{{vm.title}}
25{{vm.includesText}}
{{item}}
{{vm.selectText}}
{{ vm.welcomeLabel.trim() }},
{{ vm.userName }}
{{ vm.text }}
{{vm.newUser1}} {{vm.newUser2}} {{vm.newUser3}} {{vm.newUser4}}
{{ vm.unknownUser }}
{{ vm.title }}
{{ vm.title }}
{{ vm.title }}
- {{ vm.siteSelectorList.flyout.cell1.heading }} {{ site.countryLocale }} {{ vm.siteSelectorList.flyout.cell1.global.countryLocale }}
{{ vm.closeTabLabel }}
- {{ vm.flyout.cell2.title }} {{ vm.flyout.cell2.newTabAllow }} {{ vm.flyout.cell2.title }}
- {{ vm.flyout.cell3.title }} {{ vm.flyout.cell3.newTabAllow }} {{ vm.flyout.cell3.title }}
- {{ vm.flyout.cell1.viewAll.label }} {{ vm.flyout.cell1.viewAll.newTabAllow }} {{ vm.flyout.cell1.viewAll.label }}
2018 Global Assignment Policies and Practices Survey
2018 Global Assignment Policies and Practices Survey
Insights on how global organizations administer their HR programs.
If your organization is pursuing growth in new markets, having the right people on the ground is essential. While attracting new talent in chosen markets is vital, leveraging your organization’s internal pool of experienced talent can be one of the best ways to achieve growth through temporary international work assignments and transfers of employees between global subsidiaries and affiliates.
The 2018 survey allows you to benchmark your organization in relation to other participants on numerous aspects of an international assignment program, including: assignee selection and assessment, assignment preparation and planning, talent and performance management, assignment compensation and allowances, administration and outsourcing, tax reimbursement policies, immigration management and the use of global mobility technology and data and analytics. To date, nearly 250 cross-industry organizations have participated globally.
Key findings:
- Automation & robotics: Companies are searching for enhanced program solutions with assignment planning and initiations, cost projections for prospective packages and automating payroll and compensation collection as being top priorities.
- Data & analytics: There is an increased focus on predictive workforce analytics to support program success and measure assignee experience.
- Talent management: Companies are taking a more purposeful approach to mobilizing talent globally with developing stronger integration between talent management and global assignments.
- Policy: Over half of respondents identify the use of international assignments as being a top program goal for supporting overall global business and talent development objectives.
- Flexibility in approach: Many companies are offering greater flexibility in their assignment policy approaches – setting policy frameworks with core and optional provisions and expanding the range of choices for either the business or the assignee.
- Future mobility: Over the next 5 years, global mobility professionals expect to rely more on shorter duration assignments such as extended business trips, short-term assignments and development/training assignments.
