HRM 16.3 Supplement

Global mobility trends Short-term assignments ISSUE 16.3

Annual Mobility & Relocation Guide 2016

Sending employees to far-flung locations?

WHEN YOU’RE MOVING EMPLOYEES TO THE FAR CORNERS OF THE WORLD, THEY AREN’T THE ONLY ONES WHO HAVE QUESTIONS! Whether it’s compensation, compliance, or cultural issues, Cartus can help with the answers you need to conduct your business successfully and make sure that your employees hit the ground running.

With extensive global resources and experience in more than 185 countries, we provide comprehensive guidance, program management, and on-the-ground support that maximizes your return on investment and ensures that your employees stay productive.

Email us at trustedguidance@cartus.com for access to our extensive library of country-specific videos and location reports!

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GLOBAL MOBILITY & RELOCATION NEWS

TOP CITIES FOR QUALITY OF LIVING European cities continue to offer some of the worlds’ highest quality-of-living, according to Mercer’s 18th annual Quality of Living survey.

Vienna emerged tops for overall quality of living, followed by Zurich (2), Auckland (3), and Munich (4). Vancouver (5) was North America’s highest ranking city, and Singapore was the highest ranking Asian city, holding 26th place.

The Mercer survey also identified the personal safety ranking for the full list of cities, based on internal stability, crime figures, performance of local law enforcement, and the home country’s relationship with other countries.

Luxembourg topped the personal safety list, and was followed by Bern, Helsinki, and Zurich – all tied in second place. Baghdad (230) and Damascus (229) are the world’s least safe cities, according to the ranking.

“Ensuring that the needs of expatriates and their families are met wherever work takes them is an essential part of talent retention and recruitment strategies for most multinationals,” said Slagin Parakatil, principal at Mercer and the lead executive responsible for the qualityof-living research. “Managing safety and health issues is of utmost importance, especially for employees who relocate with a family.”

Parakatil added: “Other elements that add to safety costs in the host location are obtaining suitable and well-secured accommodations; having an in-house comprehensive expatriate security programme and providing access to reputable, professional evacuation services and medical support firms, and finally, providing security training and guarded office premises.”

SINGAPORE RANKED 5TH GLOBALLY FOR TRAVEL FREEDOM The Singapore republic has been ranked joint fifth for travel freedom for the third consecutive year.

This means that Singapore passport holders can now travel to 173 countries or territories without a visa.

This is an increase from the 169 countries in the previous year’s research.

Produced in collaboration with the International Air Transport Association, the 2016 Henley & Partners Visa Restriction Index evaluated 199 passports and nationalities.

Germany topped the table for the third year. Sweden and Finland took second and third place respectively.

According to the index, “the four worst passports in the world” come from Somalia, Iraq, Pakistan, and Afghanistan.

“Generally, there was significant movement across the board with only 21 of the 199 countries listed remaining in the same rank.

No country however, dropped more than three positions, indicating that overall, visa-free access is improving around the world,” said Henley & Partners.

TOP CHALLENGES FOR RELOCATION MANAGERS Controlling assignment and relocation costs is a rising concern for relocation managers, says a new survey.

Some 78% of the 148 mobility managers who participated in the Trends in Global Relocation: 2015 Biggest Challenges Survey by Cartus said that this was the most critical challenge for their industry.

Ninety-nine percent of those surveyed also said that cost control was the same or a larger concern this year versus last, and outweighed family issues by more than 500%.

The second greatest (68%) challenge facing relocation managers was complying with local laws and regulations, the survey found. In addition, some 63% said that they were experiencing longer visa wait times.

Compensation, allowances, and payroll was viewed to be the third biggest challenge (44%).

Fifty-five percent of those surveyed said that were also impacted by currency fluctuations.

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PROFILE

PAN PACIFIC SERVICED SUITES ORCHARD ROAD, SINGAPORE

Experience the best of Singapore in the heart of Orchard Road L

inked to the bustling Somerset 313 shopping mall and Somerset MRT station, Pan Pacific Serviced Suites Orchard offers convenience right at your doorstep. On occasions when your business or personal needs require you to stay in the city a little longer, its prime location set against the exhilarating backdrop of Singapore’s prime shopping belt, Orchard Road, and just 10 minutes from the Central Business District, makes it an ideal choice.

Indulge in the stylish comfort of one of the 126 suites or penthouses, with a choice of one or two bedrooms depending on your requirements. Sleek, modern designer furnishings, warm lighting and soothing colour palettes combine to create a welcome sanctuary for you to return home to at the end of a busy day. A separate living area and bedroom as well as a fully-equipped kitchenette with premium appliances, provide a seamless experience for the extended stay guest.

Each suite is designed to make working as convenient and efficient as possible.

With the inclusions of an IP telephone system with IDD, DID, wired conference features and wireless high speed Internet access; you can remain connected at

For more info: Tel:6884 5222 Email: enquiry.ppssin@panpacific.com Web: panpacific.com/servicedsuites/orchard

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Pan Pacific Serviced Suites Orchard Façade all times. Everything at Pan Pacific Serviced Suites Orchard is designed with your convenience in mind, from laundry and dry cleaning services, grocery delivery to car transfer arrangements.

After a long day at work, simply unwind with in-suite amenities such as the Bose home theatre system and Loewe LCD television, CD and DVD players as well as an ipod docking connector.

Everything is made all the more convenient by the attentive service of 24-hour Personal Assistants who will see to all your needs while you are in residence, and provide you with access to an array of professional support services.

Rely on these highly trained and dedicated Personal Assistants to get around, whether for a business engagement, a relaxing soiree or some local insights.

A broad range of wellness facilities help revitalise you; whether it is a refreshing dip in the ionised water pool complete with a hydro-

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One Bedroom Deluxe Suite treadmill and hydro-bike, an invigorating workout in the state-of-the-art fitness centre, or a stressrelieving hydro-therapeutic spa session. Alternatively, relax with a book from the well-stocked library in the residents’ living room while lounging in an OSIM massage chair, or challenge a fellow resident to a friendly game of pool. Practice your strokes in the Golf Putting Green or hone your dart throwing skills without having to leave the premises.

You will also find a range of exceptional dining options

right at your doorstep.

Enjoy a sophisticated dining experience with a modern international flavour at Bedrock Bar and Grill.

Alternatively, relax over a leisurely cup of coffee or a refreshing cocktail at Oriole Coffee + Bar just next door. Thanks to its superb location, a plethora of other dining options and a 24-hour supermarket within walking distance from the serviced suites await.

At Pan Pacific Serviced Suites Orchard, you are guaranteed unmatched efficiency and superb levels of comfort.

PROFILE

THE CLUB RESIDENCES BY CAPELLA SINGAPORE

Regale your senses

at The Club Residences by Capella Singapore W

ith the advent of global communications networks, social media and affordable air travel, the world has truly become so connected. Now, more so than ever before, companies and organisations are borderless, granting people the option to venture overseas in search of new business opportunities.

With expatriates becoming increasingly well-travelled, coupled with the ease of accessing information online, the needs and wants of a discerning traveller has increased tremendously. The complexity of choosing a new home away from home is amplified with the fast growing supply of residential options available.

For expatriates for whom convenience, service and space are paramount, The Club Residences by Capella Singapore offers a unique and enviable accommodation option. With Capella Singapore’s 30 acres of lush tropical landscaping on Sentosa Island, The Club Residences redefines

The Club Residences

by Capella Singapore 1 The Knolls Sentosa Island Singapore 098297 Tel: +65 6591 5092 Email: theclub.singapore@capellahotels.com Web: www.theclubcapellasingapore.com

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Capella Manor Living Room luxury living for its longstay guests with world-class facilities, finishings as well as a prized commodity in Singapore – space.

The Club Residences by Capella Singapore features a grand total of 62 sea and garden facing suites, 10 penthouses and nine contemporary manors.

This luxurious option for long-term accommodation marries convenience with the prestigious Capella experience, and delivers them both to guests within the comforts of their very own home.

In an interview with the local business daily The Business Times, one of The Club Residences’ long-term residents and founder of a leading outdoor furniture company, Ms Janice Feldman, shares that her reason for her

HRMASIA.COM

choice of accommodation was for not wanting to be in the City. “Noise bothers me,” she says.

The spacious and serene beachfront setting of her unit was ideal for an avid lover of art and design such 1 as herself .

Guests of The Club Residences can enjoy all the services and facilities of the resort, such as 24-hour in-room dining, gourmet restaurants, three cascading swimming pools, an awardwinning spa and round-theclock security.

Extending beyond the luxurious surroundings, The Club Residences presents warm heartfelt service to all its global residents with staff being able to speak more than ten different languages such as Mandarin,

Club Concierge Japanese, Russian, Korean, Spanish, and French.

Because businessmen and executives are so mobile and are constantly on the move, long-term contracts may sometimes not be suitable.

As such, The Club Residences

by Capella Singapore also offers residents flexible lease terms, catering to expatriates with varying work contracts.

“Haven by the Beach”, The Business Times, 15 November 2014 1

FEATURE

GLOBAL MOBILITY

Charting new waters As more businesses take advantage of the growing opportunities in emerging markets, an increasing number of employees are finding themselves undertaking assignments in them. HRM examines what considerations need to be taken when sending staff to emerging markets Sham Majid sham@hrmasia.com.sg

M

aneesh Sharma, CEO of Raffles International Relocation, says as exciting as a new change may be, it is also often accompanied by anxiety. This comes not only from the point of view of an employee moving abroad, but also with regard to the people involved in the relocation process, especially HR. “The anxiety can very easily be transformed into the excitement of relocating with proper planning, due diligence and most importantly, by using a reliable relocation company,” Sharma says.

HR’s duty In fact, Sharma says there are a plethora of issues for HR to take into account when relocating employees for overseas assignments.

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One example, he says, is the visa and statuary requirements for each destination country.

“They vary from market to market,” he explains.

HR must also keep in mind the ease of doing business versus the cost of doing business, and it is crucial to manage and maintain the balance between the two.

Other aspects Sharma identifies include the safety and insurance of employees and their respective families, medical and schooling requirements, and infrastructure, labour laws and meritocracy-related considerations. In addition, HR should aim to have employees settled in quickly so they can become productive as soon as possible.

“Most of these can be managed effectively by partnering with a relocation company that has a presence via a strong network in the country where the employee is relocating to,” he elaborates.

GLOBAL MOBILITY FEATURE

Challenges encountered in managing mobility programmes • Increasing compliance risks and regulatory requirements • A lack of transparency over programme costs • Programme is not currently aligned to overall talent strategy • Securing suitable talent • Inconsistent programmes across locations • Inconsistent policies • A lack of visibility over assignee population • A need for greater diversity within the assignee population

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FEATURE

GLOBAL MOBILITY

“Keeping all the above in mind, there is little doubt that emerging markets provide a strong opportunity to relocate senior management or top talent. Companies can significantly benefit from relocating their employees to other countries to create new business resources and benefit from the direct investment being allocated to these markets and drive regional growth.”

Understanding emerging markets According to the Talent Mobility 2020, The next generation of international assignments report by PricewaterhouseCoopers, “the growing importance of emerging markets will create a significant shift in mobility patterns, as skilled employees from emerging markets increasingly operate across their home continents and beyond, creating greater diversity in the global talent pool.”

But what exactly are emerging markets?

“Emerging markets are primarily the set of countries that have some characteristics of developed markets such as the US, but do not fully meet the standards to be a developed market,” says Sharma.

“According to many reports, India and China are among the fastest-growing markets within this cluster. The other fastgrowing markets are Brazil, Russia, South Korea, Mexico, Indonesia, and Turkey.”

From Sharma’s perspective, the majority

Are you tracking your international assignments?

In EY’s 2015 Global Mobility Effectiveness Survey, respondents were asked a range of questions regarding the tracking of international assignments.

• 72% of the respondents were not tracking success or failure of their international assignments • 18% of the participants said they had robust technology in place to support assignment cost analysis and decision-making • 45% reported having very little or no technology to support decision-making for talent management

What is being tracked?

• Assignee has met the business objective that they were assigned (73%) • Assignee stays for the anticipated length of the assignment (60%) • Assignee has met or exceeded KPIs or other performance measurements during the assignment (46%) • Assignee has met or exceeded a 360-degree assessment, especially with respect to their subordinates and team colleagues (11%) Source: EY’s 2015 Global Mobility Effectiveness Survey

Relocation services

of mobility issues pertaining to employees relocating to emerging markets revolve around three main issues: immigration, settling-in, and then moving to a business-as-usual environment.

“These vary dramatically from one emerging market to the other and are the end-result of the labour laws, political and economic stability, diversity, meritocracy, educational system and set up costs in each market,” he explains.

Sharma says Raffles Relocation offers a single window, and is a one-stop service provider for global mobility and relocation services, including in the emerging markets.

“Our services include: relocation (both sea freight and air freight), destination services, orientation services, settlingin services and immigration and visa assistance for the employees relocating to these countries,” he adds.

MOBILITY TRENDS According to the KPMG Global Assignment Policies and Practices Survey 2015 : • The main objective of a global mobility programme for 73% of survey participants was to support business goals and adapt to changing business requirements • 81% of participants offer short-term assignments (typically outlined as less than 12 months) • 96% offer long-term assignments (typically one to five years) • 47% afford offer permanent transfer or indefinite length assignments.

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Which statement best describes your organisation’s approach to assessing a potential assignee’s suitability for international assignment?

• An external evaluator is used (7%) • Trained evaluators from within the organisation conduct assessments (5%) • Line management or HR conducts an informal assessment (56%) • Potential assignees complete selfassessments (8%) • We have no provision for assignee assessment (39%) • Other assessment tools are used (6%)

Which of the following best describes your organisation’s approach to establishing goals for international assignments?

• The process is no different from our domestic employees’ goal-setting process (63%) • It is a different process than the one we use for domestic employees (6%) • Goals are established for every assignee (22%) • They are often set but not required for all assignments (7%) • They are rarely set (5%) • We do not have any process for establishing assignment goals (16%) • Other (2%)

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PROFILE

FRASERS HOSPITALITY

Experience the Fraser difference F

rasers Hospitality Group is the hospitality arm of Frasers Centrepoint Limited that owns and operates properties under Frasers Hospitality and asset-manages third-party properties under Frasers Hospitality Trust. Since its inception in 1998, Frasers Hospitality has grown from an initial 412 residences in Singapore to 136 properties, 78 key gateway cities and more than 22,000 keys worldwide across Europe, Middle East, Africa, North Asia, Southeast Asia, Asia Pacific and Australia.

Frasers Hospitality Trust is the first global hotel and serviced residence trust to be listed in Singapore, comprising of Frasers Hospitality Real Estate Investment Trust and Frasers Hospitality Business Trust. Collectively, the

Frasers Hospitality 491B River Valley Road, #14-04 Valley Point, Singapore 248373 Central Reservations (Singapore): +65 62 700 800 or Singapore Toll-free: 1800-FRASERS (372 7377) Fax: +65 64 150 519 Email: reservations.singapore@ frasershospitality.com Web: frasershospitality.com

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portfolio has a total of 1,928 hotel rooms and 842 serviced residence units.

Frasers Hospitality operates serviced, hotel residences and boutique lifestyle hotels across five brands that cater to different market segments: • Fraser Suites, Fraser Place and Fraser Residence, Gold-Standard serviced residences catered to the extended stay needs of business executives.

• Modena by Fraser, second-tier serviced residences introduced in 2009 to specifically cater to the growing market niche of ‘road warriors’ who spend most of their time travelling and seek efficiency of product and services to support their lifestyle needs.

• Capri by Fraser, a designled urban-inspired hotel residence catering to the “always-on” lifestyle needs of Millennial travellers with e-efficiencies and the flexibility of choosing how they want to work, live and play.

• Malmaison, a collection of boutique heritage hotels in iconic buildings and individually designed guest rooms that caters to travellers who dare to be different. It is also renowned for its exceptional brasseries and bars.

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Capri by Fraser, Changi City / Singapore

Fraser Residence Orchard, Singapore • Hotel du Vin, a collection of boutique lifestyle hotels offering quintessentially British hospitality. Hotel du Vin offers luxury with old world charm and gastronomic pleasures of its renowned bistros.

A globally awarded leading hospitality group, Frasers Hospitality aims to anticipate and exceeds customers’ evolving expectations through continuous innovation and intuitive service to deliver memorable experiences. It is on track to achieve 30,000 keys by 2019.

Fraser Place Robertson Walk, Singapore

FEATURE

RELOCATION

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RELOCATION FEATURE

SHORT-TERM

ASSIGNMENTS Employees on shorter overseas stints are often expected to hit the ground running and deliver results. HRM finds out how HR can help them make a seamless transition Sumathi V Selvaretnam sumathi@hrmasia.com.sg

S

hort term assignments continue to increase as a share of business travel.

A report by PwC consultancy found that some 20% of assignments now last less than 12 months, compared with only 10% in 2002.

In Cartus’ 2014 Global Mobility Policy and Practices Survey, participants were asked how their organisation’s international assignments had changed over the previous two years. Some 49% of respondents reported an increase in the number of short-term assignments, shares Kenneth Kwek, Senior Vice President and General Manager – Cartus Asia.

“The reason for the rise in these short-term assignments can be largely attributed to companies looking to plug skills gaps while securing cost containment in today’s increasingly connected global marketplace,” says T.J. Spencer, Vice President of Sales, Oakwood Worldwide.

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FEATURE

RELOCATION

So what defines a short-term assignment? According to PwC’s Talent Mobility: 2020 and Beyond report, the average short-term assignment is usually no longer than 12 months.

However, the length of short-term assignments can depend on a number of factors including the project at hand, budget, and the organisation’s needs, says Spencer.

Top employee concerns While the prospect of an overseas stint brings about much excitement and anticipation for the employee, it is often coupled with some anxieties.

Respondents to the Cartus survey consistently identified personal issues as the top challenge for short-term assignments, in which assignees were expected to accomplish goals quickly, often with less preparation than longterm assignees. They also typically involved more separation from family and familiar networks, says Kwek.

In such situations, assignees might request for more home leave, since short-term assignments can be unaccompanied. They also might have concerns about the tax implications resulting from their work overseas.

“The most important requirement for employees on short term assignments is how to effectively manage their tax exposure, since in many countries you are treated as a tax resident after 183 days,” says Gareth Leow, Relocation Service Manager, Santa Fe. “There was a scenario where an American expatriate who was initially on a permanent transfer assignment in Country A, and was subsequently sent on a short term assignment to Country B. He became liable for taxes in three countries!”

Short-term assignees also need to be assured that the project is part of their professional development, and that the knowledge and experience they gain while on assignment will be valued and utilised on their return, Kwek says.

Employees also appreciate it when their company pays attention to details 14 ISSUE 16.3 SUPPLEMENT

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CARTUS CASE STUDY

Cross cultural training An American assignee moved from the UK to Singapore for his third successive assignment.

His wife was very happy for the five years they were located in the UK and didn’t want to move. As he would be working very long hours on a project, he felt he would not be able to work effectively on assignment if his wife and children, who were very young, did not move with him. After a Cartus cross-cultural training programme was arranged to prepare the whole family for the assignment, his wife was reassured and the whole family settled in very well.

Needless to say the relocation was more effective as the assignee had the support of his family by his side. such as extra baggage allowances, since relocation policies for shortterm assignments may otherwise limit personal effects shipments.

Organisations should further foster an environment that allows assignees to share learnings, tips and experiences on how to settle in comfortably and build connections in the host location, says Spencer. “Support should be provided in the build-up to a move – a preview trip to the prospective location is often beneficial – and once relocation commences, assignees should know who they can contact with any questions.”

Feeling at home Companies offer their assignees different types of accommodation, depending on the type and length of assignment. “If a short-term assignee is moving without their spouse or children, smaller accommodation is typically sourced,” says Kwek.

Serviced apartments are often a popular accomodation choice, given the short and unpredictable tenure of such assignments. “In situations

where the assignments end early, short term transferees get to leave the service apartment hassle free without much of a financial penalty, compared to a housing lease with a minimum stay. Should there be situations where employees’ assignments go longer than planned, the extension with service apartment accommodation can also be easily arranged,” says Leow.

Such apartments also offer a larger room space than hotel rooms, ranging from studios and one-bedroom apartments to three-bedroom apartments. “Serviced apartments typically have separate living and dining areas, so guests can spread out and be more comfortable. Some apartments also have several bedrooms and bathrooms, which is convenient for families,” says Spencer.

A fully-equipped kitchen gives guests the option to eat in, and entertain at home. This can minimise out-ofpocket costs as the employee does not have to rely on restaurants or room service, Spencer adds.

According to Spencer, serviced apartments are less likely to face challenges related to high occupancy levels because they can always add and subtract the number of units via supply chain properties. “Unit rates are usually set through long-term contracts, so the rates tend to be steadier for clients than a hotel which might change its rates on a daily basis depending on demand.”

Onboarding An effective onboarding programme can go a long way in helping employees start their assignments off on the right foot.

Santa Fe recommends short term assignees get acquainted through a one-day orientation of the host country. Leow says, “Although they will only be there for six to 12 months, it’s not that short of a stay either.

Acclimatising is important, even to people on holidays!”

Serviced apartment provider Oakwood, for example, organises various

RELOCATION FEATURE

guest activities, from family outings to the zoo, to wine and cheese tasting parties in the property lounge. “Each activity is tailored to each assignee and their family, while at the same time it provides an opportunity to meet and interact, share stories and insights, and offer support and guidance to the newly-arrived,” says Spencer.

Short term assignees will also require assistance with settling in programmes such as bank account set up, registering for mobile phone, and setting up data plans, says Leow.

Cartus offers assignees a dedicated consultant who, in the first instance, will conduct an initiation call and explain the terms of the policy. “This lays the foundation for the relationship going forward as the consultant will support the assignee throughout the life of the assignment,” says Kwek. Cartus also offers a short-term assignment support programme that

prepares assignees for managing the unique stresses of a short-term assignment.

Cross-cultural training is a key part of the onboarding process.

“As extended short-term assignments replace long-term assignments for developing key employees, companies risk placing unprepared employees in a foreign business environment,” says Kwek.

Cartus has custom-developed cross-cultural training which prepares assignees for dealing with issues that are specific to the cross-border work and living challenges employees they are set to experience. “Providing cross-cultural training prior to the commencement of the assignment will properly prepare the employee for living and working in a different cultural environment, and may help avoid costly missteps on the part of the employee,” Kwek says.

Ensuring employee safety Due to the security risks associated with traveling abroad, it is best practice for companies to employ formalised security processes for their employees when traveling on business or living in another country, says Kwek.

For locations where safety and security are important, Cartus offers tailored security briefings as part of the pre-assignment support package.

“Established security processes should be communicated to the employee pre-departure, upon arrival and on an ongoing basis throughout the life of the assignment,” Kwek says.

In certain locations renting groundfloor flats may be unsafe, or the assignee may be required to live in a gated compound. They may require a driver rather than taking public transport, Kwek adds.

TYPICAL SHORT-TERM ASSIGNMENT BENEFITS Policy

Policy Component

Pre-assignment support

• Candidate assessment • Tax briefing • Immigration assistance • Medical examinations

• Security briefings • Repayment agreement • Intercultural training • Language training

Assignment compensation and benefits

• Payment of base salary and assignment allowances • Per diem or cost of living allowance • Host country housing • Host transportation

• Hardship allowance • Employee benefits (medical, retirement and pension) • Vacation, working hours, and public holidays

Relocation support

• Home country housing • Shipment of personal effects • Travel to the host country

• Temporary living • Miscellaneous expense allowance (MEA)

Ongoing assignment support

• Settling-in assistance

• Home leave

Contingencies and special circumstances

• Personal emergency leave

• Emergency evacuation

End of assignment

• Repatriation integration programs • Departure assistance • Shipment of personal effects

• Return travel expenses • Repatriation miscellaneous expense allowance (MEA)

Tax assistance

• Tax policy

• Tax return preparation

Source: Cartus

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PROFILE

LOUIS KIENNE™ SERVICED RESIDENCES – HAVELOCK

A fusion of the best in style and comfort L

OUIS KIENNE Serviced Residences in Singapore represents the wellconnected, modern lifestyle – an upscale concept designed for cosmopolitan travellers and seasoned city dwellers for business and leisure stays. Managed

by Ariva Hospitality, this modern 96-unit high-rise residential haven is perfectly tucked in one of Singapore’s oldest heritage community.

Centrally located with just a 25-minute drive from the airport as well as from the Central Business District, it is also just minutes away from the shopping and entertainment belts of

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Orchard Road and Robertson Quay respectively.

Residents can easily access any part of the island via several bus services available at the Residences’ doorstep, or via a short walk to Tiong Bahru MRT station.

Essential amenities, such as supermarkets, banks, medical facilities, and a wide variety of delicious local dining options are all available within the vicinity as well.

Customised for individuals or for families on long or extended stays, all apartments are tastefully appointed in décor and stylishly designed for spacious and comfortable living.

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Our amenities include a modern and fully equipped kitchen and premium quality beds. For recreation, residents will be delighted to head up to the sky-deck facilities for breeze and sunshine by the pool, or even host a BBQ with family and friends. Morning perks include Continental breakfast available daily and served at the Guest Lounge overlooking the pool.

Personalised services include our friendly Concierge, housekeeping serviced by regular staff who are familiar with residents’ habits, and 24-hour managed security.

At LOUIS KIENNE, we create the best time and

space for introspection; a time for relaxation, selfdiscovery and better living.

For enquiries on long-term stays or more information, visit www.stayariva.com

LOUIS KIENNE™ Serviced Residences – Havelock 554 Havelock Road, Singapore 169639 Tel: (65) 6591 9888 Fax: (65) 6591 9889 Email: Louis-Havelock@stayariva.com

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Since we founded the industry 60 years ago, Cartus has been doing just that through an unwavering focus on delivering services, solutions, and expertise that respond to the changing needs of our clients and their transferring employees around the world. Our commitment to both innovation and flexibility translates into customized approaches that match any situation. Whatever your size or location, we couple personal attention with the experience gained through more than 3 million moves and a diverse global client base. Find out what 60 years of trusted guidance can do for you.

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