In recent years, there has been a shift in business and HRM functions due to 'Globalization' which has caused increased competition, borderless workplace and emerging markets. Global leadership and mobility programs have become a focus of HR to manage mobility effectively. This includes bridging skills gap due to talent shortages (and intense competition for talent) and a need for significant investment. Shift to the need for global skills, talent shortage, importance of mobility and change of business globally have been highlighted.
Expatriate leadership programs now more than ever require skills in global awareness, fluency, global business acumen and understanding of other cultures. It is important to pay attention to global mobility programs and change to a business driven HR function with transparency in strategies, global talent mobility and development, global leadership, integration of global approaches. Needless to say, HR technology and analytics are immensely important to understand global talent issues.
Evolution has been brought about via different ways which include actively partnering with businesses to effectively use global mobility focusing on not only strategies but also operations in global talent resourcing. This helps in incorporating expertise through global mobility, recruitment, HR business partners and offer rewards for delivering the right talent at the right time and in the right place.
Global need of talent supply and demand as well as strategic deployment of individuals is necessary. However, pre-defined roles, objectives, and business case is needed as talent is recruited. Building a global mobility network to support global talent resourcing model based on attributes, components, properties, focus and especially strategy.
There exists a gap between operational focus of mobility function and the business and talent strategies, here the HR plays a role in global mobility by expanding on mobility concepts including skills, experience, training to manage complex cross-border issues. Lastly, HR roles focus on capability requirements, compensation and basic compliance risks is crucial.