Mobility case study: managing proactively
An India-based IT company realized the value of a combined global mobility and talent management organization after its acquisition of another company.
A holistic approach to wellbeing for international assignees
In an attempt to create better, more sustainable futures for mobile workforces, HR professionals are considering the expat experience from a holistic standpoint, and employee wellbeing is one of the key components of this approach.
Mobility case study: harmonizing operations with policy
A Japan-based electronics company saw that overhauling its mobility function and infrastructure was key to its international growth and competitiveness in a new industry sector.
Mobility case study: principle-driven management
A China-based consumer electronics company developed technology to connect mobility to other HR functions in support of its fundamental talent management principles.
The value of mobility: measuring talent mobility outcomes
Measuring the true ROI of mobility requires looking at business outcomes, mobility outcomes, and talent management outcomes — and whether they are working in tandem.
Mobility case study: implementing technology
A leading food and beverage manufacturer wanted to facilitate greater automation and transparency in its mobility program. It came to Mercer for a solution.
Mobility case study: continuous transformation
A US-based healthcare company adopted a philosophy of continuous mobility transformation to accelerate the organization’s talent and business goals while making the most of new opportunities.
Mobility case study: moving jobs to talent
A Switzerland-based pharmaceutical company leveraged its integration of mobility and talent management to enable a profound shift in its talent mobility strategy.
Mobility case study: supporting the talent agenda
A US-based food-processing company sought to link its mobility programs to its business needs and talent profiles better.
Addressing barriers to global mobile talent brokering
Developing a brokering program requires choosing an opportunistic or strategic approach, and prioritizing cost or talent.
Host-based compensation approaches revisited
Although not suitable for every international assignment, host-based pay offers a compelling solution for some and perspective on other compensation approaches.
COVID-19 impact on global mobility management, in infographics
Mercer's survey from March shed light on adaptations in talent mobility management after a full year of operating during the pandemic. Here are some highlights.
Olivier Meier honored as top global mobility professional
The View from the Top names Mercer consultant Olivier Meier as one the Top 100 Global Mobility Service Provider Professionals.
Sustainable talent mobility
An environmental, social, and governance analyses of mobility can help further the sustainability goals of your organization.
2021 buzzwords and what they tell us about mobility
Only time will tell if the buzz around equity, sustainability, and working from anywhere will translate into effective talent mobility practices, but the transformation is underway.
Six ways to better serve your mobile workforce
As companies deploy technology to manage their mobile talent better, following these principles can futureproof the investment.
Energizing the mobile workforce and dealing with employee fatigue
Employee fatigue has moved to the forefront of HR challenges in the wake of the pandemic. Explore how fatigue affects mobile talent and what steps you can take to re-energize your workforce.
Talent mobility analytics: setting priorities
Mercer's latest talent trends study showed the accelerated adoption of HR analytics in the last year. See which ones will provide the greatest benefit for talent mobility in 2021.
What they didn’t tell you about talent mobility management
There are many aspects of talent mobility management that you won't learn from a management book. Here are eight real-world lessons to bear in mind.
A roadmap for talent mobility teams
Mobility professionals have a pivotal role in the transformation of the talent function. Here are four areas of focus for organizational change, and two for HR pros themselves.
International remote working: a question of definitions
The first step in creating effective policies for remote working is knowing the various terms used to describe them. Here is a quick overview.
The expat adjustment cycle: How to minimize culture shock
Culture shock affects most international assignees and their families, but understanding the entire expat adjustment cycle and taking steps to prepare can help speed the transition to a new culture, as well as the return to the native one.
3 pitfalls to avoid when going on international assignment
Knowing and understanding how business behaviors diverge across cultures is critical for success when going on an international assignment or business trip.
15 travel safety tips women should know
Many of these tips specifically aim to keep women’s safety in mind, they all offer practical advice that anyone can follow when traveling.
Five ways a woman can establish credibility in a global workplace
Here are five tips to help female leaders and expats establish credibility in a global business environment.
Talent mobility: lessons from a challenging year
The pandemic crisis challenged HR and mobility teams like never before, but new models for global workforce management are emerging.
Global mobility digitalization: building a business case
Your organization needs to modernize its mobility management program, but how do you get the funding? Our guide and case studies can help.
Global mobility digitalization: 3 guiding principles
Learn how the principles of simplification, standardization, and structure can help you create a more effective global mobility digitalization strategy.
Virtual international assignments: making sense of a confusing debate
When dealing with international remote working, the list of potential issues is considerable. These five points can help you get going on the most critical ones.
Supporting diversity, equity, and inclusion – 5 key mobility contributions
How can mobility support the organization’s initiatives for improved diversity, equity, and inclusion?