The rock band Van Halen will forever be remembered for spandex, teased hair and changing lead singers more often than most people change socks. But there’s another side to VH that you likely never suspected: the band that launched such hit songs as “Hot for Teacher” and “Jamie’s Cryin” pioneered a unique methodology for spotting red flags that can be valuable to today’s corporate mobility managers.
Yes, you read that correctly.
It all starts with M&Ms. Brown M&Ms, to be precise.
For the tenth annual edition of our workforce mobility survey, we took a fresh approach. As you know, the survey’s first decade was all about how workforce mobility was responding to challenging real estate markets across the U.S. and Canada. Our 2016 edition has expanded to a global survey, identifying the top “game changers” that will require mobility professionals to re-examine how they administer their programs in the future.
According to the survey results, mergers, acquisitions and divestitures represent the most prominent workforce mobility game changer, experienced by 55 percent of responding companies over the past year and anticipated by 42 percent in 2016. Unfortunately, while mergers and acquisitions are designed to build scale, expand markets and acquire talent, few organizations anticipate the impact on
Last week, I attended the New Jersey chapter of the Forum for Expatriate Management’s first meeting of 2016. There, I was proud to serve as a panelist alongside fellow subject matter experts from KPMG, Control Risks, NFTC, Mercer and CAI, summarizing the top global workforce mobility trends and forecasting future challenges.
Among some of the trends our group identified:
Although they can be more challenging to administer, interest in core/flex policies is growing in response to the widening demographics of the global workforce and the ongoing need to minimize costs.
Attracting top talent for critical positions in difficult locations is more challenging now than it was five years ago. With the job market improving in the US, there’s been a resurgence of premiums to provide incentive for high potential employees to accept international assignments. This trend is likely to continue in thriving economies and competitive industries.
The report provides an outlook for workforce mobility trends affecting all industries, an analysis of such mobility hot topics as flexible programs and programs for millennials and a discussion of major challenges that could impact the deployment and management of mobile talent in the coming years.
Some of the most valuable insight in our survey comes from breaking down the results by industry. So for our latest infographic, we’ve pulled out some of the insight we collected from companies in the energy sector. Here’s what they told us.
Last week, we presented a webinar on Intra-Country Mobility Trends, which focused on domestically mobile workforces outside the US, UK and Canada. Although this talent segment is not often featured in industry surveys and white papers, the high level of interest in this webinar from mobility professionals across the world indicates that it is critical to a growing number of companies.
We were thrilled to tackle this subject with in-country service providers from China and India and corporate professionals from Whirlpool and Bombardier sharing their wisdom, experience and best practice recommendations with our audience.
Here are 5 key takeaways from our speakers:
• When developing a global mobility program, including intra-country mobility, be sure to secure executive sponsorship to ensure consistent roll-out and implementation worldwide. Whirlpool had the sponsorship of the CEO, while Bombardier had the support of the VPs of HR from its Aero and Transport divisions. Continue Reading →
In an effort to shed light how trends cascade across specific industries, we have created a series of infographics showcasing key findings filtered by sector. We believe this data provides good insight to how different industries use workforce mobility to achieve their business goals.
Our latest infographic focuses on the consumer products sector. Give it a look (you can click it to enlarge) and, as always, for more information and further breakdown, feel free to contact us. Continue Reading →
Companies intent on post-recession growth need a mobile workforce agile enough to respond quickly to new opportunities and fill talent gaps across their organizations, according to the results of our latest survey.
Now in its eighth year, the Workforce Mobility Survey has become the definitive guide to emerging relocation trends and best practices. This year’s results reflect the input of approximately 220 corporate relocation managers and HR professionals at North American companies across all major industries.
The majority of survey participants acknowledge that workforce mobility remains critical to achieving business and talent development goals, with one-third expecting their mobility volume to increase over the next twelve months. Mobility is even more important among high growth companies, which, the study showed, not only relocate more employees (an average of 432 annual moves versus 280 for other companies) but are also more effective at leveraging mobility as a strategic tool to recruit, develop and retain key talent.
Continue Reading →
With recession in the rearview mirror and real estate markets performing at pre-recession levels, companies are preparing for a new wave of expansion. Needless to say, workforce mobility is playing an increasingly important role in this growth.
But there are new challenges to be faced in managing mobile workforces, requiring a broader range of flexible mobility strategies to address faster-shifting business goals, widening employee demographics and the need to deploy talent faster and more cost-effectively.
Our recently-released 2014 Workforce Mobility Survey shines a light on some of the strategies companies are using to increase flexibility, keep employees mobile, and prove agile enough to seize opportunities wherever they arise. The following infographic, which draws from our survey results, gives a concise overview of how companies are dealing with the changing pace of workforce mobility.
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With the demographics of the mobile workforce changing and business objectives evolving faster, companies are seeking alternatives to traditional corporate relocations. One such type is the core-flex policy.
According to the results of our Alternative International Assignment survey, the number of companies employing core-flex policies is on the rise. In our latest podcast, Laura Levenson, Director of the global practice in our consulting group, examines the growing use of core-flex, discussing pros and cons, best practices, and the reasons behind their increased use among today’s companies.