Global mobility management is a critical strategic issue for global companies as it is the key to addressing three major challenges: "geographical markets", "globalisation" and "increased competition".
Yet 70% of companies fail to manage global mobility effectively. This is primarily due to the existence of a gap, often referred to as the "Global mobility island", between the strategic direction of the company and the ability of global mobility to support the execution of that strategy.
In addition, for companies operating in a multinational environment, the challenges of global mobility are reflected in broader issues facing HR departments, such as: (1) rapid business change (2) shift towards emerging markets (3) a borderless workplace (4) specialisation creating new career and job models (5) new styles of leadership and (6) the intense competition for talent
HR departments play a crucial role in bridging the gap between business needs and the global mobility island. Moreover, both mobility and HR are essential in addressing skills and talent shortages, underscoring the need for HRM transformation.
Organisations seeking to transform HRM must focus on building a more agile, business-driven HR function, integrating global talent strategies and investing in HR technology. As a result, effective global mobility management, aligned with business strategies, is now required from a talent acquisition, deployment and development perspective.