Sperton

In order to adapt to evolving business needs and operate within a financially responsible and legally compliant framework, companies ought to investigate various forms of international mobility assignments.

By utilizing a diverse range of global mobility options, organizations can maximize the benefits and worth of their mobility endeavors. This is achieved by selecting the most suitable and economical form of assignment for each specific requirement, including duration (short-, long-, or permanent), location (developed or emerging country), and overall strategic goal (talent development, overseas expansion).

Global mobility is becoming more important for organizations in the modern world as they face increasing competition and complexity in the global market. However, global mobility also comes with some challenges and risks for organizations, such as:

• Compliance issues: Global mobility can expose organizations to various legal, tax, and immigration regulations in different countries, which can be complex and dynamic.
• Cost management: Global mobility can be a significant investment for organizations, as it involves various expenses, such as relocation, travel, accommodation, compensation, and benefits.
• Employee well-being: Global mobility can pose some challenges for employees, such as cultural adjustment, family separation, and work-life balance.

To overcome these challenges and maximize the value of global mobility, organizations need to have a clear and comprehensive global mobility strategy that aligns with their business and talent objectives. They also need to have an effective and efficient global mobility program that manages the different types of global mobility assignments, such as:

• Long-term assignments: These are assignments that last from one to five years, usually for strategic or leadership positions or talent development purposes. The employee relocates to the host country with their family and receives various benefits and allowances from the employer, such as housing, tax, and education support.
• Short-term assignments: These are assignments that last from a few months to a year, usually for specific projects, tasks, or roles. The employee relocates to the host country alone or with their spouse and receives some benefits and allowances from the employer, such as travel, accommodation, and living expenses.
• Commuter assignments: These are assignments where the employee remains resident in the home country and works in a host country, usually within a reasonable travel distance. The employee travels back and forth between the two countries, typically on a weekly or bi-weekly basis, and receives some benefits and allowances from the employer, such as travel and accommodation expenses.
• Rotational assignments: These are assignments where the employee works in a host country for a fixed period, usually a few weeks or months, and then returns to the home country for a similar period before repeating the cycle. The employee maintains their residence in the home country and receives some benefits and allowances from the employer, such as travel and accommodation expenses.
• Extended business travel: These are short-term trips, usually up to three months, for specific business activities, such as meetings, conferences, and negotiations. The employee travels to the host country without a work permit and receives some benefits and allowances from the employer, such as travel and living expenses.
• Global nomad assignments: These are assignments where the employee works in multiple host countries, usually for short periods, without a fixed home base. The employee travels frequently and flexibly and receives some benefits and allowances from the employer, such as travel, accommodation, and living expenses.
• Virtual assignments: These are assignments where the employee works remotely from the home country for a host country employer, usually using technology and communication tools. The employee does not relocate or travel to the host country and receives some benefits and allowances from the employer, such as equipment and connectivity support.
• Permanent transfer: This is a permanent change of employment and residence to a host country, usually for long-term or indefinite periods. The employee terminates their contract with the home country employer and signs a new contract with the host country employer, usually on local terms and conditions. The employee receives some benefits and allowances from the employer, such as relocation, immigration, and tax support.

Each type of assignment has its advantages and disadvantages and requires different levels of investment and support from the organization. Organizations need to tailor their global mobility policies and practices to the specific needs and expectations of each assignment and ensure that they are consistent, fair, and transparent.

Global mobility is a key driver of organizational success and competitiveness in the global market. By adopting a strategic and holistic approach to global mobility, organizations can enhance their business performance, talent development, and employee satisfaction.

You can learn more about global mobility in our webinar recording. Contact us if you need to know more!

Blog Posts, Global Mobility