Articles and news

Organizations will soon not only have to train or hire talent, but also borrow it, as the gig economy comes to mobility.

Despite strategic importance, global mobility programs are not exempt from the drive to cut costs. Here are tips for defending the cost and containing it.

Action points to help companies make genuine progress on key mobility policies and strategies and achieve lasting program benefits.

Professor Dr. Benjamin Bader of the Leuphana University of Lüneburg discusses his research, including hardship locations, diversity, and digitalization.

Vienna mayor Michael Häupl discusses the city’s accomplishments and challenges and key decisions he has made.

From targeting specific talent groups to managing their mobility brand, here are tips from companies that excel at managing their global talent pool.

Quality of living data and reports are valuable tools for global HR professionals and municipalities. Learn all about their benefits here.

Executive Director of the Centre for Liveable Cities discusses how Singapore came to have one of the highest living standards in the world.

To help with your global employee relocations, follow these steps to optimize the RFPs you send to relocation management companies.

The gender imbalance in international assignments poses a challenge for strategic talent management, but we can start to change it now.

As the Innovation Leader of Mercer's EuroPac region, Yvonne Sonsino advises companies on strategic succession planning and the perils of ignoring ageing workforce issues.

Here we discuss 8 common misconceptions and issues that can cause problems for mobility programs and make the job of mobility managers more difficult.

Important things for mobility program managers to bear in mind when dealing with emergencies and hardship locations in general.

2017 saw a number of trends emerge in talent mobility, posing not only challenges for global mobility managers but also opportunities.

Are current mobility policies and practices helping to place more women and minorities in the international workforce, or are they part of the problem?

Buzzwords tell us about mobility developments and how companies perceive and address new challenges. Here we foray into the jargon jungle to understand trends.

Assignment segmentation and policy flexibility are driving a need for more metrics and analytics. This presents a strategic opportunity for mobility managers.

Companies are making progress on the road to diversity, but assignments to some locations pose challenges. Learn the issues and how to overcome them.

Older professionals are a talent pool multinationals would be wise to leverage to meet their critical skills needs. Flexible mobility policies are the key.

Companies are introducing more policy flexibility for millennial assignees, but they must balance these with their duty of care to protect employees.

The gig economy has created opportunities for workers and employers alike, but the arrangement poses challenges for mobility program managers.

Global mobility program managers need many skills to succeed: analysis, presentation, sales, storytelling, technical literacy, rewards, and compliance are key.

Increasing reliance on shorter assignments and business trips requires changes in HR processes and responsibility. Mobility teams can lead this change.

Companies relocate operations to benefit from lower costs. Now they can move jobs to people or allow mobile employees a choice of where they work.

Millennials in the global workforce are bringing a new set of challenges for HR. Here we examine mismatches with traditional expat programs and how to adapt.

Exceptions to mobility program policy remain a necessary option, but they can be managed. Keeping these tips in mind may save headaches and money.

The complexity of changes taking place and emerging dilemmas will challenge mobility management practices in coming years. Here are seven areas to focus on.

Overview of the latest trends in international healthcare, life cover, and disability benefits, plus potential solutions both cost-effective and compliant.

Discussion of current HR and remuneration challenges in China, including the relationship among local and expatriate workers and categories between.

Overview of expatriate management in the region and in particular the increasingly blurred boundaries between local and expat remuneration approaches.