Before starting any policy design project, it's important to define what type of Mobility program you are and what type of program you want to be. Other considerations include your organization's business and talent objectives, and what resources (internal & external) you can leverage to help drive your policy.
International Commuter Assignments | Remote Work: This webinar will focus on arrangements in which the employee lives in one country and works in another, making frequent and regular trips to the same work location.
The annual AIRINC Institute webinar series is back. If you are new to global mobility, are in need of a refresher, or simply want to keep on top of all-things-mobility, this webinar series is for you.
Employee experience is a top priority for 73% of participants in 2020. Organizations can deliver a positive experience when they view mobility from the perspective of the employee throughout the process of attracting, relocating, and (when required) repatriating employees.
Listen to our webinar recording for a review of the 2020 Mobility Outlook Survey results and a discussion on: What companies care about today and have planned for the coming year; how companies are enhancing the employee experience; and ways companies are delivering flexibility to the business and employees.
You are invited to join us as we discuss the results from our recent Long-Term Assignment Benchmark Survey. You will learn about policy best practice from 185 global companies who participated in this survey. In this session, we will discuss:
Listen to the recording of our recent webinar that discussed the results from the 2020 International Business Travelers Benchmark Report and learn more about:
Please join our upcoming webinar featuring guest speaker Sarah Hunt, Director of Global Mobility and Equity Compensation, Mondelez.
Control program costs while meeting assignee needs via well-designed policies that address economic changes over time. Access the recording to learn how to:
The key to success is having a decision process in place to assess when this approach is likely to be successful, or when an alternative pay approach may be preferable.
