As lockdowns and travel restrictions are gradually lifted, talent mobility is poised to fuel many reopening strategies.
It’s been several months since the pandemic surrounding COVID-19 did what would have seemed almost impossible before 2020: It ceased mobility and travel on a global basis for an extended period of time.
The next several weeks will be a crucial period for employers and workforce mobility managers in the European Union to develop a plan for when the global economy and borders begin to re-open.
With whispers of a possible global recession filling the air amid the Coronavirus pandemic, mobility managers are reviewing their mobility spend to ensure they're meeting the needs of the mobile workforce, as well as their organizational objectives.
Defining the perfect experience for your relocating employees often means finding the balance between empowering tech and seasoned guidance.
When most organizations think about cost of living, high housing costs come to mind but there are other costs beyond housing to consider when calculating cost of living.
We are constantly gathering research on flexible approaches on mobility to help companies understand how these provisions should be used, to link more effectively with the overall company and talent goals.
While lump sums have been common in domestic programs for some time, more organizations are discussing whether it is a viable option for international mobility programs.
We live in a digital world, where we have shifted from print to digital, newspapers to online, books to e-readers and everything in between. With the demand and fast-paced world we are all in, many agree that the simpler, the better.
Looking for ways to incorporate diversity and inclusion concepts into your global mobility planning to keep up with the needs of your expats?
Today’s mobile workforce includes more generations and demographics than ever before. How do you keep them all happy and productive? What mobility benefits make the difference?
Lump sums are low-cost, low-maintenance options for relocating talent. But without proper planing or guidance, they can prove to be more curse than blessing.
With Brexit looming, and the European Union’s adoption of the revised Posted Workers’ Directive, the region has become increasingly complicated for mobility professionals looking to move their talent.
They may be challenging to move (at times), but millennials are actually making your relocation program better.
2019 is starting with a bang! From the ongoing U.S. Government shutdown, to the uncertainty around the looming Brexit deadline, to the impact on immigration from the global shift towards nationalism/protectionism, there are a number of significant issues within the U.S. and abroad that can potentially affect your mobile workforce.
Relocation can be an incredibly exciting opportunity for the rising talent with your organization.
UK Customs (HMRC) has announced changes to customs procedures for household goods and motor vehicles entering the UK that will impact assignees being relocated to this region.
In today’s highly competitive work environment, employers are seeking ways to effectively expand their talent pool, and are also recognizing that the global mobility of talent is a key driver of growth.
Many HR departments are establishing their objectives for 2016. Among the most popular is advancing Diversity and Inclusion goals.
Mexico is the second largest economy in Latin America, after Brazil. The country has an export-oriented economy with more than 90% of trade under free trade agreements.
I recently moderated a roundtable event in our west coast U.S. office, where corporate mobility professionals discussed the issues and opportunities they face when supporting internships.
I’m always on the lookout for signs of an improved real estate market within mobility programs.
Although a global assignment brings a sense of excitement and wonder, one of the first questions that expatriates and their family members often have — even before they depart — is, “when can we come back home to visit?”
Our company is looking to update our COLA program but not sure where to start. Any suggestions?