Global Mobility policy: The key to international assignment success

Clearmove Solution
Global Mobility policy: The key to international assignment success

What is successful Global Mobility management? Many will agree that it’s all about making additional value via mobility strategies that assist your company. If you want to be successful and up-to-date, your mobility policies should align closely with talent imperatives and business needs. However, at the same time, they should not interfere with fairness when it comes to comparable assignment situations.

 

Because international enterprises expand and grow, talent mobility became not just some additional trick to keep up one’s sleeve. Today it is rather a necessity and a key contributor to the overall success of organizations. If you want to make sure that the right people go to the right places, while remaining assignment cost-effective, establishing a good policy is vital.

 

Things to consider for policy design

 

Many companies have developed global policies. However, quite often the policies aren’t tested properly or with the needed frequency. That’s why it becomes hard to determine whether compensation and benefits are consistently aligned. Also, it’s not easy to say whether the policies are achieving business objectives in general. What can be the typical issues behind the policy design process?

 

Cost and Value

Costs and business goals are not always clear, and many companies still think expatriating staff is too expensive. This leads to a negative perception of mobility. When developing policies, companies should think not in terms of cost lost for relocation. They should rather focus on the benefits received from expatriating their professionals. It is also important to know what to spend on. For example, when it comes to the expertise required to help with the transition to a new country, it is worth spending.

 

Compensation & Benefits

Considering the growing demand for global talent, it’s understandable that assignees discuss and compare their compensation packages with their peers. An out-of-date policy can be a reason for gaps in benefit packages and assignee’s dissatisfaction. On the other hand, too generous compensation might be painful for a company’s budget. So consider both aspects when developing compensation packages.

You should think about how your employees will feel and want the assignment to be as enjoyable as possible. This is why it is vital to approach policy from the point of view of guaranteeing an easy relocation and transition. But also, via proper planning we can reduce the costs of last-minute expenses which crop up when disorganized. For example, a late transfer in the middle of the school year will incur high schooling costs for the assignees’ children.

 

Clarity, Consistency, Flexibility

Without a coherent and consistent policy, employees will be unsure of what can await them. They can also feel like all things are negotiable, and be concerned about disorganization. Consistent and clear mobility policy guarantees central control of governance excludes negotiations and misunderstandings.

This does not mean that you should have a one size fits all approach, far from it. An assignee who is moving to Singapore will require a bigger budget than those on their way to the Czech Republic. And a single assignee won’t need a big house like the one with three dependencies. Each situation, each employee, each assignment, each location will all require a different approach. Hence you should always be flexible.

 

Recruitment, Retention & Careers

The motivation for forming a Global Mobility network is to ensure that the best-skilled workers are available for the companies that need them. This means that companies must be competitive and attractive. Unfortunately, many companies in fact fail to retain assignees long term, which makes it more difficult to reach their business objectives.

It is important to also ensure that the assignee is clear of what potential the program will entail. Often there is a difference of perception between assignees, who think that their careers may be at risk. They may feel disconnected and unable to develop, while management sees the assignment as a boost to their careers, but do not illustrate that clearly to the assignee.

It is not just professional development. Personal matters are significant and assignees need to have proper support. For example, psychological support during and after the assignment would be very helpful to deal with culture shock and the stress of relocation. Clearmove offers such assistance for certain packages.

 

Clearmove’s solution

 

Besides our obvious advantages, such as automation for HR departments and keeping everything under one roof for assignees, there’s more. A part of our software, the Atlas platform for the HR department, is an instrument that allows HR professionals to have a wide range of functions to control.

For instance, it is possible to have different policy types that help to better meet the needs of the business. Clearmove can make your policies adaptable to different situations. You can create several policies to satisfy the needs of all your assignees.

If you want to find out more about the Altas platform or request a demo, please let us know by pressing the button below.

 

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