Transforming global mobility: case studies
Here we look at three companies where processes and technology are transforming the mobility function.
Transforming global mobility: the journey toward optimization, automation, and business partnering
This point of view takes an in-depth look at the processes and technology transforming mobility across companies today.
COVID-19 and emerging ‘techknowledgy’ opportunities for mobility
As the effects of the global pandemic continue to mount, companies are being forced to reassess the use of technology to manage their mobility programs more effectively.
Global mobility management strategies for small- and medium-sized companies
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.
Two minutes to manage assignee repatriation successfully
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.
Revisiting cost drivers to make mobility affordable for small and midsize mobility programs
Learn how small- and mid-sized enterprise global mobility professionals can address the persistent and ever-changing challenges surrounding costs.
Talent mobility management automation
Successful implementation of automation in mobility management requires vision and user-centric focus, not just a desire to cut costs, according to Mercer's 2019 survey.
Nine resolutions to succeed with talent mobility
Action points to help mobility program managers stay on top of the dynamic and strategic field of global talent management.
Managing talent mobility costs
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.
Managing mobile talent risks
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.
Talent mobility program branding
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.
Agile Talent Mobility Management: How to Get Started
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.
Practical steps to prepare for the new realities of global mobility
Here are seven practical ideas and tools to help you move your mobility management practices to the next level.
How International Project Assignments Are Pushing the Boundaries of Global Mobility, Part II
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.
How International Project Assignments Are Pushing the Boundaries of Global Mobility, Part I
International assignments for client projects are a growing segment of mobility but lack a standard definition or policies. Address this before problems arise.
Expatriate Management: Women in the Workforce
Only 14% of employees on international assignment are women. Overcome key barriers to gender parity and unlock the full potential of your global workforce.
Contrasting Mobility Perspectives in Latin America, Asia, and Europe
If you’re overseeing international assignments in Latin America, Asia, or Europe, you must understand how contrasting cultures and laws can impact policies.
Global Mobility Solutions: Managing Mobility in a Diverse World
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.
Upskilling the Mobility Function
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.
Two Minutes to Introduce More Flexibility in Your Talent Mobility Program
How flexible can a company be without jeopardizing the consistency of its mobility program? Let's take a quick look at the possibilities.
Two Minutes to Rethink Global Mobility Cost Cutting (And Do Something About It)
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.
Attracting and Retaining Globally Mobile Talent – 6 Things I Learned
From targeting specific talent groups to managing their mobility brand, here are tips from companies that excel at managing their global talent pool.
RFP Administration for Relocation Management Companies: 5 Critical Steps to Take
To help with your global employee relocations, follow these steps to optimize the RFPs you send to relocation management companies.
Two Minutes to Understand Why Expatriate Gender Diversity Matters (and Do Something about It)
The gender imbalance in international assignments poses a challenge for strategic talent management, but we can start to change it now.
Practical Mobility Management: What Could Go Wrong?
Here we discuss 8 common misconceptions and issues that can cause problems for mobility programs and make the job of mobility managers more difficult.
Helping Mobility Professionals Be More Strategic: How to Implement Analytics and Metrics
Assignment segmentation and policy flexibility are driving a need for more metrics and analytics. This presents a strategic opportunity for mobility managers.
Dilemma 7: Challenges of Diversity in Non-diverse Locations
Companies are making progress on the road to diversity, but assignments to some locations pose challenges. Learn the issues and how to overcome them.
Dilemma 6: Older Expats and the Silver Revolution
Older professionals are a talent pool multinationals would be wise to leverage to meet their critical skills needs. Flexible mobility policies are the key.
Dilemma 5: Flexibility Versus Duty of Care
Companies are introducing more policy flexibility for millennial assignees, but they must balance these with their duty of care to protect employees.
Dilemma 4: The Rise of the Expatriate Gig Worker
The gig economy has created opportunities for workers and employers alike, but the arrangement poses challenges for mobility program managers.