A large number of Indian firms are progressively expanding their footprints abroad through direct investments. Over 2,200 Indian firms are expected to invest in markets overseas, in the next 15 years. With increasing international operations, companies today are challenged with ensuring the right talent staffing strategies in order to have the optimum mix of local as well as foreign talent. Indian companies have been bullish on staffing international assignees for multiple reasons; key ones being filling in for specific technical skills/ managerial skills not available locally, fulfilling project needs or for the launch of a foreign investment. Based on the Mercer Study, Indian companies continue to see an increase in the use of international assignees as critical to meet their business strategy and intend to continue increasing them over the next two years, with 85% expecting to increase long term assignments, despite cost pressures. The decision to send an employee on an international assignment in a cost-conscious environment is fraught with challenges for human resources. Today, more than ever, global mobility professionals are faced with increasing complexity in the duration, type & patterns of international assignments to be managed.
Questions:
Q1. What factors are driving global career mobility?
Q2. What are the dos and dont's while implementing a global career mobility program?
Q3. What are the challenges you face?
Q4. What could be the ideal compensation strategy to drive cost down?
Q5. What are the employee expectations when opting for such assignments?
To be a part of this Tweetchat please use the hashtag #GlobalMobilty and tweet your answers to respective question number (e.g. Q1/A1)
Ritu Chaudhary
ritu.chaudhary@peoplematters.in
0124 4412 316
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