HRO Today Global Autumn 2014 - 51
Relocation
Gaining Through
Global Mobility
Talent retention, a skilled workforce, and engaged employees are just a
few benefi ts of international relocation programmes.
By Audrey Roth
The recent rocky state of the economy has challenged
organisations to rethink their global mobility
strategies. One particular driver has been talent. How
can organisations fi nd, attract, cultivate, and retain
the best talent? One solution is to align their global
mobility strategy with talent management goals.
Organisations can enhance their employer brand,
develop their workforce, retain said talent, and
engage their employees by allowing them to have new
professional experiences in a variety of geographic
locations. The integration of these goals can make
planning a global mobility programme an attainable
action item.
Filling Talent Gaps
A principal driver for relocating an employee for talent
management is the need to alleviate talent gaps.
Brookfi eld Global Relocation Services's 2014 Global
Mobility Trends Survey found that 49 per cent of
international assignment objectives were to either fi ll
a skills gap for managerial skills or for technical skills.
Organisations have two options when a position in
a specifi c location requires a specifi c skillset: Train a
new hire on the jobsite or look within existing staff
members to fi ll the role. " Whether it's sending the
trainer to build the skills in the local workforce to
fi ll the talent gap for the long term, or providing
the talent to bridge a specifi c short-term need or
timing gap, or a project-based need that will end
upon completion, relocation can deliver the talent to
achieve the business solution, " says Cara Skourtis, vice
president of corporate knowledge and experience,
AUTUMN 2014 | www.hroglobal.com
[51]
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HRO Today Global Autumn 2014
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