Articles and news

Vienna mayor Michael Häupl discusses the city’s accomplishments and challenges and key decisions he has made.

From targeting specific talent groups to managing their mobility brand, here are tips from companies that excel at managing their global talent pool.

Despite the relative stability of most locations, there are notable instances of cities climbing the ranking in the past two decades.

Quality of living data and reports are valuable tools for global HR professionals and municipalities. Learn all about their benefits here.

Executive Director of the Centre for Liveable Cities discusses how Singapore came to have one of the highest living standards in the world.

To help with your global employee relocations, follow these steps to optimize the RFPs you send to relocation management companies.

Recent US tax reform has brought changes for mobility programs. We discuss them here, plus results from our survey of corporate response.

The gender imbalance in international assignments poses a challenge for strategic talent management, but we can start to change it now.

Managing a globally mobile workforce means juggling compensation approaches and segmenting mobility policies. Here are the key areas to focus on.

2018 faces major risks and uncertainties for expatriates, amid tense international politics and numerous regional crises.

As the Innovation Leader of Mercer's EuroPac region, Yvonne Sonsino advises companies on strategic succession planning and the perils of ignoring ageing workforce issues.

The World Economic Forum in Davos focuses on major global trends. Talent mobility is both subject to these trends and a way to meet their challenges.

Here we discuss 8 common misconceptions and issues that can cause problems for mobility programs and make the job of mobility managers more difficult.

Important things for mobility program managers to bear in mind when dealing with emergencies and hardship locations in general.

Sigrid Nauwelaerts comments on Johnson & Johnson's introduction of greater policy flexibility and its initiatives for meeting talent management challenges.

2017 saw a number of trends emerge in talent mobility, posing not only challenges for global mobility managers but also opportunities.

Christina Boiler, leader of Mercer's mobility practice in North America, highlights three current mobility trends in the US and Canada.

As the generation born in the mid-90s enters the workforce, these five tactics can help employers make the most of their blended generational staff.

Are current mobility policies and practices helping to place more women and minorities in the international workforce, or are they part of the problem?

Christopher Minett, a co-founder of The Positive Ageing Company, discusses the implications of an ageing workforce and how it affects employers globally.

Lorraine Jennings, who leads Mercer's mobility business in the Pacific region, comments on key mobility trends across the region.

Buzzwords tell us about mobility developments and how companies perceive and address new challenges. Here we foray into the jargon jungle to understand trends.

Susan Haberman comments on the shift in global mobility from long-term expatriate assignments to alternative assignment types.

Mario Ferraro, who leads Mercer's global mobility practice in AMEA, discusses trends in global mobility and offers perspective on how the field is evolving in Asia.

Women compose far less than 50% of the expatriate workforce. Gender parity is both a moral imperative and a strategic opportunity. We can achieve it.

Assignment segmentation and policy flexibility are driving a need for more metrics and analytics. This presents a strategic opportunity for mobility managers.

Yvonne Traber, who leads Mercer's global mobility business, discusses trends in mobility and offers perspective on how the field is evolving in Europe.

Companies are making progress on the road to diversity, but assignments to some locations pose challenges. Learn the issues and how to overcome them.

Older professionals are a talent pool multinationals would be wise to leverage to meet their critical skills needs. Flexible mobility policies are the key.

Companies are introducing more policy flexibility for millennial assignees, but they must balance these with their duty of care to protect employees.