Based on the reading, there has been a trend where organizations are involving HR in key business planning decisions. This is because organizations doing business on a global basis are facing some strategic issues. From the survey taken by Deloitte, the top issues are emerging geographical markets, globalization and increased competition. The key to face these three issues lay on the management of global mobility, and HR is the key to the management of global mobility.
The challenges of global mobility are mirrored in wider challenges for HR as a whole. Based on Deloitte prediction, these challenges will lead to changes within the HR, Learning & Development and Talent Management functions in terms of practices, structures, roles, management, tools, processes, data and system. To address the issues, HR transformation have to focus on building more agile, business driven HR functions.
Some organizations have redesigned their global mobility function approach to base both the strategy and the operations on global talent resourcing. By having a talent acquisition team who is responsible for global resourcing, they are able to incorporate expertise from global mobility, recruitment, HR business partners and reward in order to deliver the right talent in the right place at the right time.
If companies want global mobility to support the global aspirations of the business, they need to ensure that they can provide an excellent customer experience for both the business and the individual being deployed. The customer experience is very dependent on the knowledge and expertise of the HR professionals involved in mobility. Therefore, HR individuals will need to understand mobility concepts, compensation models and basic compliance risks.