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Margot Thom

Managing Director, Global Talent

The International Economic Forum of the Americas

June 6, 2011

Smarter movesA new approach to global mobility

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Challenges driving new global mobility requirements

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Global mobility framework

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International assignment lifecycle

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Managing the whole mobility investment

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Building blocks for effective global mobility

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Global mobility and workforce strategy

• Identify which business and talent objectivesshould be supported by global mobility

• Define a multi-year plan and budget for mobility

• Identify roles and career paths for which international assignments are important to development

• Identify job families and employee types that should be prioritized for mobility

• Identify preferred source and destination countries for global deployments

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Global employee rewards

• Differentiate employee compensation, benefits, and support packages according to the value of each assignment type

• Promote the value of learning and career development, not just compensation and benefits

• Harmonize rewards programs to reduce mobility barriers

• Apply innovative approaches to participation in state-sponsored and private benefits programs

• Share the cost of global assignments and mobility between employees and employers

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Global mobility service delivery

• Provide guidance to businesses on mobility-related decisions

• Deliver the entire spectrum of HR services to assignees

• Integrate global mobility and talent management practices so assignees are appropriately deployed to suitable positions when they return to their home country (or are reassigned to another country)

• Utilize both internal resources and external service providers as needed to deliver cost-effective, high-quality service

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Technology

• Enable employee and manager self-service

• Support compliance

• Provide dashboard reporting for program performance

• Give leaders an integrated view of global talent demand

• Give leaders an integrated view of the workforce

• Enable in-depth analysis of expatriate data

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Business benefits of effective global mobility

• Reduces costs

• Develops talent

• Fits the needs of the business

• Improves ROI

• Reduces the risk of non-compliance

• Supports global growth

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Our Deloitte experience

• Deloitte Canada has successfully managed 45 outbound and 105 inbound mobility assignments, contributing to a 30% increase in mobility volumes over the past year

• Globally Deloitte recorded over 3500 mobility assignments in the past year (mix of short term and long term); an increase of 15% over the prior year

– Doubled our global ‘self-select’ mobility assignments posted

– Implemented a Global mobility system in 92 countries to manage, track and report on mobility activity

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Moving forward

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