets benefits you’re not eligible for. They are entitled to 35 days annual leave; you get 20 days. They are provided with accommodation, health insurance and their children’s school fees are fully paid for at the international school; you don’t get any of that.

So why are they earning so much more than you? What if you found out it was simply because you are “local”?

With a “Local” versus “Expatriate” pay approach, this is the reality.

Local pay is traditionally driven by the supply and demand for skills in a localised free market. These local markets have evolved over many decades and are dominated by nationals, the majority of whom have not, and do not wish to, move to other locations. Depending on the dominant supply and demand trends for jobs, each local market is different in terms of what is pays different skill sets in different industries.

Expatriate pay on the other hand is traditionally driven by the cost of living and hardship differences between the home and host location, using home location pay as the base and adding to this in accordance with the calculated home-host differences and a global benefits policy. While the gap differs from one country to the next, generally in a low-income country (usually a third world / developing country), local staff are paid far less salary and receive fewer benefits than their expatriate colleagues (usually from a developed first world country), even when they do similar work and have similar qualifications.

Local staff in developed, first world countries, with structurally high cost of living (high-income countries), earn far more than their compatriots in less developed, third world countries, with structurally lower of cost of living (low-income countries). That means that before applying any expatriate premium / incentive to take up an assignment in a low-income country, a high-income country expatriate is already way more highly paid. The problem is further compounded by the fact that in order to “encourage” someone to take up an expatriate assignment to a place that is less attractive to them, albeit with a lower cost of living, a significant premium is often required, which results in the pay gap being even larger between a high-income country expatriate and their low-income country local colleague.

These large pay gaps can create significant internal equity issues. Local staff can feel less valued than their expatriate colleagues and become resentful and dissatisfied. This is made worse when the expatriate is perceived as having a visibly higher socioeconomic status such as children attending the most exclusive private school, living in a more exclusive up-market house, or driving a luxury car.
Ramesh has and could continue to work anywhere on the planet. Should he be paid as an “expatriate” or as a “local” in Mumbai?

The obvious solution is to minimise the use of expatriates from high-income countries in low-income countries. Rather than sending an engineer from Germany (high-income country) to Dubai, it would, for example, be far more cost effective to send an engineer from India (low-income country) to Dubai. As the talent pool in low-income countries increases, more and more multinational companies are sourcing talent from them resulting in “brain-drains” and perpetuating the crippling lack of skills in these countries. This is a double edged sword for low-income developing countries. On the one hand they need to retain their skilled talent to help further build their economies and grow local skills, but at the same time, their expatriate remittances are a critical contribution to many low-income country economies.

The reality is that expatriates from high and low income countries around the world, will continue to work side by side in multinational companies, along with local staff in each physical location.

Many multinational companies are grappling with these issues and are developing new approaches to equitable and sustainable global pay. While there is no easy answer, any solution will require the development of frameworks that align global pay models with local pay markets in order that the principle of equal pay for work of equal value is achieved. This does not mean that everyone will be paid the same. These new approaches will require years of integration of global and local pay practices. Where differences remain, these will have to be transparent and defendable based on fairness.

It is no longer news that business investors from around the world look at entering foreign markets in order to expand their local business operations or diversify their investments and establish new operations in the international market.

Every year, hundreds of entrepreneurial and growing companies consider international expansion as a marketing and growth strategy.

If you have been successful in your business for some time and you have already mastered everything about running a business, overseas expansion may just be the logical next move you have to make.

On the flip side, for a majority of others, just having an overseas registered company and business address makes more sense to them than moving over to these foreign countries to establish a brick-and-mortar office.

Whichever the case is, there are at least 7 reasons entrepreneurs incorporate an overseas company, subsidiary or a representative office.

1. EXPANSION. About 95% of the world’s consumer’s reside outside Nigeria. Entrepreneurs whose vision and target market is a global one would consider to enter new markets abroad thus increasing their company’s overall market share and growth potentials.

2. POSSIBLE UNTAPPED MARKET. The possibility of an untapped market in foreign jurisdictions may motivate a Nigerian entrepreneur to incorporate an overseas company, subsidiary or representative office of his/her local company. Nigerian entrepreneurs who produce and package local foodstuffs for sale abroad fall into this category.

3. PROXIMITY TO INTERNATIONAL CLIENTS/CUSTOMERS. Truth be told, the Internet hs done enough to bring businesses closer to buyers. However, for some reasons, several business transactions may still warrant a traditional business presence in the city or country of operation. An overseas office of a local company need not be that big, and may be a home business address, a paid virtual office, or a small/liaison office just for the sake of getting customer feedback and linking back to the Nigerian office.

4. CORPORATE IMAGE. In order to boost their corporate image in the eyes of customers, suppliers, investors and businesses, some entrepreneurs just register an overseas subsidiary of their Nigerian company. This gives their target audience an impression that they are a company with international networks. In situations like this, the “international entrepreneur” need not set up a brick-and-mortar office abroad, he/she only pays for a virtual registered office in such country plus a mailing and telephone forwarding service.

5. COMPETITION. The fact that competing businesses or brands are entering the overseas market and are doing well motivates entrepreneurs in similar businesses to follow suit.

6. INTERNATIONAL PAYMENT. There are quite a number of international banking options available to companies registered in overseas jurisdictions – whether you are currently established in the overseas country or operating the overseas company from Nigeria. Having a corporate checking account abroad makes international payment much more easier by direct deposits, cheque or international wire transfers.

7. MIGRATION. Entrepreneurs considering a migration or move to an overseas country may incorporate a company in the destination country pending the time of their travel.

The United Kingdom, for instance, grants an Entrepreneur Visa to persons outside the European Union to gain entry to the UK for business reasons.

The initial visa will give you 3 years in the UK; and if during that 3 years you can show that you met certain criteria, you can then apply for a further 2 years extension visa. Following the 5 years, you’ll have the option of applying for permanent residency in the UK.