Is There a Crystal Ball for Talent Planning and Global Mobility?

[tweetmeme source=”HRGlobal” service=”bit.ly” only_single=”false”]Guest Author:
Nikki Goodstein – Cisco Systems

[Editor’s Note:  We are happy to welcome Nikki Goodstein as a Guest Author.  Nikki is a leader in Compensation & Benefits at Cisco Systems, Inc. and has a depth of experience designing and implementing global mobility programs. Before establishing the strategy and redesigning the program at Cisco, she led Global Mobility at The Coca-Cola Company. Nikki began her international HR career at Johnson & Johnson as part of their international compensation organization and has held HR roles in both the business as a generalist and in centers of excellence.]

Sorry, there is no talent planning “crystal ball,” but that does not mean you don’t need a plan!

Many companies with mature global mobility programs have evolved to measuring assignment success by leveraging available data across several key employment metrics:  performance over time, promotions/career opportunities, years with the company post repatriation, engagement scores reflecting manager performance, etc.  When consolidated into a dashboard, these metrics can help tell the story of success or challenges in your global mobility program.

Global Mobility Policies for the 21st Century

[tweetmeme source=”HRGlobal” service=”bit.ly” only_single=”false”]Author:
Warren Heaps – Birches Group LLC

It’s now almost the middle of 2011, so the 21st century is well underway.  The new realities of global business are upon us:

• Companies are expanding from developed countries into new, high-growth markets in the developing world in record numbers.
• Global talent is being snatched up across borders on a regular basis.
• Companies are sending expats to new locations, and breaking new ground with each assignment.
• Companies headquartered in developing markets like India, China, Brazil and South Africa, to name a few, are expanding along with multi-nationals from more established markets.
• Demographic shifts will result in an increasing number of workers being sought from developing countries to replace the ageing workforce in North America and Europe.  In fact, McKinsey predicts that by the year 2040, the largest working-age population in the world will reside in Africa.

So what does this have to do with global mobility?  A lot!