Articles and news

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.

Read how Zürich has maintained its spot near the top of Mercer’s annual Quality of Living Rankings. We recently interviewed Corine Mauch, Mayor of Zürich, about the city’s efforts.

When asked about the most valuable talent analytics, executives listed five fundamental issues that have implications for talent mobility or are influenced by it. Let's explore them in depth.

Solving a problem like diversity is not just about reaffirming principles. From a practical perspective it is about building a strong and diverse international talent pipeline.

Broad regional changes in personal safety over a 10-year period, as assessed in Mercer's Quality of Living Reports.

Rotator assignments are a unique work arrangement critical for meeting staffing needs in such industries as energy and mining. Find out how companies are handling them, featuring highlights from our recent survey.

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.

Housing assistance is a critically important aspect of many expatriate packages – and a big expense for employers. Here are tips to strike a balance between happy expats and a reasonable housing budget.

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.

The WEF identifies 7 areas for workforce changes in its mapping of global transformation, and most of them have profound consequences for talent mobility and international HR management.

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.

Mayor Geisel discusses his efforts to further improve Düsseldorf's quality of living, tips for other cities to follow, and some challenges faced along the way.

International assignments for client projects are a growing segment of mobility but lack a standard definition or policies. Address this before problems arise.

Our primer defines the key elements of analytics, identifies pitfalls and challenges, and offers implementation tips for mobility professionals.

While companies need to adapt for new generations and leverage their skill sets, they cannot ignore the requirements or experience of older workers.

L'Oreal's Stephanie Roche and Mercer's Kate Bravery discuss the growing importance of women in the workforce during the 22nd Expatriate Management Conference.

Preparing employees and families to live and work in a new culture is a sound investment in ensuring the success of an international assignment.

Local plus compensation approaches continue to grow more prevalent. Let's take a quick look at why and the things to beware of when implementing them.

Only 14% of employees on international assignment are women. Overcome key barriers to gender parity and unlock the full potential of your global workforce.

Health complications are a major reason why global assignments fail. Why don't more companies conduct pre-assignment screenings?