The survey allows companies to benchmark their organisation on numerous aspects of an international assignment program. The survey covers areas such as assessment and performance, assignment compensation and allowances, preparation and planning, administration and outsourcing, as well as taxation policies.
This year, the survey of over 577 human resource professionals shows that as the competition for international talent picks up steam, companies are looking to enhance their mobility policies to attract and retain key global talent. To that end, mobility programs are undergoing a number of subtle yet important changes.
Some changes, such as the adoption of a broader definition of ‘family’ or the incentives being incrementally added to strengthen competitive advantage, are bringing more flexibility and adaptability to mobility practices. Others, such as tightening policies around the treatment of tax equalisation, are providing more control over the cost of mobility programs for employers.
The survey also found that – against a backdrop of growing political and economic turmoil and uncertainty – less than half of companies indicate that they have either a global or a country specific emergency plan for their employees. As these adjustments to mobility policies and practices continue to evolve, we anticipate seeing a widening gap in the competitive positioning between regions, industries and companies.