Articles and news

Our latest survey shows limited progress on diversity in the globally mobile workforce, but can it withstand the economic fallout of the pandemic?

In the third article of this series, we detail how global talent brokering underpins globally distributed workforce management and the new roles that HR and mobility teams will have to play.

International virtual working is best defined as a part of the wider remote working picture in line with a company’s general practices regarding home offices and remote working.

Some companies have been using targeted bonuses to meet various aims during the pandemic, but how do you provide these in a way that is sustainable and equitable?

Here we look at three companies where processes and technology are transforming the mobility function.

The evolution of mobility practices, the role of HR as talent broker, moving jobs to people, and the growing acceptance of virtual mobility offer a framework for understanding the state of global mobility.

Working virtually across cultures presents significant challenges, according to a recent survey from Mercer's partner for cultural awareness and training.

Here are six ways in which the COVID-19 pandemic has amplified the need for companies to step up their diversity and inclusion efforts.

In our latest expert interview, His Excellency H.E. Hani Al Hamli discusses Dubai’s successful improvement of its quality-of-living standards over the years.

This point of view takes an in-depth look at the processes and technology transforming mobility across companies today.

The nature of talent mobility has been steadily evolving for years, with the pandemic quickening the adoption of some changes. It's time for a fresh look at what talent mobility means.

Ms. Gruszecka-Spychała details how Gdynia, Poland has remained a highly respected city with consistently a high-ranking standard of living.

Cost-reduction efforts, changes in business models, and shifting globalization patterns will require new approaches from HR teams. Performing a detailed gap analysis can help.

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.

How are employees on international assignments feeling about the experience, especially during a pandemic? The only way to find out is to ask them.

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.