By Rob Starr, Content Manager, Big4.com
According to PwC’s 2012 Survey of Global Mobility Policies, Global companies are taking steps to make their employee mobility programs more accessible and attractive.
“In today’s highly competitive global marketplace, the structure and appropriateness of global mobility policies can significantly impact your organization’s workforce,” said Eileen Mullaney, principal and U.S. Global Mobility Consulting leader the International Assignment Services (IAS) practice of PwC US. “These days it is all about choice. Mobility packages should offer multiple options so business leaders as well as the employees can choose what works best for their specific situations or interests.”
Companies are adopting new non-traditional workforce mobility programs, such as frequent business travel; they are also relying on commuter and short-term assignments in place of longer-term assignments. These new programs are also broader in reach, affecting more than 10 percent of employees, compared to traditional short- and long-term programs that impact only 1 percent.
The changes in mobility programs reflect the need to match evolving economic and workforce demands. Increasing business globalization and activity in emerging markets, younger employees seeking international work opportunities early and often in their careers, as well as a focus on developing future leaders with global mobility experience are leading companies to take a more strategic approach to mobility that better aligns the programs with business growth objectives and longer-term talent and career development plans.