5 Must-Have Features in Global Mobility Solutions for Employers

Thanks to the internet and advanced technology, the world is becoming increasingly connected. One particular moment that marked a shift in how we work is the Covid-19 pandemic. It forced people to work remotely, leading to the invention of supporting technology. This has made it easier for companies and employees to connect internationally.

Today, the workforce is expanding across countries, and employees work from anywhere globally. However, relocating to a different country still challenges the organization, which is why global mobility solutions help.

In simple terms, global mobility solutions help companies manage their employees in different countries. As such, it requires some essential features to ensure it runs smoothly. What are some of these key features? Let’s take a look.

1. Use Global EOR for Global Talent Acquisition

As the global employment intermediary, the international employer of record (EOR) assists other entities in managing and properly compensating their international employees. In a nutshell, they play as your employees’ employer in different countries.

Working with an EOR eases your workforce handling and expansion internationally. It saves you from the costs of setting up an office in each country where you have an international staff. You can support them from where you are with the help of global EOR.

They handle all the legalities on your behalf, from tax compliance to visas. Partnering with a reliable company helps avoid potential issues that most employers face when onboarding, integrating, and managing an international workforce.

2. Should Improve Global Employees’ Experience

The world is fast becoming a highly globalized economic society. More companies are moving their employees overseas to explore new professional and personal growth opportunities.

While employers can focus on reducing the costs of running their global mobility programs, they should remember to invest in their employees’ satisfaction and experiences. International employers must focus on positively impacting their employees’ experiences.

Setting up global policies and programs to help employees settle down in their respective host countries can help boost employees’ experiences. Employees can also assist their employees’ spouses in getting jobs in their host countries to improve their experiences.

Providing housing facilities and networking opportunities can ensure positive employee experiences. Employers need support policies in their mobility strategies to ensure high employee satisfaction. Support services help employees focus on their assignments, thus increasing their productivity.

3. Create Flexible Global Mobility Processes

Creating a flexible global mobility strategy is significant for employers. It makes the strategy implementable and easier for employees to follow once they relocate to their host countries. Flexible strategies are part of effective global mobility solutions.

Harmonizing your global mobility program can be easy if its processes are flexible. Ensure your program has standard policies that address your business objectives, market opportunities, and employee expectations. The benefit of having a global mobility strategy with flexible processes is that you can add changes when and where necessary.

As flexible as your strategy, it should have all essential components. These components include employee benefits, immigration, compensation, and compliance. For effectiveness and efficiency, employers should have mobility processes that integrate finance, accounting, HR, and tax considerations.

4. Evaluate International Considerations

This is a must-have best global mobility practice for employers. Every employer aspiring to move their workforce abroad must review all international requirements. A global mobility strategy can only be successful if employees review all international requirements.

Review immigration requirements to ascertain that your workforce has valid work permits and visas. Immigration violations by employers can lead to penalties and affect their ability to move their workforce to international destinations.

Tax compliance is another crucial international requirement to review when crafting a global mobility strategy. Like immigration requirements, tax compliance requires companies to develop administrative processes to address their workforce tax compliance.

5. Implement the Right Technology

An excellent global mobility strategy requires the right technology and tools to run smoothly. Employers must use the right tech tools when planning their global mobility strategies.

A tool such as ReloTalent helps HR professionals in global mobility management to manage international relocations for the global workforce. Lexicon 360 is vital for employers since it allows them to streamline global mobility operations.

There is a plethora of tech tools employers can leverage to plan their global mobility strategies. Most of these tools help employers estimate their operational costs, prepare their budgets, and analyze previous international assignments.

Tech tools can also help you manage communication between you and your workforce. Access to technological resources can provide seamless global mobility management, so you need the right tools to offer global mobility solutions.

Conclusion

The world has an expanding global workforce seeking professional and personal growth opportunities. An excellent global mobility strategy can help you deploy employees worldwide and manage your global workforce.

It’s, however, essential to ensure your global mobility strategy adheres to these five best practices to improve your global mobility solutions.