Articles and news

Family experience is a central pillar of employees’ overall assignment experience. Alain Verstandig and Laurette Bennhold-Samaan from NetExpat share their views and insights on curating the family experience to prevent mobile employees from being lost to the great resignation.

How do multinationals compensate mobile employees in the new world of work? Head of Global Mobility Policy at Philip Morris International shares the company's experience.

The "great resignation" is making headlines all over the world, and employers now face a real battle to retain skilled talent.

As companies review their mobility approaches to deal with the HR implications of the coronavirus pandemic, talent mobility teams need to embrace a broader role in the talent management cycle, going from relocation managers to global talent brokers.

Companies have embraced remote working face challenges when it comes to cross-border workers. What limitations and safeguards should be in place?

The pandemic increased interest in foreign hires for international assignments. Explore the approaches to hiring foreign employees for permanent overseas assignments and see our recommendations for acquiring and retaining them.

In an attempt to create better, more sustainable futures for mobile workforces, HR professionals are considering the expat experience from a holistic standpoint, and employee wellbeing is one of the key components of this approach.

A Japan-based electronics company saw that overhauling its mobility function and infrastructure was key to its international growth and competitiveness in a new industry sector.

A China-based consumer electronics company developed technology to connect mobility to other HR functions in support of its fundamental talent management principles.

Measuring the true ROI of mobility requires looking at business outcomes, mobility outcomes, and talent management outcomes — and whether they are working in tandem.

A leading food and beverage manufacturer wanted to facilitate greater automation and transparency in its mobility program. It came to Mercer for a solution.

An India-based IT company realized the value of a combined global mobility and talent management organization after its acquisition of another company.

A US-based healthcare company adopted a philosophy of continuous mobility transformation to accelerate the organization’s talent and business goals while making the most of new opportunities.

A Switzerland-based pharmaceutical company leveraged its integration of mobility and talent management to enable a profound shift in its talent mobility strategy.

A US-based food-processing company sought to link its mobility programs to its business needs and talent profiles better.

Developing a brokering program requires choosing an opportunistic or strategic approach, and prioritizing cost or talent.

Mercer's survey from March shed light on adaptations in talent mobility management after a full year of operating during the pandemic. Here are some highlights.

The View from the Top names Mercer consultant Olivier Meier as one the Top 100 Global Mobility Service Provider Professionals.

An environmental, social, and governance analyses of mobility can help further the sustainability goals of your organization.

Only time will tell if the buzz around equity, sustainability, and working from anywhere will translate into effective talent mobility practices, but the transformation is underway.

As companies deploy technology to manage their mobile talent better, following these principles can futureproof the investment.

Employee fatigue has moved to the forefront of HR challenges in the wake of the pandemic. Explore how fatigue affects mobile talent and what steps you can take to re-energize your workforce.

Mercer's latest talent trends study showed the accelerated adoption of HR analytics in the last year. See which ones will provide the greatest benefit for talent mobility in 2021.

There are many aspects of talent mobility management that you won't learn from a management book. Here are eight real-world lessons to bear in mind.

Mobility professionals have a pivotal role in the transformation of the talent function. Here are four areas of focus for organizational change, and two for HR pros themselves.

The first step in creating effective policies for remote working is knowing the various terms used to describe them. Here is a quick overview.

Culture shock affects most international assignees and their families, but understanding the entire expat adjustment cycle and taking steps to prepare can help speed the transition to a new culture, as well as the return to the native one.

Knowing and understanding how business behaviors diverge across cultures is critical for success when going on an international assignment or business trip.

Many of these tips specifically aim to keep women’s safety in mind, they all offer practical advice that anyone can follow when traveling.

Here are five tips to help female leaders and expats establish credibility in a global business environment.