Post-crisis talent redeployment: gap analysis
Cost-reduction efforts, changes in business models, and shifting globalization patterns will require new approaches from HR teams. Performing a detailed gap analysis can help.
COVID-19 and emerging ‘techknowledgy’ opportunities for mobility
As the effects of the global pandemic continue to mount, companies are being forced to reassess the use of technology to manage their mobility programs more effectively.
Assessing the assignee experience
How are employees on international assignments feeling about the experience, especially during a pandemic? The only way to find out is to ask them.
2020 buzzwords and what they tell us about mobility
The global pandemic shades this year's list of talent mobility buzzwords, but these trends were emerging well before the crisis.
Virtual assignments: cultural and inclusion issues
Cultural differences and biases can be barriers to success for any type of assignment. Let's look at the main issues and methods for overcoming them.
Restarting your mobility program
As companies look ahead to restarting their mobility programs, one thing is clear: it won't be mobility as usual.
Assessing the feasibility of virtual assignments: a checklist
How can you effectively use virtual assignments to meet global business development needs? Here are eight areas of focus to get you started.
Addressing the impact of exchange rate fluctuations on cost of living allowances
Recent volatility in currency markets has prompted international businesses to review their compensation adjustments for affected workers.
The rise of virtual assignments
Moving jobs to people is a new tool for companies to use in their global operations. Understand the pros and cons of virtual assignments, as well as the potential complications.
Managing hardship issues in a pandemic
Beyond the health risks for international assignees, the global epidemic has created many other quality-of-living issues for mobility managers to consider.
Managing cost-of-living issues in a pandemic
Cost-of-living allowances are always subject to change, but in times of crisis the swings can be dramatic. Let's look at what affects differentials and taking a balanced approach to implement them.
Talent mobility: looking ahead
The pandemic crisis is a chance to reflect on the talent mobility model, its effectiveness, and its contribution to the resilience and success of business over the long term.
COVID-19 update: foreign exchange volatility and COLA
Currency exchange rate volatility can cause hardship or windfalls for international assignees, depending how organizations respond to them. Here we explore the considerations before adjusting a cost-of-living premium.
Mercer's COVID-19 resources for employers
As the situation changes daily, Mercer is committed to helping employers respond to these unprecedented challenges with employer guides, articles, and surveys.
2 minutes to improve assignee wellbeing
Highly mobile employees can face many forms of stress. How can you design a support program, get support from managment, and engage the assignees themselves?
Here we explore implementing policy flexibility effectively, including the common types, pay packages, risk of excessive flexibility, and how to mitigate them.
Coronavirus outbreak: impact on expatriates in China
Measures to thwart the spread of the virus in China have affected the quality of living throughout the country, limiting transport options and the availability of goods and services.
Talent mobility: compensation dilemmas
Here are seven dilemmas highlighting the disconnection between new business realities and pay practices for mobile talent and the international workforce in general.
Global mobility management strategies for small- and medium-sized companies
Companies of all sizes face similar challenges in international HR, but the best way to meet them can vary. Here are tips to help smaller organizations find balanced solutions for their global staffing needs.
Global mobility policy flexibility in practice
Changes in assignment patterns and employee expectations are driving mobility programs to develop more flexible policies, but how exactly are companies handling this? The results of Mercer's recent survey offer some insights.
Talent mobility: essential tools and approaches for 2020
Drawing on management trends in the fields of project management, product development, IT, and marketing, HR teams are learning to be more agile, reactive, and responsive to employees. Here are five areas of development to focus on in 2020.
Two minutes to manage assignee repatriation successfully
Repatriation is a critical component of realizing the organizational talent development benefits of international assignments, but most companies don't manage it effectively. Here are six tips to help repatriations succeed.
Mercer and Diageo win EMMA award
The long-term mobility partners were awarded the Best Vendor Partnership at the 2019 Expatriate Management & Mobility Awards.
Talent mobility: lessons from 2019
As 2019 draws to an end, here is a summary of the major trends that are reshaping mobile workforce management and will force HR teams to revisit their practices.
Expert interview: Ron Huldai, Mayor of Tel Aviv
Now in his fifth term, Mayor Ron Huldai of Tel Aviv has long been a champion of progressive ideals. Here, Mr. Huldai looks back on his 20+ year tenure as the mayor of this economic Israeli metropolis.
Mastering the talent mobility narrative
The success of talent mobility policies requires a coherent narrative that links mobility with business objectives, communication channels, and company positioning.
Talent mobility technology: building the business case
Talent management automation is on the rise, but many companies still struggle to adopt it. Here are six points to help make the business case to top management.
Global mobility: mitigating talent management challenges
Talent mobility requires an integrated people strategy to deliver on its promises. Here we explore the major challenges to successful global talent management and the best tactics to overcome them.
Two minutes to develop an age-ready mobile workforce
Ageism is the last diversity frontier. Don't let it put a break on growth and thriving workforces. By adapting mobility polices and changing mindsets, organizations can truly benefit from the silver revolution.
Revisiting cost drivers to make mobility affordable for small and midsize mobility programs
Learn how small- and mid-sized enterprise global mobility professionals can address the persistent and ever-changing challenges surrounding costs.