The top issues affecting global mobility company strategies are emerging markets, expanding globalization, competitiveness, and the skills gap. Corporate talent and HR are challenged by the rapid pace of business transformation, shifts toward growth economies and possibilities, flatter organizational structures and new positions resulting from specialization, a variety of leadership philosophies, and growing competition for talent. When it comes to talent assessment and performance analysis, HRM cannot carry on as it did before. This is due to the fact that numerous corporate leaders, for instance, lack the global awareness and understanding of other cultures required to be successful in the global market. Therefore, HR transformation should concentrate on transforming into a more flexible, business-driven HR function by providing the necessary training and skill installation onto HR for a better opportunity in handling business-driven mobility issues that could bridge mobility island and focus on business objectives as well as incorporate talent acquisition expertise while encouraging job specialization during recruitment for the right candidates as it could balance the supply-demand of the right candidates.