This article from GTN focuses on the questions that an employee should ask before accepting an international assignment. These are the same questions that the mobility manager needs to be able to respond to from the other end.
As a mobility program goes global, there are a multitude of policies and processes to get into place. Additionally, there are numerous stakeholders and outsourced partners that are involved in a wide array of activities that fall under the management of cross-border relocations and assignments. Those policies and processes will be supportive for a time, but then there will come a need to evolve with the business and re-design to expand the program and enhance compliancy, efficiencies and the experiences of all of those involved.
International assignments are a large ask for both the company and the employee. For companies that are wanting to set things up correctly, get off to a good start and try to promote success, try watching this Relo Tip Tuesday episode:
Then check out some of the numerous other international assignment related Relo Tips like (but not limited to):
With today’s global talent scarcity and the fact that many talented employees, particularly millennials, are looking for global job opportunities, global mobility programs will continue to increase in scope and importance. Are you ready to take your program to the next level?
An employee is likely to see an offer of an international assignment as a vote of confidence from an employer and an opportunity for career advancement. However, there are a number of questions the mobile employee should ask of his or her employer prior to accepting the international assignment, especially when it comes to questions related to regulatory requirements (e.g., immigration, tax compliance) and compensation and benefits issues in both the employee’s Home and Host countries.