Employee Mobility is not just about relocation

Human Resources departments are changing their approaches to managing work teams, and mobility is the first area that has had implications in this new reality.

Both the approach and the budgets allocated to mobility must now be worked in a new context and this is how the idea of linking mobility with talent management arises.

These two concepts were already moving together, but this is not the case. For mobility to play a strategic role in the strategy of departments, it must be analyzed in the context of the talent management cycle.

Employee mobility is not just about relocation, mobility supports organizations’ efforts to build, buy or borrow talent in a new way of working: fostering hybrid talent.


You may also be interested in: The future of work is hybrid, flexible, and mobile.


If we are talking about geographic mobility (expatriates) and internal lateral or scale movements within organizational charts, HR covers specific needs of an area or department when it is an individual movement. But when it comes to talent mobility in general, the purpose is even greater.

– The three R’s of mobility: Resizing, Reshaping, and Reskilling the international workforce, whether managing an international talent pool or the mobility itself from one country to another.

– Foster talent diversity: There is not much to say that we haven’t talked about before, but cultural, racial, gender equity, respect for minorities, etc.

– Create the right pool of leadership talent.

– Tapping critical markets by addressing key skills shortages.

– Moving key talent from stagnant markets to more active markets.

– Enabling continued globalization of business functions and activities.


Build, buy or borrow talent

These three approaches are currently considered for the operation of companies. Building or creating talent has to do with training and improving an employee’s skills; buying, hiring, or acquiring external talent; or borrowing talent is a function of a temporary project.

Mobility benefits career advancement

Human Resources is tasked with identifying which moves to generate the most value for employees and which, on the contrary, hinder their advancement.

The perfect job: There are jobs that really accelerate a professional’s career, but they depend not only on the company but also on the industry sector that allows the employee to access a global position.

 Right skills: Technical competencies, international management, soft skills, intercultural skills, and people management are some of the requirements that an employee must keep up to date if he/she wants to accelerate his/her career.

Right network: Corporate career is the opportunity to exchange ideas and learn from the experts of the companies. To weave a good network of contacts is to weave the possibility of increasing your capabilities through a great team.


Source: mercer.com

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