HR and global mobility policy: Why should you have one?

A well-designed policy is central to the success of an international assignments programme. The global mobility policy helps everyone understand what is expected of them. It addresses any queries HR or the assignee and their families may have. This is what HR can cover during assignment preparation, ongoing administration and repatriation:

Get the project team to create a policy summary grid that is designed in table format to collate the major policy provisions. Distribute this to your HR colleagues, line managers and assignees to facilitate a quick understanding of the more in-depth policy documents.

Develop a series of customised cost estimates comparing actual costs associated with the current mobility policy provisions versus estimated costs of a sample case study.

Distinguish between assignment types - long-term, short-term, commuter assignments and permanent transfers.

Design a robust, competitive and consistent policy that includes and addresses compensation and benefits, premiums and inducements, tax reimbursement, housing and utilities allowances, goods and services differentials, dependent education, cross cultural and language training, disposition of home and automobiles amongst others.

Also, revisit your mobility policies not only to control costs, but to provide consistency in fast-growing markets where disparities may have emerged in corporate policies.

Communicate. It’s important for the expat to be kept up to date with what’s going on at home.

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