According to the global mobility island framework, the top issues regarding global mobility business strategies are emerging markets, increased globalisation, skills gap, and competition. Additionally, the challenges posed to corporate talents and HR are the rapid speed of business changes, shifts towards emerging markets and opportunities, flatter workplace structures, new jobs due to specialisation, new kinda of leadership styles, and increasing competition for talent. In order for companies to tackle these issues, they may consider changes such as:
- Embracing and implementing a more agile and borderless organisational structure
- Integrating global mobility with talent acquisition so they can bring in expertise in various areas of SHRM to develop a successful global mobility strategy.
- Being transparent when training assignees, and continuously help with their development even after they've repatriated.
- Encouraging open-minded thinking and a global mindset especially when it comes to different cultures and modern trends.
- Integrating HR practices, policies, and approaches globally
- Encouraging specialisation of jobs, which would in turn create more job opportunities
- Investing in HR technology
- Enhancing the usage of HR analytics
- Training and upskilling HR personnel