Global Mobility Survey
A pivotal talent and bottom-line issue for growing companies
Global mobility (GM) programs look good on paper and sound good in theory, but are being treated with far less importance at a majority of companies, according to a new survey from the Human Capital practice of Deloitte. Global mobility is a talent issue that should be approached with the same level of attention and focus as other major human resources (HR) programs in today’s boardrooms. A recent Deloitte survey conducted among HR executives across 130 companies revealed that:
- Respondents believe legal and regulatory compliance, meeting global talent needs and candidate selection should be top priorities for their GM programs.
- Only 13 percent believed their GM programs were very effective.
- Executives at companies with less effective GM programs were more likely to cite consistent processes and adequate resources as major challenges.
- Executives at companies with more effective programs were more likely to consider meeting global talent needs as a top priority, while those at companies with less effective programs cited cost control and transactional excellence.
- Companies with more effective programs were more likely to have a single, global GM function.
Survey findings indicate that it is important to develop a thorough understanding of broad talent objectives of the entire organization, devise ways to assist in the development of global staffing strategies and consider how to change the mobility value proposition for the employee. Global business profitability is dependent on the ability of companies to find, attract and retain the right number and type of employees to fuel growth on a global scale.
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Overview: Global Mobility
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