emerging markets: political risk in India

the home field advantage

No company ever goes into a foreign country expecting a level playing field.  There are always going to be rules–written and unwritten–that favor the home team.  This is the flip side of the belief that you’re always going to have at least a slight advantage over a foreign company in your domestic market.

One exception–if you’re hoping that the foreigner will buy your domestic business.  Chances are he’d be willing to pay over the odds.  But it’s equally likely the government will force a sale to a domestic competitor.  Around the world, that’s just the way it is.

in sports

We see this all the time in sports.

Olympic judging.

Your favorite baseball team plays an away game.  You can be sure the field will be manicured to minimize the home team’s weaknesses and your strengths. The visitor’s dugout in San Francisco is, unusually, on the first-base side of the field?  Why?  It faces right into the frigid wind off the bay.

The home town timekeeper will make the game clock in basketball or hockey run fast or slow, as the home team requires.

Even the referees will exhibit a home-town bias, perhaps influenced by crowd noise.

what’s not cricket

Some actions are beyond the pale, however.  One such appears to be happening right now in India.

In 2004, when Vodafone was still intent on ruling the world, it entered the Indian cellphone market by buying an interest in an existing player from Hutchison Whampoa.  Aware that if the transaction were done in India it would trigger a capital gains tax of around $2.9 billion, the parties did the deal offshore.

The Indian Tax Department ruled that the tax was still due.  Vodafone refused to pay and lengthy litigation ensued.

Two months ago, the Indian Supreme Court ruled in Vodafone’s favor–that no tax was due.

proposed retroactive tax law change

On Saturday, the Financial Times reported that in its annual budget the Indian government proposes to change the tax law, retroactive to April 1962, to make offshore transactions involving multinationals and Indian subsidiaries subject to domestic capital gains tax.

Although the proposed change, if implemented, will have much wider implications than for Vodafone alone, it is being widely seen as aimed directly at the UK telecoms company.

The issue of course, is that Vodafone has played on the home field and won–but the losing side is trying to change the basic ground rules five years after the fact, in a way that turns victory into defeat.

I think it’s ironic that this situation is arising just as the Indian government has decided to try to woo foreign portfolio investors for the first time.  If the budget documents are not just bluster and parliament makes the retroactive tax law change, that would seem to me to dim substantially the appeal to foreign investors of India’s large domestic population.  The negative effect could last for many years.  For emerging markets investors, then, I think the Vodafone situation bears close watching.

 

 

the Manpower global employment survey: a tale of two (maybe three) worlds

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the Manpower survey

Over the past two years, most of my attention, and the attention of the majority of investors in the US, has been on the employment situation domestically.  Reports like the Department of Labor Statistics’ monthly Employment Situation or the equivalent from private payroll company ADP have been scrutinized carefully for signs that a moribund labor market might be showing signs of revival.

The picture that has most recently emerged is of an economy slowly mending, but now generating enough new jobs to not only absorb new entrants into the labor force but also to chip away at the unemployment rate by about 1 one percent per year.

The international employment agency Manpower, in contrast, has for the past half century been producing an increasingly global employment report whose emerging markets content the firm boosted significantly in 2005.  Manpower research focuses on corporate hiring intentions over the coming quarter, rather than chronicling the firms’ actions in the recent past.  As a result of these emphases, the Manpower survey gives an interesting–and different–perspective for assessing the health of the world’s economies.

a diffusion index

One other factor to note before we begin.  Manpower presents its results in the form of what’s called a diffusion index. The company asks all the HR professionals it surveys whether their firms will be hiring, keeping a stable workforce or firing in the coming three months.  It takes the percentage of respondents hiring and subtracts the percentage firing.  This difference is diffusion index.

If, for example, 60% of respondents expect to be hiring and 30% expect to be firing (with 10% remaining stable), the diffusion index is +30.  If 49% are hiring and 50% firing, the diffusion index reading is -1.

the 2Q11 survey results

Here’s what the latest survey has to say:

Asia Pacific

In the Pacific region, Manpower covers eight countries. The lowest reading comes from Japan, at +10.  The highest two are India at +51 and Taiwan at +45.  The median reading is +23.  (Remember, +23 means that companies hiring outnumber those firing by about 3/2.)

The Indian reading is the highest in the six years Manpower has been surveying that country.

China peaked at around +50 in the December quarter and has fallen to +36 now.

EMEA (Europe, Middle East and Africa)

What a contrast!

Of the 21 EMEA countries Manpower follows, only Turkey (+34) and Belgium (+12) score higher than Japan.  Six countries–Austria (-1), Switzerland (-1), Italy (-2), Ireland (-3), Spain (-5) and Greece (-10) are in the minus column.  About the best you can say about these results is that they’re an improvement over the figures this region has been posting over the past two years.

the Americas

Here again, the tale is one of two regions.  The median reading for the ten countries surveyed is about +19.

The stars of the region are Brazil, which appears to be overheating at +40, Panama (+22), Argentina (+22), Peru (+20) and Costa Rica (+17).

Only two nations, Guatemala (+6) and the US (+8), are in single digits.

my thoughts

1.  Among developed countries, patterns in prospective hiring clearly illustrate the difference in the approaches–accommodation vs. austerity
of the US and EU governments in dealing with fiscal deficits generated by the financial crisis.  The healthiest country in the EU other than Belgium is Germany at +9, which falls one point below the developed world’s multi-decade growth doormat, Japan.  Everyone else, ex Greece, is flirting with one side of zero of the other.

The risk to the US is that the country won’t have the political will to rein in stimulus when the time is right.  The worry about the EU is that the cure will prove worse than the disease.  The near-term growth story, however, appears to favor the US.

2. The contrast the Manpower survey draws between the developed and developing world is very stark.  The developed countries of the globe barely break into double digits on the Manpower hiring index, meaning that almost as many employers are laying off workers as are looking to add to their staffs.  In the developing world, on the other hand, Manpower scores are soaring.  Asia ex Japan is averaging roughly 30.  Latin America is close to the same number.  Both imply that about twice as many employers are looking to hire as are looking to lay off.

Over the past several months, emerging markets have been underperforming those of the developed world.   The idea has been that governments of the former have begun to temper economic growth while those in the latter, especially the US, are still applying extraordinary stimulus.  Therefore, on a relative basis stock, markets in the developed world should be emphasized over those in developing ones.

To me the Manpower numbers argue that the preference for the US over emerging markets is a counter-trend movement that can’t last for long.

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