Articles and news

Our latest survey shows limited progress on diversity in the globally mobile workforce, but can it withstand the economic fallout of the pandemic?

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

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.

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.

Having a diverse workforce gives you more insights into LGBT-, gender-, and age-related issues. Learn to manage your diverse workforce in non-diverse locations.

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.

Are current mobility policies and practices helping to place more women and minorities in the international workforce, or are they part of the problem?

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.

Millennials are a growing part of the mobile workforce, with lifestyles and career ambitions different from earlier generations. Mobility programs have adapted.

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

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

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.

Local plus packages have grown ever more prevalent. Learn the key characteristics of successful local plus policies and some of the implementation challenges.