1109-1293171 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 Develop Retain Deploy
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Mobility and talent – common issues facing global organisations
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 - PowerPoint PPT Presentation
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1109-1293171
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
Develop
Retain
Deploy
1109-1293171
Global mobility leading practicesFrom our experience with global mobility programmes, we have identified a number of key attributes of a leading practice program:
Multiple ad hoc policiesNo policy Multiple policies in the main hubs One clear set of global policies
Many exceptionsUnknown Specific tolerated exceptions(ad hoc, business driven)
Near 100% compliance
The obvious international assignee costs known
Total international assignee cost unknown
Most of the international assignee costs are known and
tracked
Costs understood in depth and return on investment link to
business needs clear
Poor Average LeadingGood
Overall known international assignee population tracked (annually)
Unknown International assignee population tracked (annually), including
accidental assignees
Clear ongoing tracking of international assignee
population
Ad hoc use of international assignees driven by in-country requirements
Ad hoc use of international assignees with no clear drivers
High-level global mobilitystrategy in place
Global mobility strategy linked to talent management strategy
Limited coordinationbetween local human resources teams
Managed withinlocal human resources
Managed by local human resourceswith central coordination
Strategy and process managedby central global mobility team