Traditionally international assignments used to be long-term where we were looking to transfer knowledge from the headquarters to the local offices as well as managing the company business on new markets.
This trend has been changing during the last couple of years to other types of international assignments due to new business needs and the employee preferences. That is why we have more complex labor mobility options assigned to:
- develop the internal talent with a clear international vocation
- offer interested professional careers
- put the focus on the business needs
- reduce the cost of the international labor mobility programs
Some of these new mobility options are:
- Commuter: refers to employees that travel regularly from one place to another
- Project assignments: it is normally a short term assignment (less than 183 days per year) to work on a specific project
- Global nomand: employees that travel for one country to other undertaking normally very specific and high level assignments
- Location: disassociation from the home country and new contract with the host country
- High potential: as part of their training program. Part of it takes place overseas.
The formula listed above provides companies with a lot of flexibility, but at the same time it involves a great deal of effort for HR Departments when they need to give a quick and effective answer to the different international labor mobility models.