Mobility of employees around the world, the challenge for companies with an international presence
Every company with an international presence must manage the mobility of its talents if it wants to be able to stand out in the globalized world, so it is essential that it knows, develops and implements the correct mobility policies and strategies that ensure the transfer, safety and adaptation of its expatriates. in a new country.
Previously, expatriation was seen as a privileged opportunity that only certain people in the world of work could experience, a possibility reserved for senior managers and company managers. Knowing the position of the company, this being a maximum interest in having positions and functions that contribute to distributing the services provided in another country, the employee to be mobilized acquired all the power of negotiation, in terms of a higher salary and, thus, about the benefits and favorable conditions for your family abroad.
Today, globalization and technological advances have changed the whole picture; More than a random selection, the expatriation process has become a call, in which the new generations see the transfer as an opportunity to live a new experience, which allows them to develop a successful career and obtain a lifestyle with a quality that other generations did not have. This situation opens the possibility for companies to be able to negotiate mutual benefits, which do not imply cost overruns for the company, nor affect the employee in mobility. In addition to the above, it is necessary for organizations to have expatriation and mobility strategies and policies, adapted to today's world, that require addressing fundamental issues such as the feared culture shock, family refusal to move, and reducing the risk of process failure. usually.
It is essential that expatriation and mobility policies "address aspects beyond salary, that attend to the needs of people in cultural matters, professional growth and well-being for their families, and consider correct segmentation, according to the value that the assignment provides to the business and development value for the assigned”.(Mercer, 2022).Likewise, the Human Resources area, responsible for talent management, must focus its efforts and strategies on the shortcomings that the employee may have, as well as provide them withcoaching, mentoring or intercultural training.Empathy with the expatriate is essential during this process, and companies must be aware of the importance of the happiness and well-being of employees for the success of the company.
Mobility and expatriation is a challenge of great social, cultural and economic magnitude, which seeks and offers a global growth of talent in multinational companies, becoming a key factor for the general success of the company. You must be aware of the importance and what the expatriate represents, as a human resource that will be key in the development and success of the organization, and must be treated as such. According to data from the international consulting firm Mercer, “97% of the companies that made long-term international transfers, 43% had an increase in their international assignments” (Mercer, 2022).Therefore, the management of the expatriation process must be carried out with vital importance and priority.
... IT IS A CHALLENGE OF GREAT SOCIAL, CULTURAL AND ECONOMIC MAGNITUDES, WHICH SEEKS AND OFFERS A GLOBAL GROWTH OF TALENT IN MULTINATIONAL COMPANIES...
Factors to consider: economy, quality of life and adaptation
The economic factor is the first to be considered when there is an expatriation and mobility process, in which the high economic costs that they imply for the organization must be taken into account, so it is essential to carry out a professional management that facilitates and takes advantage of all the advantages and talents, to achieve the objectives. On the other hand, expatriation policies must ensure an efficient information service by the company, which allows employees to know all the necessary financial information, including the costs of living in other latitudes, tax and foreign exchange issues. , in other aspects. In many cases, the devaluation of the currency, in the different countries, can make a difference and generate alterations in the personal finances of the worker, affecting their cost and quality of life, for which it is essential to agree and negotiate other options or combinations of Payments that guarantee the expatriate and his family a favorable environment during his stay.
At the same time, in terms of compensation for quality of life, the company has to guarantee the expatriate and his family a package with the conditions and facilities necessary for their stay, which will be the basis for the durability of the employee on the move. It is important to emphasize that a failed mobility means a risk to the company's reputation and a loss of large economic costs.
In turn, theadaptabilityof the worker is another factor that cannot be overlooked, this is because an employee with high performance in his place of origin will not necessarily have the same performance in the new site, either due to lack of adaptation or integration to the new culture . It is essential that companies pay attention to the relationship between the employee and the destination country, being important that people have skills for labor and cultural adaptation, which help limit the difference in culture.
In this sense, those companies that have achieved internationalization and a global presence, being annually "65% of companies that transfer between 5% and 10% of their talent to other countries." (Mercer, 2022), They must be aware of the importance in the correct management of the expatriation and mobility process, as well as the establishment of mobility policies and strategies, especially in the face of irreversible globalization that has made this function more critical and difficult, given the high multinational demands . Implementing and developing this type of policy will facilitate the process of personal and professional adaptation of the expatriate, covering all the aspects that this represents and consolidating their stay and that of their family in the country of mobility, resulting in the multinational success of the company involved.
REFERENCES:
Gifted, G. (2022). Mobility of employees around the world, the challenge for companies with an international presence. Retrieved on May 26, 2022 from Mercer Website: https://www.latam.mercer.com/our-thinking/movilidad-en-las-empresas-internacionales.html