Whether you’ve been drinking the mobility Kool-Aid for decades or are new to the industry, you’ve likely heard about the critical intersection between Talent Management and Global Mobility. Mobility has evolved into so much more than just getting talent from point A to B. Global mobility programs are helping to develop employees, attract and recruit new talent, and ensure they remain engaged – while on assignment and after they return home. The crossover with talent management has never been more apparent.
But while many companies recognize the value and multifaceted nature of the mobility function, there is still little consensus over what the best alignment between talent management and global mobility looks like.
We recently hosted a roundtable with an inspiring lineup of companies and subject matter experts from across EMEA and APAC to glean insight into how these regions are positioning the mobility function to optimize its talent management capacity. The responses were illuminating and left us with plenty of food for thought (certainly enough to generate a whole series of roundtables on this topic alone!).
I am happy to share just a few of the best takeaways from this session, all of which speak volumes about the critical need and varied global approaches to a GM + TM alignment:
You can have the most rigorous, beautifully designed, a generous suite of policies, but if you’ve chosen the wrong person, it’s all for naught. I think that piece of the mobility equation still demands an enormous amount of progress in assessing if the organization is consistently making the right decisions from a talent perspective and identifying and sending the right people on assignment.
The great news: global mobility is in an excellent position to advocate for change, whether allowing it to operate separately or alongside a function that could help amplify its value to the organization. COVID has created tectonic shifts in the world of work, and the global business environment is only getting more complex. More organizations are attuned to the reality that to get the talent they want, retain the talent they have, and plan for future business growth, it’s no longer enough to have a mobility function sitting on the sidelines, dealing solely with the logistical or tactical dimensions of mobility. Mobility is integral to any company’s talent equation and needs to be well aligned with talent management to complement – and enhance – the overall corporate talent strategy.
But wait, there’s more! This roundtable was packed with insight, and we have more to share in the second installment of this blog post. So, stay tuned for the sequel, and in the meantime, if you’re keen to dive deeper into regional workforce mobility trends, talk to us.