Global mobility is an expansive term. It is expansive because many organizations tend not to understand the extent to which the term applies to mobile workforce. In real sense, a mobile workforce of an organization can be defined by several scenarios, including, but not limited to, the following:
- A permanent transfer to an overseas location
- Short-term assignments, which typically last less than a year
- Secondments or long-term assignments typically lasting for at least one year
- Commuters: employees who work in one country but live in another
- Business travelers
What It Involves
Global mobility involves methodologies, policies, and procedures, which are designed to apply to a country, region, or the entire world. It is important to know that there is no such thing as a one-size-fits all strategy or solution when it comes to global mobility. For instance, the global mobility strategy implemented by an SME that operates in only three international locations may differ drastically from that implemented by FTSE 100. That said, issues such as industry sector, employee numbers, global footprint, and geographic limits, need to be considered when developing a company’s global mobility strategy. It is a good idea to establish a system that is tailored to the needs of both your company and employees.
Why It Is Relevant
In the current and emerging markets, global mobility remains extremely important for talent development and skill transfer. It helps companies to win clients internationally. In cases where a business is defined by talent, the concept of global mobility is as important as ever as it helps in recruiting the best people for jobs wherever such jobs need to be.
In a nutshell, global mobility enhances a company’s workforce by creating fresh perspectives and exposing them to new consumers and brands. This exposure is important because it brings about cultural learning, cross-market learning, and career development, all of which help organizations create insightful and innovative campaigns for their clients.