Mobility and talent – common issues facing global organisations

1. Mobility and talent – common issues facing global organisations • Alignment and integration of talent management programmes • Global demographic shifts • Relocating work to locations with good supply of talent • Deploying global talent more efficiently and effectively • Increasing complexity and challenges in deploying talent globally • Growth markets Recruit Retain Deploy Develop

2. Global mobility leading practices From our experience with global mobility programmes, we have identified a number of key attributes of a leading practice program: Good Leading Average Poor Policy No policy Multiple policies in the main hubs Multiple ad hoc policies One clear set of global policies Compliance to policy Unknown Specific tolerated exceptions (ad hoc, business driven) Many exceptions Near 100% compliance Return on investment tracking Most of the international assignee costs are known and tracked Costs understood in depth and return on investment link to business needs clear Total international assignee cost unknown The obvious international assignee costs known Population tracking International assignee population tracked (annually), including accidental assignees • Clear ongoing tracking • of international assigneepopulation Unknown Overall known international assignee population tracked (annually) Strategic alignment Ad hoc use of international assignees with no clear drivers High-level global mobility strategy in place Ad hoc use of international assignees driven by in-countryrequirements Global mobility strategy linked to talent management strategy Global mobility operating excellence Managed within local human resources Managed by local human resourceswith central coordination Limited coordination between local human resources teams Strategy and process managed by central global mobility team