Articles and news

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.

In our latest Expert Interview, Mayor Goff discusses everything from Auckland's ambitious Unitary Council goals and initiatives to more general tips for improving any city’s quality of life.

As talent mobility evolves, policy flexibility has become key to international HR management. Learn how it affects your global workforce and how you can use it to your advantage.

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.

Collaboration network analytics aims to understand the informal networks that employees rely on to carry out their day-to-day jobs and how it differs from the official org chart and processes. For talent mobility, the insights to be discovered are especially beneficial.

Ilya Bonic, president of Mercer's Career business, and mobility consultant Olivier Meier discuss the interplay among urban dynamism, cost of living, and mobility management tools in an article for BRINK.

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.

Drawing from our consultants' conversations with clients, here are nine terms creating a buzz in the talent mobility profession, and why.

In this article we provide five pointers to help you design expatriate allowance packages that focus on the essentials.

In this interview with Mayor Peter Feldmann of Frankfurt, Germany, we discuss how the city of Frankfurt has maintained a consistently high ranking in Mercer’s Quality of Living City Rankings, and what city initiatives are contributing to this success.

Your journey with mobility metrics and analytics can be the way to the next strategic destination or a dead end. Here's how to get where you need to go.

This article examines the trends leading to the development of new mobility technology and what organizations need to consider when implementing new solutions.

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.

Adapting to living and working in a new country is a major factor in the success of an international assignment. Assessing readiness for life abroad can help assignees succeed.

A recent Mercer study identified the top human capital risks, as noted by HR leaders. All of them influence or are affected by talent mobility practices.

A recent Mercer study identified numerous drivers influencing reward decisions that should be factored into a larger strategy for remumerating international assignees.

To broaden the pool of mobile talent, companies need professionals with hybrid skills to bring perspective and bridge gaps. Lateral moves can help foster such hybrid talents.

Companies are pursuing local compensation approaches for more international moves in the interest of reducing cost or administrative burdens, but in which situations can this goal be reached?

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.