Articles and news

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?

Balancing flexible assignments with duty-of-care obligations is a complex yet vital undertaking. Here are some tips and pointers for accomplishing this task.

Having a diverse workforce gives you more insights into LGBT-, gender-, and age-related issues. Learn to manage your diverse workforce in non-diverse locations.

Our series on how mobility professionals are responding to new challenges starts with a discussion of how the future of mobility will require more agility, adaption, and ongoing learning.

How flexible can a company be without jeopardizing the consistency of its mobility program? Let's take a quick look at the possibilities.

Implementing a segmented mobility policy can increase the effectiveness of a mobility program, but a segmentation approach needs to be aligned with business objectives and avoid unnecessary complexities.

Here are four simple steps for revisiting expatriate compensation approaches to align them with a more comprehensive vision of talent mobility.

A new batch of acronyms and corporate concepts tells us about current global trends, companies’ concerns, and how talent mobility is evolving.