How Automation is Transforming Global Mobility Management

Last Updated: December 16, 2021

The global mobility function within organizations is under increasing pressure to justify costs and improve ROI. Here’s how automation can help.

As technological disruption and acute talent shortages continue to redefine industries, business models, workplaces, and employee-employer relationships, HR and mobility functions need to catch up and add new value to the business.

Well-executed global mobility programs are essential for organizations looking to attract, retain, and develop talent. A Deloitte surveyOpens a new window found that 68 percent of the executives surveyed agreed that a mobile workforce is a key enabler of business and talent strategies. What was previously viewed as a transactional and a tactical function is fast becoming a key competitive talent strategy for organizations, right from fledgling startups to large multinationals.

“Business leaders are looking outside of physical locations by recruiting in other markets, as well as expanding opportunities for current employees to pursue new roles. Strong internal and external mobility programs have become critical components to business strategy that solves long-term talent retention and staffing challenges,” says Shawn Farshchi, CEO at TopiaOpens a new window , a mobility management software provider.  

Learn More: Meeting the Challenges of Global MobilityOpens a new window

However, global mobility is complex, risk-laden, and an expensive process for employers. Employees, on the other hand, must deal with issues such as spouse relocation, setting up home in a new country, and at times a lack of support from employers to ease their transition.

“While many organizations have prioritized digital transformation, mobility can often be left behind in that process, causing employees to face fragmented experiences that result in frustration and disengagement. Adopting an end-to-end talent mobility management solution is key for organizations to operate more efficiently and make the relocation process frictionless for employees,” says Shawn.

Global Mobility Management and Employee Experience

The global mobility experience for employees can often be complex to navigate with different systems and processes. When heading for international assignments, employees must manage everything from organizing shipping to filling out multiple forms while coordinating with multiple stakeholders and emotionally preparing for work overseas.

Shawn adds, “Traditionally, employees who are part of a global mobility program have a fragmented experience that requires them to take great efforts to coordinate resources and information. Often, employees are accessing multiple tools and mining for information from different sources to stitch together their own relocation process. Automation through mobility platforms can streamline the process, so employees feel more connected and less frustrated as they go through the necessary steps to relocate.”

Learn More: Enabling a Global Workforce with Mobility Management TechnologyOpens a new window

As global mobility professionals now look to put employees at the front and center of their mobility strategy, having the right mobility management solution in place can help both employers and employees manage myriad challenges from immigration to cost tracking, workflow optimization, and streamlining communication. In addition to automation, data analytics also plays a vital role in aligning the mobility strategy to business goals.

Global mobility management platforms, like Topia, connect all parts of the mobility process from scenario-based planning and compliance risk management to expat payroll, reporting, and more. For HR teams, this delivers increased program visibility and real ROI. For the employee, centralized relocation-based tasks and data with the interactive tools help take the stress out of moving – ultimately improving employee engagement and retention.

“A strong global mobility program also has the potential to help businesses overcome larger issues. A recent study by Topia found that more than 70 percent of employees believe mobility is a career growth opportunity, even without a pay increase or promotion,” reveals Shawn. “Mobility programs help organizations enable fluid career paths, leading to better talent retention. Additionally, mobility fosters diversity and inclusion, especially when mobility opportunities are properly communicated across an organization. Lastly, global mobility management platforms are ripe with data, which companies can analyze to help make the process more cost effective for the business and more successful for individuals.”

Learn more: How Will Artificial Intelligence Impact Global Mobility?Opens a new window

While a successful global mobility strategy is underpinned by enabling technology, it is also dependent on organization-wide commitment and investment in making the mobility function more strategic. Business leaders must start looking at mobility as more than just a logistical exercise and connect it to other HR KPIs across talent acquisition, engagement, and retention.  As the global mobility function becomes more digital, mobility professionals can turn their focus back from logistics to talent.

Parting Words: What’s Next for Global Mobility?

As mobility programs become more employee-driven, organizations must embrace agile career models and frameworks that serve the needs of mobile employees and recognize global mobility as a key enabler of leadership. Intelligent technologies such as machine learning, artificial intelligence, and deep learning continue transforming the mobility landscape, reducing complexities and risks, turning mobility into a dynamic marketplace of opportunities. 

How are you leveraging technology to improve the mobility experience for your employees? Let us know on LinkedInOpens a new window , FacebookOpens a new window , or TwitterOpens a new window . We’re always listening!

Sushman Biswas
Sushman Biswas

Former Editor, HR Technologist

Sushman serves up bleeding-edge ways for organizations to harness HR technology to drive growth at HR Technologist. He comes from a B2B content marketing background where he worked closely with global thought leaders across industries including Finance, Marketing, Human Resources and Cyber Security. When not writing, Sushman loves his motorcycling holidays.
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