Business

Global Mobility Trends and the Impact on Business Industry

2020 was one of the most challenging and unpredictable years; facing those problems has not been easy; the business industry had to change its communications and way of doing business. The global economy has been significantly affected by Covid 19 virus, which is why international and domestic locations are restricted.

Despite the disruption, global mobility teams have proven resilient, with technology as the crucial contributing factor. Employees’ locations are more comfortable to track with the use of technology. It has also enabled the employees to work remotely in the countries they are relocated to.

Start up investing firm Max Funding notes, “The next generation of the workforce is proactively searching for international positions. Millennials value independence and affordable solutions that the companies need to address and innovate.”

Here are the top global mobility workforce trends that we recommend the companies look into:

Dual-Career Couples

Nowadays, it is expected that households rely on salaries from both partners. This makes it necessary for the family to have a mutual decision when assigned to a different location for a temporary or long-term assignment.

One reason that may cause the failure for an employee to be given an international relocation is due to the consideration that it may not be the right working environment for his/her family. As a solution, job search support or other opportunities are created.

According to the 2017 Global Mobility Survey conducted by the Canadian Employee Relocation Council, 36% of the respondents could be convinced to temporarily relocate if their “employer provides support for their spouse to get a job there too.”

Immigration challenges

Even before the pandemic, it has been a challenge to acquire authorisation in travelling to other countries for business purposes. The visa quicker to obtain will only last for a few months, which can only be used for short-term assignments. Add to it the measures enforced by many countries to weed out illegal employment.

Moreover, the pandemic also has affected immigration compliance due to the travel restrictions and additional guidelines recently imposed. These are only a few struggles that an employee will face upon international assignments.

From the survey of CERC, employees highly value the country they are relocated to. High quality and accessible health care system (82%), friendly to immigrants (77%), and an excellent social security system (77%) are the most common factors taken into consideration by the respondents.

On the other hand, most employees need assurance on repatriation if they plan to go back to their home country, especially after short-term assignments.

Diverse assignment types and workforce

Global mobility teams need to be more flexible in aligning assignment types with support levels. This is due to the diverse population of globally-assigned employees, with varied reasons they consider when relocating to other countries.

In a survey, those who are interested in relocating up to two years according to demographics are senior executives (24%), those under the age of 35 (25%), business owners (23%), and unmarried employees (22%).

With these global mobility trends in mind, international networks such as The Employee Mobility Institute focus on supporting professionals and organisations in the business industry to develop, grow, and strengthen their talent management globally.

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