The business world has changed a huge amount in recent years, especially since the pandemic. These days, businesses are a lot more flexible and agile with the rise of remote work and expanding into global markets, but this can also present new challenges. Global mobility is a necessary change and can be beneficial for many companies, but it can be difficult for HR and creates a number of considerations. Keep reading to find out more.
What is Global Mobility?
So, what exactly is global mobility? Essentially, this involves a business moving employees from one country to another. Also known as employee relocation, this can be on a short or long-term basis and can benefit both the business and employees in a few ways. With workforces becoming more flexible, global mobility is a key business strategy and many employees will like the idea of being able to live and work in a different country. It is a key topic for HR as they need to look after employees through every stage and handle the logistics of what can be a complex move.
Employee Contracts
Employee contracts will be one of the main tasks involved in a global mobility strategy. There will be numerous policies that need to be correct for employee relocation, including immigration and work permits, taxation, compensation packages and cultural and language training. Relocation clauses in contracts should also be considered – these are terms that allow a business to require that an employee relocates for work, such as if the business is expanding into a new country. Keep in mind that some employees will not be willing to relocate, so this could make it hard to attract employees.
Performance
HR professionals will also need to monitor the performance of employees during and after relocation. It is important to make sure that employees settle into their new surroundings and that productivity does not suffer, so goals need to be set and it is important that HR staff check in regularly.
Recruitment
As mentioned above, requiring employees to relocate could make it harder to recruit staff while for others it will be a perk. If global mobility is going to be a big part of your business moving forward, you want to attract people that are willing to relocate. This can be done by including information on the job posting, discussing relocation during the interview and by offering relocation assistance.
Progression & Development
HR must also consider who relocation is available to and if there are certain levels of seniority where relation becomes an option. There will need to be a structure in place to determine who is able to relocate and why.
Global mobility has become a key business strategy for many businesses and can benefit employers and employers, but there is also a huge amount for HR to consider.
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