Among the forces impacting the deployment of mobile talent, two have emerged as the most prominent. One, not surprisingly, is cost control, that unrelenting pressure to harness spend that shadows every corporate move. Considering the sizable investment required to relocate employees, for long- or short-term assignments, across states or between continents, focus on cost of benefits and maximizing ROI has never been higher.
The other, according to the results of our latest Workforce Mobility Survey, is a more recent phenomenon: the need for greater agility to accommodate rapidly-changing business goals and seize opportunities. Today, an “optimized” workforce mobility program is not only cost-effective, but also equips HR and hiring managers with the flexibility they need to accelerate decision-making, meet the needs of the business, and provide opportunities that sync with their mobile employees’ personal and
Addressing these concerns has become a strategic imperative for companies struggling to build a workforce to meet their future business objectives. In this business environment, “flexible” workforce mobility programs — including core/flex, lump sums, capped programs and tiers — are proving a valuable, viable alternative to “traditional” relocations and expat assignments.
Our latest ebook offers a closer look at the types of flexible relocation programs that companies are using, with a focus on pros and cons and best practices associated with them.
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