Increasing globalisation is prompting companies to consider more international assignments than ever before. Unfortunately, many are relying on workforce mobility programmes that were designed for different times. The result? Elaborate and expensive expatriate packages. Exceptions become the norm. Soaring programme and administrative costs, with escalating regulatory and compliance risks. It becomes all but impossible to execute a business strategy that requires putting the right talent in the right position at the right time—and at the right cost.
As global competition accelerates; companies can no longer afford to treat international deployment as a niche activity that provides high-touch and high-cost services to a small group of employees. The problem is aggravated when all expatriates receive the same package, regardless of the assignment’s value or the employee’s level within the organisation. This one-size-fits-all approach often results in high costs that may be challenging to rationalise.
A smarter approach transforms global mobility (GM) into a configurable model that’s fast, flexible, cost efficient and aligned with changing business and talent strategies. This requires integrating global mobility with the organisation’s Human Resource (HR) and talent strategies and service delivery model while considering the unique challenges of managing a worldwide workforce. That’s no small task.
We’ve helped some of the world’s largest multi-national companies transform their global workforce mobility programmes, providing insight and experience across the full spectrum of talent management, total rewards, technology and tax.