Articles and news

Exactly how flexible should global mobility be? In this interview, we discuss the challenges of flexible mobility policies and successful flexibility journeys at Boehringer Ingelheim and Novo Nordisk.

The pandemic increased interest in foreign hires for international assignments. Explore the approaches to hiring foreign employees for permanent overseas assignments and see our recommendations for acquiring and retaining them.

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.

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.

The evolution of mobility practices, the role of HR as talent broker, moving jobs to people, and the growing acceptance of virtual mobility offer a framework for understanding the state of global mobility.

The global pandemic shades this year's list of talent mobility buzzwords, but these trends were emerging well before the crisis.

Here we explore implementing policy flexibility effectively, including the common types, pay packages, risk of excessive flexibility, and how to mitigate them.

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.

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.

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

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.

Balancing flexible assignments with duty-of-care obligations is a complex yet vital undertaking. Here are some tips and pointers for accomplishing this task.

How flexible can a company be without jeopardizing the consistency of its mobility program? Let's take a quick look at the possibilities.

Implementing a segmented mobility policy can increase the effectiveness of a mobility program, but a segmentation approach needs to be aligned with business objectives and avoid unnecessary complexities.

Manage assignment compensation, overcome talent mobility barriers, take mobility trends into account, and more.

Buzzwords tell us about mobility developments and how companies perceive and address new challenges. Here we foray into the jargon jungle to understand trends.

Exceptions to mobility program policy remain a necessary option, but they can be managed. Keeping these tips in mind may save headaches and money.

As companies look to permanent transfers as alternatives to long-term assignments, complications arise. Local plus pay packages can mitigate the problems.

A look at the global mobility landscape, myths of expatriation, and how employers should restructure policies and compensation to reflect new realities.

Overview of expatriate management in the region and in particular the increasingly blurred boundaries between local and expat remuneration approaches.

One way to balance expatriation costs and global development is segmenting assignments and redistributing budgets according to which provide the greatest value.

Trends in costs associated with international assignments, ways spending can be reduced, employee expectation managed, but effectiveness maintained.

Anne Rossier-Renaud, Mercer's international assignment policies and practices surveys manager, explains how assignment types have evolved in recent years.

Overview of trends in the fast-moving consumer goods (FMCG) sector, featuring a case study from the global mobility team at Barry Callebaut.

Firms need help in two areas: the creation of sound policies and establishing appropriate, affordable levels of financial assistance to enable relocation.

The more mobility and talent management strategies are integrated, the less vexing traditional problems of expatriate management become.

Despite the increase in global talent sourcing, not taking quality of living and cultural adjustment factors into account can doom international assignments.

Practical suggestions for keeping exceptions to company policy from becoming the norm – and creating administrative burden and escalating costs.

Auditing and benchmarking your mobility program can counter the effects of changes in your company or the business environment on policies and processes.

Both in spite of – and because of – economic uncertainty and uneven growth, multinational companies continue to refine their talent mobility practices.