5 Things Employers Should Know About Supporting Employee Mobility Globally
See how your company's efforts compare to others when mobilizing talent globally.
The global economy requires a global approach to human capital management. For organizations pursuing growth in new markets, having the right people on the ground is essential.
While attracting new talent in chosen markets is important, leveraging your organization's internal pool of rising and experienced talent can be one of the leading ways to help achieve business growth through temporary international work assignments and transfers of employees between global subsidiaries and affiliates.
Whether your organization has a seasoned global mobility program or you are just sending your first employees abroad on international assignments, it's always interesting to see how your efforts stand up to others when mobilizing talent globally.
How do you Measure Up?
KPMG International's (KPMG) Global Mobility Services (GMS) practice recently published the 2018 results of its Global Assignment Policies and Practices survey that covered a broad range of topics related to managing international assignments, based on feedback from 250 organizations across multiple industries.
Here is a sample of highlights from this year's survey:
- Automation and robotics on the rise. Organizations are prioritizing automation, with assignment planning and initiations, cost projections for prospective packages and automating payroll/compensation collection at the top of their lists.
- Data and analytics are key. Survey respondents are increasingly focused on predictive workforce analytics to support program success and measure assignee experience.
- Talent management and global assignment alignment. Businesses are taking a more purposeful approach to mobilizing talent globally by developing stronger integration between talent management and global assignments.
- Greater flexibility in demand. Many organizations are offering greater flexibility in their assignment policy approaches — setting policy frameworks with core and optional provisions and expanding the range of choices for either the business or the assignee.
- Short term assignments trends. Over the next five years, global mobility professionals expect to rely more on shorter duration assignments such as extended business trips, short-term assignments and development/training assignments.
Organizations that have expanded their business into other countries, or have employees in new countries through a merger or acquisition, should consider utilizing global mobility services — such as those offered by the KPMG and ADP alliance.
KPMG is recognized as one of the leading providers of global mobility-related tax and advisory services. Combined with ADP's payroll and human capital management, this alliance can offer organizations valuable resources in managing their expatriate workforces through our global mobility services.
Learn more about ADP's global HCM solutions.
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This article represents the views of the author only, and the information contained herein is of a general nature and is not intended to address the circumstances of any particular individual or entity. No one should act on such information without appropriate professional advice after a thorough examination of the particular situation.
The information contained herein is of a general nature and based on authorities that are subject to change. Applicability of the information to specific situations should be determined through consultation with your tax adviser.