How do you implement a global talent mobility program?

1 Assess your needs

The first step is to identify your current and future talent needs, gaps, and opportunities across your global operations. You can use global talent analytics and metrics to collect and analyze data on your workforce demographics, skills, performance, engagement, retention, and mobility patterns. You can also conduct surveys, interviews, and focus groups to gather feedback and insights from your employees, managers, and stakeholders. Based on your findings, you can define your global talent mobility objectives, priorities, and criteria.

2 Design your program

The next step is to design your global talent mobility program based on your needs assessment and alignment with your organizational strategy, culture, and values. You can consider different types of mobility options, such as short-term or long-term assignments, international or domestic transfers, rotational or developmental programs, or remote or hybrid work arrangements. You can also establish your program policies, processes, and guidelines, such as eligibility, selection, compensation, benefits, relocation, tax, immigration, legal, and compliance issues.

3 Communicate and market your program

The third step is to communicate and market your global talent mobility program to your employees, managers, and stakeholders. You can use various channels and methods, such as intranet, newsletters, webinars, podcasts, videos, or social media, to raise awareness and interest in your program. You can also highlight the benefits and value proposition of your program, such as learning and development opportunities, career advancement, exposure to different cultures and markets, or recognition and rewards.

4 Support and manage your program

The fourth step is to support and manage your global talent mobility program to ensure its smooth execution and positive outcomes. You can provide pre-departure and post-arrival orientation, training, coaching, and mentoring to your mobile employees and their families. You can also assign mobility managers, sponsors, or buddies to facilitate their integration and adjustment in their new roles and locations. You can also monitor and evaluate your program performance, impact, and feedback using global talent analytics and metrics.

5 Review and improve your program

The final step is to review and improve your global talent mobility program based on your data analysis and feedback collection. You can identify the strengths and weaknesses of your program, the challenges and risks you faced, and the best practices and lessons learned you gained. You can also solicit suggestions and recommendations from your employees, managers, and stakeholders on how to enhance your program quality, efficiency, and effectiveness.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?