Three key Global Mobility trends are highlighted in the report:
1. Global Citizens
Many organisation already have employees who are traditional expatriates, third-country nationals and/or have personal or work experience of living elsewhere. Many individuals already speak a different language. Others have already been sent from one country to the assignee location. These ‘global citizens’ offer fast, cost-effective recruitment opportunities. Best practice involved organisations identifying and developing these individuals.
More employees are keen to explore international opportunities. This means that traditional, full relocation packages may not be needed in each situation. The report states that a variety of global assignments and objectives allows for different levels of support. This in turn creates a more satisfying experience for the assignee and more cost-effective, flexible relocations for the organisation.
Research from Mercer confirms that partner and family problems are consistently the third biggest contributor to failed international assignments. (Read more>) This affects short term assignments (due to time spent away from home) and long term opportunities (partner/family failing to adjust to the host country). Family assistance is an essential element of relocation support – and the success of global mobility.
In today’s fast moving and unpredictable world, a flexible and cost-effective relocation policy is essential for every organisation wanting to capitalise upon global mobility. “International assignments offer clear benefits for businesses and employees,“ says Louise Chilcott, Global Move and Relocation specialist from BTR International. “However, to enjoy the advantages, a clear operational policy to implement global mobility must exist.”
If you would like to know more, or discuss your organisation’s relocation policy, contact Louise for an informal discussion without obligation. Email her via email@example.com or call +44 (0)1582 495 495.