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Global Mobility Insights, 2015

By Danny Herskowitz

Katherine A. Trachta, President and Owner of Creative Resources Inc., specialists in global mobility, coaching and consulting, shares her insights into key trends in the Global Mobility space.

Some interesting trends occurring within global mobility: are focused primarily within the energy sector where c-suite attention has turned to the overall spend and program efficiencies reflecting potential policy and practice reconsiderations. This is consistent both domestically and internationally. More traditional industries may not be impacted in the same way, however companies are re-thinking relocation costs as profitability remains the top priority.

Initiatives we have put into action: include putting structure around programs for mid-sized organizations that have been conducting mobility services in a less- structured environment previously. We are bringing consistency to certain programs while also customizing international packages specific to individual needs.

Challenges facing the global mobility industry: continue to reflect the selection of the right global mobility talent. Historically, assignments were part of talent development and today, it is about the success of the business at hand. It is no secret that failed assignments are costly and in addition, compliance with anti- bribery, and anti-corruption laws, for instance, is an area that will affect organizations both in the US and globally. Managing risks across borders begins with right people who have the knowledge and understanding of these issues.

On the international front, tracking rotating employees working abroad is imperative for visa and immigration compliance. In the event of mergers and acquisitions, planning should include mechanisms to track rotators working in foreign locations and omit stealth ex-patriates/foreign nationals.

How do you respond to these challenges: Ensure organizational awareness at multiple levels, especially with front-line employees doing business outside of the US. It is important that all understand the ramifications of non-compliance, and we achieve this by having and using the proper technology and by providing ongoing education to those responsible for compliance of all types.

Katherine A. Trachta, President and Owner of Creative Resources Inc., specialists in global mobility, coaching and consulting, shares her insights into key trends in the Global Mobility space.

Some interesting trends occurring within global mobility: are focused primarily within the energy sector where c-suite attention has turned to the overall spend and program efficiencies reflecting potential policy and practice reconsiderations. This is consistent both domestically and internationally. More traditional industries may not be impacted in the same way, however companies are re-thinking relocation costs as profitability remains the top priority.

Initiatives we have put into action: include putting structure around programs for mid-sized organizations that have been conducting mobility services in a less- structured environment previously. We are bringing consistency to certain programs while also customizing international packages specific to individual needs.

Challenges facing the global mobility industry: continue to reflect the selection of the right global mobility talent. Historically, assignments were part of talent development and today, it is about the success of the business at hand. It is no secret that failed assignments are costly and in addition, compliance with anti- bribery, and anti-corruption laws, for instance, is an area that will affect organizations both in the US and globally. Managing risks across borders begins with right people who have the knowledge and understanding of these issues.

On the international front, tracking rotating employees working abroad is imperative for visa and immigration compliance. In the event of mergers and acquisitions, planning should include mechanisms to track rotators working in foreign locations and omit stealth ex-patriates/foreign nationals.

How do you respond to these challenges: Ensure organizational awareness at multiple levels, especially with front-line employees doing business outside of the US. It is important that all understand the ramifications of non-compliance, and we achieve this by having and using the proper technology and by providing ongoing education to those responsible for compliance of all types.

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