Articles and news

As talent mobility evolves, policy flexibility has become key to international HR management. Learn how it affects your global workforce and how you can use it to your advantage.

For most companies, there are many unresolved issues related to the objectives of talent mobility management and what has actually happened. Here we examine seven areas for improvement.

Action points to help mobility program managers stay on top of the dynamic and strategic field of global talent management.

Collaboration network analytics aims to understand the informal networks that employees rely on to carry out their day-to-day jobs and how it differs from the official org chart and processes. For talent mobility, the insights to be discovered are especially beneficial.

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.

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.

Drawing from our consultants' conversations with clients, here are nine terms creating a buzz in the talent mobility profession, and why.

In this article we provide five pointers to help you design expatriate allowance packages that focus on the essentials.

In this interview with Mayor Peter Feldmann of Frankfurt, Germany, we discuss how the city of Frankfurt has maintained a consistently high ranking in Mercer’s Quality of Living City Rankings, and what city initiatives are contributing to this success.

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.

This article examines the trends leading to the development of new mobility technology and what organizations need to consider when implementing new solutions.

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.

Adapting to living and working in a new country is a major factor in the success of an international assignment. Assessing readiness for life abroad can help assignees succeed.

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.

A recent Mercer study identified numerous drivers influencing reward decisions that should be factored into a larger strategy for remumerating international assignees.

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.

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?

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.

Read how Zürich has maintained its spot near the top of Mercer’s annual Quality of Living Rankings. We recently interviewed Corine Mauch, Mayor of Zürich, about the city’s efforts.

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.

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.

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.

A sound cost-containment mobile talent strategy needs to go beyond tactical expense cutting and slashing expatriate compensation packages. Here are practical steps to help identify budget saving opportunities.

At a time when many mobility discussions are focused on flexibility, self-service, and the end of traditional expatriate assignments, international moves can still pose risks to employees. More than ever, companies need well-thought strategies to manage risks.

Housing assistance is a critically important aspect of many expatriate packages – and a big expense for employers. Here are tips to strike a balance between happy expats and a reasonable housing budget.

Understanding how to brand and market a mobility program internally and externally has become an essential part of global mobility management. Here we look at the key ways mobility management borrows from marketing.

Whether you are looking for ways to improve project management or considering a wider reorganization of the HR function, the Agile methodology offers compelling tools that you need to know.

Here are seven practical ideas and tools to help you move your mobility management practices to the next level.

Continuing our look at international assignments for client projects, we focus on the biggest challenge: the duty of care for such a broad range of assignment lengths and locations.

Mayor Geisel discusses his efforts to further improve Düsseldorf's quality of living, tips for other cities to follow, and some challenges faced along the way.