As mobility professionals, we manage A LOT of information from multiple sources, and we’re responsible for combing through this, compiling and presenting the data that matters the most to our mobile employees and stakeholders.
Organizations around the world are using the Great Re-Engagement to re-assess how effectively they are engaging, attracting, and retaining their talent, and mobility programs are under the microscope!
As remote and hybrid work arrangements become a new corporate norm, companies are looking to develop policies to meet the needs of the Long-Distance Commuter.
Global Domestic Policies are creeping to the top of the mobility priority list for organizations around the world. In this post, we focus on global domestic practices for the Asia Pacific region.
In-person intern programs are back in action, so it may be time to re-evaluate how you're housing this young talent.
A magnetic relocation policy helps your company attract the talent you need while reducing turnover and recruiting costs.
A quick look at the characteristics shared by some of the best and most successful corporate mobility professionals.
The proliferation of electric cars begs the question: should you reimburse transferees and assignees for public battery charging fees?
For managers of employee relocation and business travel, all eyes have been on the pending ISO 31030 standard, which will become the new global benchmark for travel risk management and duty of care.
Now more than ever, the Global Mobility industry has a great opportunity to play a role in advancing sustainability and sustainable business practices.
A look at the top talent mobility trends for 2021, as predicted by over 200 corporate managers and our team of experts.
2020's uncertainties pushed HR and Global Mobility managers into uncharted waters, driving greater demand for Weichert’s agility, creativity and seasoned expertise.
Protecting our environment is not a business issue, it's a human issue. And it has become an increasingly important topic within the workforce mobility industry.
Most workforce mobility policies are designed to manage the relocation of a nuclear family to destinations where they may easily adapt. But today’s assignee population includes a wider range of genders, ethnicities, needs and abilities, all requiring non-traditional support to thrive on an international transfer or assignment.
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.
When freedom of talent mobility resumes -- whether that comes sooner or later -- attention to Duty of Care will be even more critical than ever.
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.
Understanding how your policy components and administration can impact your program costs is critical to creating a mobility program that achieves the balance between engaging your mobile talent and restraining overall spend.
Understanding how your policy components and administration can impact your program costs is critical to creating a mobility program that achieves the balance between engaging your mobile talent and restraining overall spend.
The next in our series of navigating the pandemic from a professional perspective, we explore how to stay mentally healthy and socially connected during social isolation and the lack of human connection.
One of the most immediate and apparent impacts of the Coronavirus has been to the way we work. Companies worldwide that have the ability to do so have enacted alternative work policies to encourage social distancing, stop the spread of the virus and keep their talent safe.
The global coronavirus outbreak is evolving quickly and raising concerns for international assignees and global business travelers, as well as the people who manage them.
Ellie was thrilled to participate in the NERA meeting and moderate the trending topic of “Understanding the Employee Experience” alongside panelists, Vladimir Dziak, Liberty Mutual and Jack Jampel, Stryker Corp.
Jennifer Connell, VP Advisory Services, presented about the trends surrounding International Extended Business Travel (EBT), how companies administer these assignments, and challenges from her recent research project on EBTs.