PWC recently released their international Modern Mobility Survey called “Moving People with Purpose”. In this survey, 193 executives from both small and large global organizations responded to a survey on the current landscape for international mobility and where organizations should be focusing over the next five years. 89% of organizations responded international assignments expect an increase to meet their business needs. Shifting from being operations to a more strategic approach will result in a more successful program and allow organizations to move quicker in the global space. A strategic approach involves building partnerships with key stakeholders that will allow you to plan effectively and anticipate upcoming talent needs in the workplace. It also demands data and measurements to justify spending. Some of the challenges include freeing up resources and obtaining right data for a strategic approach.
Some of the top reasons for mobility include short term assignments and business travelers. Developmental assignments, and talent swaps are on the rise. Permanent transfers are more selective. The service led economy makes it critical to get the right people in place.
Top priorities for mobility teams include: Managing compliance effectively, managing costs, aligning talent, and improving the assignees experience. Here are a few additional takeaways from the survey:
- Growth Locations are changing. Tax and immigration are the leading challenges for organizations entering new markets. Security and pension benefits are cited as well. Out of 4,000 college graduates surveyed, 70% responded they would be willing to work abroad. While this is great news for the battle for talent, many do not have some of the emerging markets targeted for growth on their list of favored destinations.
- Develop the right policies for your program. 57% of the executives agree their policies meet their needs. However, a one size fits all approach no longer is adequate in the mobility space. A purpose driven policy approach will help drive mobility alignment for key projects, skills, and development. Pay is not the only incentive. Many of the millennials are more interested in experience and development.
- Securing Business BUY-IN. Mobility should be viewed as an investment, not a cost. This demands data – clear costs and return on investment to track and justify spending. Understanding views of key stakeholders can help anticipate and plan how to support growth. This will require a more integrated approach across HR, pulling in mobility, talent, resourcing, and succession planning expertise
Call to action: Contact your mobility stakeholders to schedule a review and plan ways to have a more strategic approach to mobility. Teamwork makes the dream work!
This has been a “Relocation Minute” update on “International Mobility Strategies” with Bruce Waller, For more information, call 972-389-5673, or email email@example.com or check out our my social media Facebook and twitter page.