GLOBAL MOBILITY
In the current climate, short-term
objectives are wide ranging and multifaceted. Global mobility and HR professionals need to ensure they remain up to date in their awareness of the key issues and with good practice in how to manage them. You need to focus on both planning and implementation, balancing strategic priorities with your day-to-day activities, ensuring compliance and employee engagement. By downloading the Global Mobility
Toolkit resources, you can ensure that you are on top of the issues that are critical to your organisation’s response to Brexit.
Talent and career management The management of talent is critical if organisations are to recruit, select, develop, deploy and retain key personnel capable of delivering organisational objectives efficiently and effectively. Without the right people with the necessary skills, knowledge and behaviours who add the competitive edge, your company will be unable to achieve high performance. For example, the requirement for leaders and managers
to possess global vision and understanding has never been more critical for organisational success than in today’s ever- globalising world. Even domestic-based organisations need their leaders and managers to have cross-cultural and international business understanding to manage diversity and handle business transactions. Indeed, developing cross-cultural leadership competencies has been identified as one of the top requirements for business effectiveness. The Global Mobility Toolkit includes a series of factsheets
providing guidance on talent and career management. These will help you to address the vital issues of:
• Resourcing and selection of talent • Leadership and management development mobility strategies
• Career pathing and talent planning • Graduate development programmes • Managing generational differences in careers • The role of networks, mentors and role models in supporting mobility
Workforce diversity and inclusion Other issues that are particularly relevant in the context of Brexit include managing workforce diversity. Immigration is an area that is causing some tension and has
been highly publicised in relation to the UK’s vote to leave the EU. Organisations must have a positive response to this, to ensure that employee engagement is maintained and capitalise on the benefits of having diverse workforces. The basic concept behind managing diversity is the acceptance
that everyone in the workforce is unique. Harnessing people’s differences will create an inclusive, productive environment in which everyone feels valued, their talents are fully utilised, and the organisation’s goals are met to best effect. Research into global talent management has conventionally
focused on mainstream assignees undertaking traditional long- term expatriation – usually senior, male managers who are accompanied by a wife and family.
Today, a far wider perspective is taken on expatriation – in terms
both of the types of assignment used and of the human resources that service them. Organisations are taking action to address social and moral responsibilities through a focus on diversity and inclusion. In so doing, they benefit from a wider talent base. The Global Mobility Toolkit series on workforce diversity and inclusion will help you understand:
• The business case for, and business principles behind, a diverse workforce
• The importance of raising the profile of assignment diversity • Gender diversity in expatriation • LGBT diversity in expatriation • Non-traditional assignments and diversity implications • Immigration
Immigration For anyone relocating employees internationally, a thorough understanding of immigration and visa issues and how to stay compliant is essential. Given the high profile of immigration in the Brexit discussions,
global mobility and HR professionals must ensure that they follow the debates and plan ahead for how immigration will be handled post-Brexit. In addition, you must also remain compliant today in terms of the administrative requirements needed to manage globally mobile personnel. The Global Mobility Toolkit series on immigration will provide a briefing on issues relating to:
• International business visitors and business travel • Assignment types (long term, short term, commuter, etc.) • Tracking/technology • Dual-career (spouse/partner) immigration • Lesbian, gay, bisexual and transgender (LGBT) issues
In respect of short-term business travel and the desire to ensure compliance and limit risk, a series of factsheets will also address:
• Technology/tracking • Serviced apartments • Employee support/location information • Compliance • Duty of care
28 | Re:locate | Winter 2016/17
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