Articles and news

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.

Video consultation with doctors can save time and money, and a globally mobile workforce stands to benefit especially from this technology.

Copenhagen enjoys a high quality of living. In this interview, its mayor shares his insights on the city's success.

Things we can learn from mobility professionals who successfully reinvented themselves and their mobility function to become strategic HR partners.

Organizations will soon not only have to train or hire talent, but also borrow it, as the gig economy comes to mobility.

Despite strategic importance, global mobility programs are not exempt from the drive to cut costs. Here are tips for defending the cost and containing it.

Action points to help companies make genuine progress on key mobility policies and strategies and achieve lasting program benefits.

Professor Dr. Benjamin Bader of the Leuphana University of Lüneburg discusses his research, including hardship locations, diversity, and digitalization.

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.

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.

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

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.

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.

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

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

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

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

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.

The gig economy has created opportunities for workers and employers alike, but the arrangement poses challenges for mobility program managers.

Global mobility program managers need many skills to succeed: analysis, presentation, sales, storytelling, technical literacy, rewards, and compliance are key.

Increasing reliance on shorter assignments and business trips requires changes in HR processes and responsibility. Mobility teams can lead this change.

Companies relocate operations to benefit from lower costs. Now they can move jobs to people or allow mobile employees a choice of where they work.