HRO Today Global Autumn 2014 - 52

Relocation
NuCompass Mobility Services Inc.
Filling longer-term talent gaps is also a use case for
global mobility to create a stronger workforce. " From
a longer-term succession planning perspective, you're
meeting longer-term talent gaps by building up those
experiences, and gaining those skills in one assignment
that may or may not be needed for that assignment,
for the next one down the road, " explains Head of
Talent Management John Brice for Mobility Services
International (MSI).
Today's increased acceptance of different work
environments-like virtually and telecommuting-
has forced organisations to compare the benefits of
temporary relocation versus long term. The demand of
the talent gap will often be the determining factor.
" Part of the dynamic is identifying where that talent
gap is, and then developing a very customised strategy
to meet that specific need, " says Steven Wester,
president of Global Mobility Solutions. A one-size-fitsall
solution doesn't exist, so organisations can leverage
the expertise of third-party provides to discover what
the best solution is.
Retaining and Developing Talent
Global mobility assignments are often viewed by
top talent as a perk-and organisations need to use
that to their advantage. Such assignments can help
retain that talent, whilst strengthening their key skills.
" Global mobility can be used to provide opportunities
for employee development, whether investing in
high potential employees, supporting those just
launching their careers or placing seasoned executives
in leadership roles to develop the workforce, " says
Skourtis.
Global mobility can be considered a two-way street,
with the different motivations of the employer and
employee coming together for mutually beneficial
results. Andi Melnick, senior specialist, global talent
management at Newmont Mining Corporation,
says that both short- and long-term international
assignments provide the opportunity for employees
to learn more about the organisation and how their
skillset fits in.
" This benefits the employee from a career
development perspective, and also benefits the
business as an effective way to accelerate development
[52]
HRO TODAY GLOBAL
| AUTUMN 2014
Today's increased
acceptance of different
work environments-
like virtual and
telecommuting-has
forced organisations to
compare the benefits
of temporary relocation
versus long term. The
demand of the talent
gap will often be the
determining factor.
and grow the talent pipeline for key roles and
succession planning, " Melnick says, whose global
mobility team works on expatriate assignments rather
than relocations.
Younger employees have the chance to build their
resumes through the experience of a new assignment.
Some skillsets would not be obtained otherwise.
" Global mobility can be used to support employees in
individual contributor or entry-level roles to build their
resume and develop their skill sets, " shares Skourtis.
And it can also whet the appetite for relocation
assignments. The term " global nomad " describes the
HRO Today Global Autumn 2014

Table of Contents for the Digital Edition of HRO Today Global Autumn 2014
