64% of companies participating in our 2021 Mobility Outlook Survey report that cost predictability is a top priority for Mobility teams in 2021. Meanwhile, 48% of companies report that they are looking for more cost containment. With cost focus in the spotlight, is it possible to budget for your cake and eat it too?
Join us for a discussion with VMware's Adele Yeargan to hear how the Mobility team got a seat at the table and is driving change.
Webinar: Adapt to a flexible new normal
It is time to look at your salary structures with a global lens.
Are you thinking about the future of compensation in Australia and New Zealand? Take our short pulse survey to understand how companies are currently structuring compensation in these countries., and how they’re planning to address the rise of remote work and the proliferation of work locations.
There’s long been two primary compensation approaches for geographically disbursed work locations in the U.S. One, a national salary structure, in which pay is treated the same with no relation to location, or two, the application of a method to differentiate pay across locations by cost of labor or cost of living differences. With the recent proliferation of work from anywhere schemes causing a more distributed workforce than ever before, the debate over which approach to use has intensified and grown into a larger discussion about pay philosophy in the U.S. Should companies pay employees based on location, rather than focus on the job role without consideration for location? If an employee moves to a lower cost location should the pay be decreased? AIRINC’s recent survey explores how companies are grappling with this issue and what the future of compensation might look like in the U.S.
Eighty-seven percent of companies report using one-way transfers for truly permanent international moves (the employee is not expected to return to the origin). Almost all survey participants report using international one-way transfers in their purest sense: when an employee’s position permanently moves to another country or when there’s a need to build long-term talent capacity in that country – with the key being that these are essentially permanent moves without future mobility envisioned.
Are you thinking about the future of compensation in the United States? Take our short pulse survey to understand how companies are currently structuring compensation in the U.S., and how they’re planning to address the rise of remote work and the proliferation of work locations.
AltoVita recently held its first ever Global Mobility Virtual Symposium. The topics discussed ranged from technology trends in Mobility, the evolving attention to employee experience, sustainable and smart home technology, and female leadership in corporate travel.
We often get asked what qualities a good global mobility professional should have. Efficiency, knowledge of compliance regulations, and numeracy are three that immediately spring to mind. But perhaps more important are empathy, intercultural awareness, and exceptional communication skills. Now, more than ever, these traditionally “softer” skills are what will get your assignees through this pandemic while also feeling well-supported by your global mobility programme.