Report on global mobility programmes for businesses
Businesses are investing millions each year sending employees on global assignments without being able to quantify the cost or measure the value from their investment, according to a new report from PwC. This is leading to nearly six in ten organisations saying their global mobility programmes currently do not deliver value for money. The report, based on an in-depth survey of nearly 200 global executives, warns that too many HR teams lack the information, investment and infrastructure to meet the evolving business demands and manage the growing number of internationally mobile employees.
As well as a likely increase in the number of people who are on a global assignment, the nature of these assignments is also going to change, according to PwC’s research. The biggest change will be the number of people going on short-term assignments, with the survey participants expecting a net doubling (58%) in their use.
The number of business travellers is also expected to increase by similar levels (net 57%), but this also brings risks as it is the most challenging type of mobility to manage. The report also predicts the rise of new types of mobility, such as talent swaps between two different countries. More than one in five organisations plan to introduce talent swaps in the next two years.
Other findings from PwC’s Modern Mobility Report include:
• Tax and immigration compliance are the main challenges faced by moving employees, followed by security considerations and employees being reluctant to leave home country pension plans.
• Business executives need HR and mobility teams to partner more closely with them – think longer term about their international workforce requirements, help access, develop and retain the talent required, and incentivise people to move to the locations where the business needs them to be.
• In two years’ time only 34% of HR and mobility teams expect to focus on day-to-day operational activities, instead expecting to take on more strategic activities such as supporting the development of global talent (62%) and measuring return on investment to drive continuous improvement (76%).
• On average, 12.2% of an organisation’s total workforce is internationally mobile each year, with 1.6% on a formal international assignment.
