How does your job offer stack up? Increasingly, sourcing talent no longer means being confined by geography. Finding the right candidate for the job may entail a permanent transfer or cross-border hire, whether it be domestically or internationally. While this greatly expands hiring opportunities, it does present some interesting challenges.
WorldatWorld published a recent article written by AIRINC's President and CEO, Steve Brink. In this article, Brink discusses how new remote work scenarios have added complexity from a compliance and a competitive pay perspective.
As a long-time Compensation consultant and senior instructor at WorldatWork, I have always taught that cost of labor was the right metric to use when setting pay as well as assessing geographic differences. Cost of labor is the assessment of the supply and demand of labor in a labor market via relevant compensation surveys. With the current environment of distributed workforce, I am changing my view on adjusting pay for geographic differences.
Lump sums can be a valuable tool that provides employee flexibility and choice, reduces administration, and delivers cost transparency to the business. We have learned a lot from key clients and partners in the development of our new lump sum offering and would like to share some key insights from industry professionals on how to successfully implement a lump sum program.
AIRINC was a proud sponsor at the recent Virtual Mobility Forum (VMF) organized by Jasper Events. Long considered to be one of the top organizers of global mobility events in the Australia-New Zealand region, this year's Jasper Events Virtual Mobility Forum expanded participation to included mobility professionals from across the entire APAC region.
COVID-19 has propelled the digitalization of the workplace and the rise of remote work. Capitalizing on the appeal of its advanced infrastructure and digital connectivity, Dubai recently launched a new visa programme
86% of respondents to our Remote work and the impact of COVID-19 on mobility survey anticipate that remote-work requests will increase in 2021, but only 34% of these respondents report that they have a remote work policy.
In AIRINC’s 2020 Mobility Outlook Survey, 60% of companies said they offered some form of lump sum as part of their mobility program. Lump Sums are so popular because they can address a variety of goals in one neat, simple package, for example:
As the world continues to grapple with COVID-19, companies are taking this time to understand and learn from this once in a lifetime experience. The Pharma industry has taken this period to focus on the mobility program and strategy. We found 3 key highlights from our recent COVID-19 benchmark.
Remote working and virtual assignments are on everyone’s lips at the moment. There is a lot of speculation out there, but until now, relatively little that is concrete.
