Globalisation is set to grow, but strategic ambition in overseas and emerging markets can only be achieved with the right team. Increasingly global mobility needs to become integrated into core HR activities. The challenge is whether HR departments are geared up to manage international assignments when it only forms a part of a broad HR remit.
Let’s start with strategy. If overseas expansion is a key business strategy, then it stands to reason that the organisation’s global mobility programme needs to be aligned at a strategic level. Getting the right people in the right jobs, in the right locations is critical to strategic growth; however the reality is that in many cases global mobility functions are added reactively, with responsibilities often split by recruitment, operations and HR shared services.
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