Articles and news

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.

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.

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.

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.

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.

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.

A new batch of acronyms and corporate concepts tells us about current global trends, companies’ concerns, and how talent mobility is evolving.

Things we can learn from mobility professionals who successfully reinvented themselves and their mobility function to become strategic HR partners.

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.

Action points to help companies make genuine progress on key mobility policies and strategies and achieve lasting program benefits.

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

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

2017 saw a number of trends emerge in talent mobility, posing not only challenges for global mobility managers but also opportunities.

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.

The complexity of changes taking place and emerging dilemmas will challenge mobility management practices in coming years. Here are seven areas to focus on.

To optimize their global workforces, leading companies attack the talent mobility issue from several angles.

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.

Identify service providers that have the right knowledge and expertise, interview them, then get detailed proposals outlining services and fees.