Issue link: https://www.e-digitaleditions.com/i/234597
Relocation Hopping Hurdles Four mobility challenges and steps to overcome them. By Kevin Cornelius and Leslie Fiorentino The mobility of an employee is motivated by many different factors: the nature of the business and its aspirations, needs, and resources. All assignments have their own set of specific intended outcomes and aspects to consider. Some leading organizations have begun to recognize the potential of mobility as a tool to enhance and develop the talent pool— not simply an easy way to fill a vacancy without any strategic forethought. It stands to reason then that the mobility team should be integrated with the talent management team, combining their specialist skill sets to improve the retention and development of top talent and potential future leadership. However, as EY's Global Mobility Effectiveness survey reveals, many companies are still struggling to link mobility to talent. Many organizations continue to debate whether mobility is purely an operational and administrative function, or whether it has a more strategic role in the management of its talent. Furthermore, trying to balance [60] HRO TODAY MAGAZINE | DECEMBER 2013 business objectives with the needs of the employee remains an ongoing challenge. In 2013, 58 percent of survey respondents reported that they now have global talent management agendas, up from 51 percent last year. While that trend is positive, it still leaves substantial room for improvement. An overwhelming majority (83 percent) of survey respondents believe that mobility had a positive impact on an individual's career progression. However, it is difficult to quantify such a claim, and anecdotally there are always cases where the opposite is true. To find out why, we must consider how performance is really monitored and assessed for an assignee. Surprisingly, only 39 percent of survey respondents indicate that the host location team was required to provide formal feedback for the assignee, with 21 percent admitting that feedback was not properly documented and tracked either