Mobility Strategy & Talent Management

Why does it matter

Mobility needs to drive value for business and assignees. Mobility professionals must think like investors and manage people with the same rigor as other tangible assets. They need to ensure investments in talent portfolio generate desired return.

Smart Mobility Investment Choices Include:

  • Increased focus on value, not cost
  • Manage overall talent portfolio, not individual assignments
  • Use data and analytics to drive decisions
  • Establish objective measures to track ROI

The decision for an international assignment should be justified by a business case to fulfill a business needs for one of below scenarios:

  • A specific position that cannot be filled by a local employee
  • Clear business need
  • A management development reason

Business Case should be able to answer the following questions and documented in writing when deciding on an international assignment:

  • What is to be achieved with this international assignment
  • What are the costs of this international assignment?
  • What is the expected benefit for the organization and the individual of this international assignment

How Mercer can assist you

The greatest challenges in global mobility are in talent management. Mercer helps you bring together mobility and talent management.

Linking Mobility Strategy & Talent Management

  • Helping mobility leaders to think like talent managers and build strategic business case through stakeholder workshops and in-house training
  • Developing rigorous plans for movement and management of individuals across organisational, geographic and cultural boundaries
  • Evaluating international career movement needed for current and future business success
  • Ensuring rigorous succession plans are in place

Deploying and Retaining the Right Talent

  • Growing a long- term talent pipeline in international markets
  • Differentiating mobile talent segments and segment policies
  • Identifying most appropriate international assignments or roles for the development of specific individuals (e.g., managing start-up operations, expanding new markets, implementing global processes or experiencing international leadership)
  • Creating a plan to develop local talent through knowledge and capability transfer
  • Planning repatriation and post-assignment roles
  • Fostering retention of successful assignees

Managing Performance

  • Defining assignment objectives up front and track progress throughout assignment
  • Setting mobility-specific Key Performance Indicators (KPIs) for assignees and the mobility function
  • Improving productivity by addressing problem areas (communication, process and culture barriers)
  • Helping coordinate annual talent review of all expatriates

Improving Assignment Experience

  • Identifying technology and outsourcing option to improve administration
  • Determining how to gather regular feedback from assignees

Measuring Value

  • Calculating mobility programs’ Return On Investment (ROI)
  • Assessing and forecasting assignment costs
  • Setting mobility management metrics

Contact Us to Get Started

New to Mobility? Download this 40-page comprehensive guide that outlines all of the components you need to start your employee mobility program.

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BEST PRACTICES FOR MOBILITY POLICY DEVELOPMENT Our free guide shows how to develop a mobility policy beyond the basic allowances and benefits to a comprehensive plan for managing assignees.

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Expatriate Compensation

Determining the proper compensation approach can be challenging. Written by Mercer experts, our guide to compensation approaches will provide a detailed analysis of the three main compensation methods to help you choose the right solution based on your specific needs

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Policy Flexibility

As mobility programs grow and new situations arise, companies may need to be flexible on their approach to compensation. Our whitepaper outlines the considerations, benefits, and drawbacks involved.

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