Articles and news

Companies of all sizes face similar challenges in international HR, but the best way to meet them can vary. Here are tips to help smaller organizations find balanced solutions for their global staffing needs.

Repatriation is a critical component of realizing the organizational talent development benefits of international assignments, but most companies don't manage it effectively. Here are six tips to help repatriations succeed.

Learn how small- and mid-sized enterprise global mobility professionals can address the persistent and ever-changing challenges surrounding costs.

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

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.

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.

International assignments for client projects are a growing segment of mobility but lack a standard definition or policies. Address this before problems arise.

Only 14% of employees on international assignment are women. Overcome key barriers to gender parity and unlock the full potential of your global workforce.

If you’re overseeing international assignments in Latin America, Asia, or Europe, you must understand how contrasting cultures and laws can impact policies.

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.

Our series on how mobility professionals are responding to new challenges starts with a discussion of how the future of mobility will require more agility, adaption, and ongoing learning.

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

Despite strategic importance, global mobility programs are not exempt from the drive to cut costs. Here are tips for defending the cost and containing it.

From targeting specific talent groups to managing their mobility brand, here are tips from companies that excel at managing their global talent pool.

To help with your global employee relocations, follow these steps to optimize the RFPs you send to relocation management companies.

The gender imbalance in international assignments poses a challenge for strategic talent management, but we can start to change it now.

Here we discuss 8 common misconceptions and issues that can cause problems for mobility programs and make the job of mobility managers more difficult.

Assignment segmentation and policy flexibility are driving a need for more metrics and analytics. This presents a strategic opportunity for mobility managers.

Companies are making progress on the road to diversity, but assignments to some locations pose challenges. Learn the issues and how to overcome them.

Older professionals are a talent pool multinationals would be wise to leverage to meet their critical skills needs. Flexible mobility policies are the key.

Companies are introducing more policy flexibility for millennial assignees, but they must balance these with their duty of care to protect employees.

The gig economy has created opportunities for workers and employers alike, but the arrangement poses challenges for mobility program managers.

Global mobility program managers need many skills to succeed: analysis, presentation, sales, storytelling, technical literacy, rewards, and compliance are key.

Increasing reliance on shorter assignments and business trips requires changes in HR processes and responsibility. Mobility teams can lead this change.

Companies relocate operations to benefit from lower costs. Now they can move jobs to people or allow mobile employees a choice of where they work.

Millennials in the global workforce are bringing a new set of challenges for HR. Here we examine mismatches with traditional expat programs and how to adapt.