With many audiences consuming mobility for a variety of talent deployment opportunities, there is great need to communicate effectively, help guide good decisions, and offer advice enterprise-wide.
As organizations strive to achieve sustainable operations, global mobility is being asked to contribute to the company’s Environmental, Social and Governance (ESG) strategy.
In my prior blog post I proposed that mobility needs to support new audiences and to enable global talent strategies. To support these new audiences, it is no longer tenable to offer a suite of discrete policies to support the global deployment of talent.
Global mobility needs a new elevator speech; a new way of describing what the function does; relocating talent doesn’t cut it anymore.
AIRINC and NetExpat have partnered to investigate what employers and employees perceive to be the driving factors to restimulate mobility in today's world.
In this, the final part in our series, we focus on the how talent need clear career goals when sent on development assignments.
In today’s mobility climate, retaining talent and fostering a positive employee experience is important, but even more so in developmental assignments.....
Many mechanics of a developmental assignment are like that of a traditional expat assignment.
Diversity, Equity, & Inclusion (DE&I) is a hot topic in global mobility and with HR experts around the world.
Young professionals are in a different stage of their lives than mid-career professionals, & they expect & require different support from their peers when on assignment.