This case study is condensed from A match made in HR reality? Connecting global mobility and talent management, a collection of mobility success stories across a range of industries.
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A US-based food-processing company sought to link its mobility programs to its business needs and talent profiles better, in support of a broader talent agenda. In a decade-long process starting in 2012, the mobility function has been partially integrated into the talent management function.
Four talent programs emerged from this process:
- Volunteer moves driven more by personal reasons than business ones
- Critical moves to bring high value to the business by filling a skills gap
- Strategic assignments designed to nurture the next generation of leadership
- Emerging high-potential talent moves to fill the talent pipeline
Mobility solutions
The mobility function developed self-service decision-making documentation for its businesses and stakeholders in which the underlying reason for the move must be explained and justified to the mobility team, which also drives the final approval process. The mobility team considers several factors in choosing the appropriate framework for the approval of assignment requests, and it must also be informed about the financial perspective of transfers.
Results of the integration
Thanks to the creation of a mobility guidance document for businesses, numerous improvements were realized:
- Increased relocation success rates
- Reduced organizational costs
- Improved talent retention
- Better employee experience
- Higher return on investment for the businesses
The organization has not reached the end of their journey in terms of bringing mobility and talent management functions closer together, but they are actively looking for more synergies.