Articles and news

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

Cultural differences and biases can be barriers to success for any type of assignment. Let's look at the main issues and methods for overcoming them.

As companies look ahead to restarting their mobility programs, one thing is clear: it won't be mobility as usual.

How can you effectively use virtual assignments to meet global business development needs? Here are eight areas of focus to get you started.

Recent volatility in currency markets has prompted international businesses to review their compensation adjustments for affected workers.

Moving jobs to people is a new tool for companies to use in their global operations. Understand the pros and cons of virtual assignments, as well as the potential complications.

Beyond the health risks for international assignees, the global epidemic has created many other quality-of-living issues for mobility managers to consider.

Cost-of-living allowances are always subject to change, but in times of crisis the swings can be dramatic. Let's look at what affects differentials and taking a balanced approach to implement them.

The pandemic crisis is a chance to reflect on the talent mobility model, its effectiveness, and its contribution to the resilience and success of business over the long term.

Currency exchange rate volatility can cause hardship or windfalls for international assignees, depending how organizations respond to them. Here we explore the considerations before adjusting a cost-of-living premium.

As the situation changes daily, Mercer is committed to helping employers respond to these unprecedented challenges with employer guides, articles, and surveys.

Highly mobile employees can face many forms of stress. How can you design a support program, get support from managment, and engage the assignees themselves?

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

Here are seven dilemmas highlighting the disconnection between new business realities and pay practices for mobile talent and the international workforce in general.

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.

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.

Drawing on management trends in the fields of project management, product development, IT, and marketing, HR teams are learning to be more agile, reactive, and responsive to employees. Here are five areas of development to focus on in 2020.

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.

The long-term mobility partners were awarded the Best Vendor Partnership at the 2019 Expatriate Management & Mobility Awards.

As 2019 draws to an end, here is a summary of the major trends that are reshaping mobile workforce management and will force HR teams to revisit their practices.

Now in his fifth term, Mayor Ron Huldai of Tel Aviv has long been a champion of progressive ideals. Here, Mr. Huldai looks back on his 20+ year tenure as the mayor of this economic Israeli metropolis.

The success of talent mobility policies requires a coherent narrative that links mobility with business objectives, communication channels, and company positioning.

Talent management automation is on the rise, but many companies still struggle to adopt it. Here are six points to help make the business case to top management.

Talent mobility requires an integrated people strategy to deliver on its promises. Here we explore the major challenges to successful global talent management and the best tactics to overcome them.

Ageism is the last diversity frontier. Don't let it put a break on growth and thriving workforces. By adapting mobility polices and changing mindsets, organizations can truly benefit from the silver revolution.

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

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.

Meeting the ever-changing needs of international business means expanding and curating your global talent pool. These strategies can help.

Highlights from Mercer's 2019 survey present key findings and an exclusive sample of some of the many global HR insights contained in the report.

Moving talent between jobs and geographies plays a key role in fostering diversity and inclusion, and mobility management teams should be at the forefront in the fight to tackle this issues – as long as the mobility and diversity teams collaborate.