Global Mobility: What It Means & Why Is It Important?

In recent years, there has been much chatter about the “future of work.” Remote work patterns are only one strategy that businesses are using to adapt to the “new normal.” The global workforce is growing and migrating across borders as a result of the trend toward location flexibility, which allows workers to do their jobs from almost anywhere. However, organizations with personnel that are constantly on the go require a global mobility strategy in order to successfully implement and maintain this change. It’s the backbone of any mobile workforce. A global mobility solution, a job, the Trc, and the Voyager are all topics we’ll cover in this article.

What Is Global Mobility?

Global mobility refers to the ease with which an enterprise and its employees can relocate and conduct operations in different parts of the world. Both employees and employers can profit from global mobility, but each group has different requirements. It allows workers to move about and experience life in different countries, which is good for their professional and personal development. Meanwhile, businesses that support mobile workers have a better chance of entering new markets, increasing productivity, and boosting profits.

However, there are also challenges when working with a multinational team, which is why companies need a well-thought-out global mobility strategy. Compliance issues including immigration, taxes, and perks become increasingly challenging on a worldwide basis.

What Is an Example of Global Mobility?

When an employee is sent on a temporary assignment to a foreign branch office to teach local personnel in a particular skill or practice, this is an example of global mobility. Relocating employees permanently or sending them on long-term missions abroad are two further possibilities.

Below we outline the four primary examples of global mobility:

• Short trips to another country. These range from three months to a year and are used for activities like making connections, negotiating contracts, receiving training, and attending conferences.
• Worldwide travel as a digital nomad. Employees that have no set working place for an extended length of time fall under this category of global mobility.
• Long-term assignments in another country. These range from one to three years and encompass activities such as entering new markets or establishing new facilities in foreign countries.
• Permanent assignments in another country. This category of employee mobility describes moves in which an employee permanently resides in a foreign country.

Why Is Global Mobility Important?

Work as we know it is evolving rapidly, making it important to ask:

• If you could see the future, where would you go?
• How does the ability to move around the workplace impact workers?

Companies that want to win the “war for talent” must adopt a human-centric, borderless approach to talent management and open their hiring practices to candidates from all over the world. Furthermore, companies can tap into a larger pool of competent applicants by allowing their employees to work remotely. With the help of global mobility, business leaders can build a world where merit alone determines success. 

Instead of imposing a blanket policy to overseas assignments, businesses today collaborate with their mobile workforce to find a solution that works for everyone involved. The focus has shifted from what kinds of businesses are needed to how they can best compete.

Competitive global mobility plans are crucial to the recruitment drive, as an increasing number of employees anticipate to travel as part of their professional development at some time in their careers.

Even in workplaces where some employees actively seek out international opportunities, others may not view it as a top priority or face significant obstacles when trying to do so. Ask yourself and your company, “Is mobility an opportunity for all employees?” and “How can a relocation package help?” when you think about your global mobility policies.

The potential advantages are not without their drawbacks.

What Are the Benefits of Global Mobility?

The following are some of the many reasons why businesses should adopt a global mobility strategy.

#1. Facilitates Flexibility

The use of computers to complete tasks has become the standard. Employees who have the option to work from home often report feeling more inspired and productive. Furthermore, we are aware that global, remote collaboration is the way of the future in the workplace. 

Team members that are able to easily relocate throughout the world can better adapt to the increasingly fast-paced world of business. Global mobility is crucial to fostering independence. To successfully adjust to remote and hybrid job environments, it is crucial that global mobility be incorporated into your organization’s future work plan. 

#2. Promotes a Sense of Community and Belonging

The same Deloitte research also revealed some illuminating facts concerning multiculturalism and international relocation. 

• By 2025, millennials will make up 75% of the workforce, and 59% of them are open to working abroad.
• Women make up more than 40% of the global labor force, yet they make up only 20% of foreign assignees.
• The most common reason for declining an assignment or failing to complete one is problems at home. The incorporation of evolving notions of family into mobility policies is typically delayed. 
• Despite 88% of leaders having concerns about finding competent employees, only 6% actively promote promotion opportunities for minorities.

Employees benefit from a greater sense of belonging when global mobility is incorporated into diversity programs. Research shows that teams led by leaders that encourage diversity and inclusion are more creative, productive, and enthusiastic in their work. When workers enjoy a sense of community within the company, everyone wins.

#3. Facilitates the Growth of an Organization’s Current Workforce

This war for talent is being fought by companies of all sizes. Managers are extremely anxious about keeping their employees. The capacity to train and educate current employees is a key factor in keeping them around. Employees said they are more inclined to remain with the company if they are given the chance to advance their careers and expand their knowledge. 

But imagine if the ability to travel widely opened the door to more training and development programs for your company. Deloitte’s analysis cited above emphasizes the value of international exchange programs and skilled workers. Upskilling and learning are essential to the development of a company’s talent pool. 

Employees’ talent and development are stifled without access to training and the chance to take on new responsibilities.

#4. Provides Access to Hidden Markets

Employees from other countries can provide valuable insights about the local marketplaces in which they live. They are an invaluable asset for strategic analysis, customer research, and brand development thanks to their familiarity with the local language, culture, and business customs.

Having staff fluent in the local language also prevents the company from having to pay for the services of translators or other specialists.

#5. Boost Adaptability in the Workplace

Dealing with changes in international markets calls for flexibility and agility. Those with a global and mobile workforce have more opportunities to diversify their income and lessen their reliance on a single market. 

Investing in your workforce’s education and training will create a more competitive and innovative economy. 

Mobile employees will have an easier time settling into their new homes and getting back to work if the procedure of relocating and receiving support is well-defined. 

What Is the Role of Global Mobility?

Often the outcome of a merger, acquisition, or strategic collaboration, companies that never intended to “go global” now have international operations. Their ongoing development on a global scale is essential to their survival. The competition for top talent has also been increased by the spread of globalization. Also, the shortage of talent in many regions and industries, as well as the maintenance of necessary skill sets, provide obstacles that must be overcome despite the advantages that global mobility provides for talent procurement.

Furthermore, the inability to legally work in a different nation has long been an impediment to travel.  As economic zones and trade pacts have been established with the shared aim of reducing obstacles and increasing commerce between countries, this obstacle has been gradually eroding in several regions in recent years. However, mobility programs, especially those involving immigration, are now placing a greater emphasis on governance and compliance.

All of these elements are altering the mobility landscape, and these drivers are having an effect on the Global Mobility function, the role of Global Mobility professionals, and the skills they will need in the future. Also, read Human Capital: Definition, Theories & Roles in the Economy.

Here are three aims for the future of the department of global mobility.

#1. Companion in Business Strategy

Major business initiatives will be planned and carried out with input from Global Mobility. Global Mobility will continue to play a key role in educating the business on the numerous compliance concerns, assisting in the formulation of a timeframe for the deployment of resources, and establishing accurate cost estimates.

#2. Modifiable Procedures and Policies

Businesses can’t afford to lose output because of delays in sending out workers or because of ambiguous or outmoded regulations and procedures. As a result, it will be crucial for Global Mobility to supply cutting-edge, adaptable programs and a streamlined solution.

#3. Compliance

Nowadays, and in the future, compliance plays a crucial role. Maintaining a system for managing and renewing work permits for employees, as well as reporting and withholding taxes in a timely manner, will remain important factors.

The Challenges of Global Mobility

There’s good cause for your HR department to be anxious regarding the difficulties of global mobility. Even while the world is becoming more interdependent, it does not mean it is becoming simpler. Creating a foolproof global mobility solution involves overcoming a few obstacles. 

#1. Finances and Regulations

Immigration law is tremendously complex, and so are the laws governing taxes and social security. In the same way that immigration rules vary from country to country, tax policies likewise vary from region to region. Some common tax difficulties that arise from international travel are listed by PwC. 

• Compliance with payroll withholding laws
• Permanent establishments 
• Expenses related to stock-based pay
• Compensation deferral and international retirement plans
• Mandatory data reporting
• Purchasing and selling off of companies
• Problems with Social Security and Legal Status

In addition, when developing a global mobility strategy, it is important to collaborate with the human resources and payroll departments.

#2. Modification of Employees

Introducing your employees is another potential challenge. Employees may need time to acclimate to life in a new nation due to the difficulties inherent in making the move. Some examples of these difficulties include not being fluent in the local language, not knowing their way around, missing their friends and family back home, and being lost in a strange land.

Consider these challenges while planning your global mobility program and incorporate a solution that targets them to aid in employee acclimation. If an employee is relocating to a different nation, you may provide them with free language classes. Your company may already have connections in the host nation that can help relocated workers adjust to the local way of life and customs. Finally, you might provide international workers with a travel allowance they can use any time they take vacation to visit their home country.

#3. Immigration 

Immigration laws vary from country to country. There is a wide range of complexity among these policies. It can be far more challenging to obtain a visa for international workers, for instance, in Hong Kong. Furthermore, immigration laws can shift.

As a result, immigration presents a serious global mobility challenge for businesses. Especially if immigration laws are always changing. 

#4. Permanent Establishment

Global businesses run the danger of establishing a permanent establishment (PE) in a host country and becoming subject to local corporate taxation because of the presence of foreign workers. Depending on the country, even sending an employee abroad for a few weeks to negotiate a contract could be considered a kind of PE.

In order to avoid paying taxes to the host country, several multinational corporations set up a local subsidiary there. However, forming an organization is a time-consuming and expensive endeavor that necessitates major long-term investments.

#5. Relocation Planning 

It might be difficult to plan for employee relocations to different parts of the world. In some cases, the employee’s family must also be relocated. Challenges that many people face include:

• Support for moving expenses
• Visa and immigration services
• Help locating a suitable school for one’s children
• Getting Stuff Around the House
• Training in multiple languages and cultures
• Airport shuttles and international banking
• (Usually on very short notice) housing 

Organizing a move might feel like a full-time job in and of itself. Make sure your company has the necessary teams in place, or look for a partner that can help you outsource the task.

The specifics of the move can be exactly that. Organizations should do what they can to reduce stress and anxiety for their personnel. 

Global Mobility Job

Companies all over the world are recognizing the advantages of global mobility.

Despite the fact that there is plenty of economic and political unrest in the world, companies of all sizes are increasingly venturing abroad.

The necessity to manage personnel populations on a worldwide basis becomes critical when companies expand internationally.

Businesses all over the world are realizing that ‘global mobility specialists’ are in high demand because of the unique mix of skills, talents, and expertise they bring to the table when it comes to relocating workers to jobs in other countries.

Furthermore, when a company grows worldwide, it usually sends workers to new locations in order to open up shop and manage operations there. Global mobility professionals are there to make that transition as smooth as possible.

Employers with mobilized workforces in locations all over the world may need global mobility experts to develop a ‘global solution’ to the challenges they face, in a variety of environments, which is why and when an organization hires a global mobility specialist (GMS).

If you are really considering a job that requires global mobility, here are a few options to consider.

• Global Mobility Consultant
• Global Mobility Analyst
• Global Mobility Coordinator
• Tax Technologist 
• Tax Manager

What Does a Global Mobility Specialist Do?

In general, global mobility specialists oversee groups of employees from different countries, coordinating their immigration processes and guiding them through the often complex and foreign laws of their host countries.

From a practical standpoint, a GM’s day-to-day responsibilities can be quite diverse, including but not limited to assisting globally mobile workers with issues such as finding housing or establishing utility services in a new country, processing visas, monitoring tax regulations, and integrating workers into their employers’ global payroll systems.

Global Mobility Solution

Let’s think about the ease of bringing in and relocating foreign workers. Tax regulations, exchange rate variations, assignee preferences, accommodation price swings, immigration policies, and other factors all need to be taken into account.

Not only is there a great deal of work to be done, In addition, there is the reality that many of these parts are dynamic and constantly evolving (take, for example, a pandemic). To COVID, with gratitude.

In addition, there are a variety of global mobility options, including temporary assignments, permanent relocations, long-term migrations, prolonged business travels, and the hiring of foreign nationals at domestic locations.

Moving people across international boundaries is a complicated process for all these reasons and more, and it requires countless office hours and mountains of documentation.

Talent mobility and global relocation teams need to be knowledgeable and adaptable to meet the demands of managing a global workforce. Instead of focusing solely on employee relocation, modern businesses must now engage in integrated talent mobility management. This requires a broad grasp of the talent pool as well as expertise in recruitment and strategic cost management. The time has come for a global mobility solution.

What Is Global Mobility Management Solution?

These technological pearls are revolutionizing global mobility management by replacing inflexible structures, time-consuming reporting, and manual chores with automated workflows that can be easily personalized.

By centralizing information about foreign and local assignments, relocation software solutions facilitate the management of mobility programs. Users can coordinate global relocations and also gather and visualize important data. They are adaptable and user-friendly, cutting down on waste, hazards, and inefficiencies while also enhancing processes and saving money.

There are a lot of options out there, but here are some things to think about before you start comparing costs and features:

• How many of your workers do you typically relocate per year?
• How your mobility teams operate across offices, whether they report to a central global office or to regional or local recruitment departments.
• Which sorts of employee migration (permanent, temporary, extended business trip, internationally recruited locals, etc.) should be handled by the software?
• The degree to which workers can handle their own relocations on their own time.
• Determine which tasks you want to maintain in-house and which you want to send out. Should we then keep policymaking and dissemination in-house?
• How much do you want your main HR software to be integrated with the rest of the business?

A global mobility software solution is intended to aid in the management, tracking, and administration of an organization’s personnel relocation program. In addition to providing full transparency, it should make it easier to plan, manage, budget, and report on relocation costs; it should also aid in doing analytics and making cost estimates, such as salary and benefits. Employees should be able to quickly and easily find the information they need, share files, and contact help through the system.

Here is a selection of useful solution and apps for global mobility:

#1. ReloTalent

Human resource managers, relocation companies, global mobility teams, and individual assignees can all benefit from using the features of the ReloTalent platform to coordinate and monitor their overseas moves. Customizable to fit internal work processes or to offer personalized experiences and seamless onboarding processes for assignees, this global mobility solution manages everything from immigration and taxes to destination services.

Assignees, vendors, and internal teams can all work together on a project using ReloTalent’s secure document sharing and collaboration features. By collecting data in one place, it simplifies data reporting.

Human resource managers can save time by automating routine operations, consolidating data, and keeping up with regulatory requirements. Relocation service providers can also benefit substantially from automation and tracking capabilities that improve project management and reporting. ReloTalent, on the other hand, provides a better experience for workers by means of interactive support, document sharing, communications and instructions, and a mobile app.

In addition, this web-based global mobility solution has won accolades for its user-friendliness and ease of use, as well as for its ability to provide individualized relocation packages, instantaneous updates, self-service access, and first-rate customer service.

#2. UrbanBound

The idea for UrbanBound came from the realization that technology could help solve many of human resources’ most pressing problems.

Addressing some of HR’s most pressing demands in foreign movements looked like a no-brainer in light of the difficulty of global mobility. With UrbanBound’s global mobility solution, workers can easily keep tabs on, evaluate, and cash in on their relocation benefits.

The goal is to be there for them during the entire process of moving. Included is a database of pre-screened vendors and service providers located both domestically and abroad. There is a variety of instructional materials, internet assets, and financial planning instruments available.

Also, UrbanBound’s dedicated relocation adviser ensures that each assignee never feels abandoned and isolated. With their individualized services, 24/7 relocation assistance, and extensive network of knowledge and resources, they improve the worldwide relocation experience for their employees.

#3. Lexicon 360

Companies and their transferees can simplify their worldwide mobility processes with the help of Lexicon 360. Information may be accessible quickly and readily through an intuitive design, which also increases comprehension and decreases mistakes. You won’t get lost in a tangle of data and reports thanks to custom-built dashboards.

Their comprehensive services can be adapted to meet the specific requirements of each client, resulting in an optimal working environment for all personnel. The platform is scalable, contains all necessary data in one location, and is powered by powerful technology.

The HR IT suite allows for online approvals, individualized reporting, easy GDPR compliance, and access to useful data and cost savings projections.

The app provides transferees with insight into their relocation timeline, information about their final destination, and the ability to submit expense claims quickly and easily, even while on the go.

In-depth reporting, timely notifications, and seamless data sharing are just a few of the ways in which partners can profit. Whether you’re managing a domestic or international relocation, Lexicon 360 will show you everything that’s going on.

Voyager Global Mobility

In the trillion-dollar asset side of the smart mobility sector, which includes ride-hailing, on-demand travel, and car-sharing, Voyager Global Mobility (VGM) is a fast expanding mobility operating firm that supplies professionally managed vehicles to drivers and software company partners.

In order to increase its market share in this competitive environment, VGM works closely with companies like Uber, Lyft, Via, Didi, Touro, and GetAround through its wholly owned subsidiaries Buggy (United States), FastTrack Mobility (United States), and Mi Nave (Mexico).

Trc Global Mobility

Far too many moving companies see mobility simply as helping customers get from A to B. TRC Global Mobility understands the need of adaptability, scalability, and expansion. It all comes down to the ethics and goals of your company. To ensure a smooth move, you should familiarize yourself with the laws, guidelines, and best practices that govern the process. And it needs to be practical for your staff. It is the way they choose to live. They require safe keeping at all times. 

TRC Global Mobility is the only relocation management firm that is owned by its employees. If you want to attract, develop, and keep a competent team, you need a relocation program that is up-to-date, adaptable, and cost-effective. Then, our worker-owners will transport your staff from A to Z and take care of everything in between. This is a huge step forward for your company.

Who Facilitates Global Mobility?

Mobility across borders is known to be challenging by now. Think about these professionals and their responsibilities as you put together your dream team for a successful international relocation plan.

#1. The HR Division of Your Company

Human resources staff members will likely make up the bulk of your global mobility team. Human resources will play a pivotal role in improving benefits, total rewards, and employee well-being. However, you may also require the insight of talent acquisition specialists and human resources business partners. Determine and define appropriate positions by collaborating with your HR manager. 

#2. Experts in Enhancing the Work Environment

It’s no secret that transitions can be difficult for workers, so it’s no wonder that global mobility can have an impact. As you develop your approach to international relocation, keep the employee experience in mind. People who are enthusiastic and well-versed on employee needs are ideal.

#3. Your Legal and Compliance Team

Your business requires legal guidance in areas such as employment law and regulatory compliance. To become an expat on a formal multi-year tour may be governed by different criteria than employees seeking the dream of working remotely as freelancers.

It could look different for you because of the unique structure of your company. Mobility in the global context is, at its core, interdisciplinary. It’s important to keep the project’s core players close. It’s important that everyone involved in the program knows what’s expected of them and why they’re there.

Steps to Building an Efficient Global Mobility Program

You should have a better understanding of the importance of global mobility to your company’s future now. You can now begin formulating your plan for international relocation.

#1. Lay Out Your Objectives and Expectations

Examine the strategic and operational implications of global mobility for your company. Think on these concerns:

• In what ways could increased mobility around the world help you?
• What other opportunities does global mobility present for your business?
• Is forming legal entities going to be part of your plan?
• Which workers are eligible to relocate, and which aren’t?

You’ll be able to better deploy your team and resources if you answer these questions.

#2. Include Crucial Stakeholders in Your Plans

Human resources, legal counsel, and the finance department are all essential cogs in any global mobility strategy. Keep the lines of communication open between departments to make sure everyone’s contributions are reflected in the strategy.

Involve C-suite executives in order to gain high-level insights, such as elaborating on your company’s long-term expansion goals and strategies for scaling in the next years. Much of the operational details for enacting the plan will be handled by other groups, such as human resources, legal, and finance. Talk to each group and make sure they have what they need to grow and succeed.

#3. Get Your A-Team Together

Examine the motivations behind your global mobility strategy. The next step is to review your created list. The time has come to assemble your ideal squad. 

Find the people in your company who are already the best at what they do. The first step is to make sure their expectations are being met. In addition, you should figure out what help they require and how you can provide it. Is your human resources department prepared to provide assistance if, say, you grow into ten more countries? 

Maintain contact to ensure continuous feedback collection. As your team dives deeper into designing the program, it’s crucial that you maintain flexibility to respond to changing requirements. 

#4. Avoid Tax and Compliance Problems by Planning Ahead

Employees in multiple countries may have different questions about their social security, immigration, employment, and tax duties. If you want to reduce the likelihood of legal trouble, talk to your lawyers and maybe even work with an outside expert.

#5. Take Supports Into Consideration

The very nature of global mobility necessitates a great deal of transition. Employees that have the ability to deal with uncertainty perform better in their roles, both in terms of output and innovation.

Think about the means by which you will assist your staff in achieving their goals. Consider the difficulty of the transition your staff will be experiencing and respond with individualized assistance.

Employees benefit greatly from personal coaching sessions on volatile subjects like change and uncertainty. 

Your business will gain from your investment in their mental health. Coaching can be used to create a more productive workforce. Those at work who flourish are more effective, happier in their roles, and more resilient as a result.

You should also think about the areas where it might be advantageous, at least temporarily, to outsource support systems. When putting together a team, it’s common to see gaps that could be filled with more help. Consultancy services focused on international relocation are available from the best global professional services businesses. Since these businesses have been helping their own people for decades, they have a distinct advantage.

Conclusion

In conclusion, it’s not easy to assemble a global workforce. It can be intimidating for a multinational company to establish a global, mobility staff. 

The free flow of talent is essential to the success of today’s global economy. Humans—your employees, their teams, and the people who matter to them—are at the center of talent mobility. They all want different things and have different requirements.

It’s safe to argue that global mobility encompasses far more than just the act of moving. Most organizations could use some help when it comes to improving their relocation procedure or developing a brand new plan.

Global Mobility FAQs

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Reference

• localyze.com
• betterup.com
• omnipresent.com
• velocityglobal.com
• deel.com
• jobbatical.com
• voyagergm.com
• linkedin.com