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.
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.
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.
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.
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.
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.
Two minutes to reassess your international talent pool
Meeting the ever-changing needs of international business means expanding and curating your global talent pool. These strategies can help.
Managing a diverse and inclusive mobile workforce
Moving talent between jobs and geographies plays a key role in fostering diversity and inclusion, and mobility management teams should be at the forefront in the fight to tackle this issues – as long as the mobility and diversity teams collaborate.
Nine resolutions to succeed with talent mobility
Action points to help mobility program managers stay on top of the dynamic and strategic field of global talent management.
How does global mobility fit in the global talent agenda?
What do companies say are HR priorities, and are their mobility policies supporting them? Here we discuss some key opportunities for strategic alignment.
BRINK: As living costs shift, expat programs turn to tech platforms
Ilya Bonic, president of Mercer's Career business, and mobility consultant Olivier Meier discuss the interplay among urban dynamism, cost of living, and mobility management tools in an article for BRINK.
Performance management: insights for talent mobility professionals
Mercer's 2019 Global Performance Study offers insights for talent mobility managers. Assessing performance needs to link the purpose of the assignment to business goals and career progression.
Ensuring the success of your talent mobility metrics and analytics journey
Your journey with mobility metrics and analytics can be the way to the next strategic destination or a dead end. Here's how to get where you need to go.
Applying design thinking to talent mobility management: how to get started
How can mobility benefit from best practices in engineering and product development? By adapting the design thought process to find fresh approaches to talent management.
Mitigating Human Capital Risks and Talent Mobility
A recent Mercer study identified the top human capital risks, as noted by HR leaders. All of them influence or are affected by talent mobility practices.
Talent mobility: redefining top talent and upskilling strategies
To broaden the pool of mobile talent, companies need professionals with hybrid skills to bring perspective and bridge gaps. Lateral moves can help foster such hybrid talents.
Local Approaches for Internationally Mobile Employees
Companies are pursuing local compensation approaches for more international moves in the interest of reducing cost or administrative burdens, but in which situations can this goal be reached?
Assignees and International Gig Workers: Managing a Dual Workforce
The increasing use of short-term, non-permanent "gig" workers for international staffing will require reassessing policies and practices. Here are some guidelines to help keep the complexity in check.
Talent Mobility Analytics That Matter
When asked about the most valuable talent analytics, executives listed five fundamental issues that have implications for talent mobility or are influenced by it. Let's explore them in depth.
Building a diverse mobile talent pipeline
Solving a problem like diversity is not just about reaffirming principles. From a practical perspective it is about building a strong and diverse international talent pipeline.
Talent Mobility Spotlight: Rotator Assignments
Rotator assignments are a unique work arrangement critical for meeting staffing needs in such industries as energy and mining. Find out how companies are handling them, featuring highlights from our recent survey.
Talent Mobility Analytics: How to Get Started
Our primer defines the key elements of analytics, identifies pitfalls and challenges, and offers implementation tips for mobility professionals.
Managing Different Generations in the Mobile Workforce
While companies need to adapt for new generations and leverage their skill sets, they cannot ignore the requirements or experience of older workers.
Stephanie Roche and Kate Bravery Discuss Women on Expatriation
L'Oreal's Stephanie Roche and Mercer's Kate Bravery discuss the growing importance of women in the workforce during the 22nd Expatriate Management Conference.
Expatriate Management: Women in the Workforce
Only 14% of employees on international assignment are women. Overcome key barriers to gender parity and unlock the full potential of your global workforce.
How Mobile Talent Managers Can Become Strategic Partners for the Business
Things we can learn from mobility professionals who successfully reinvented themselves and their mobility function to become strategic HR partners.
Two Minutes to Understand and Prepare for the Rise of Expatriate Gig Workers
Organizations will soon not only have to train or hire talent, but also borrow it, as the gig economy comes to mobility.
Fostering Mobile Talent That Thrives
Here you'll find tips on how to identify and provide the right global mobility solutions to address the latest complex trends in talent management.