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The Rising Mobility Demand for Companies

Over the past decade, the increase demand for companies in the overseas markets has increased by 25%. With the demand, companies are finding an increased number of mobile employees. The mobile employees frequently make trips overseas to complete short-term assignments, project-based assignments, and assignment that require no relocation. The mobility of employees is set to increase over the next eight year to around 50% of large company’s workforce.

This can provide serious problems for companies. There is a need for a specialized workforce according to a survey by PwC of 900 company’s chief executives. The chief executives are looking to recent college graduates and mobility specialists to fill the needs within the company.

To respond to the shortages, changing business needs and employee preferences, many companies are making the effort to retain the best workers and develop a well-rounded employee that can meet the demands of the changing business environment. Since companies are targeting younger workers to develop, they are becoming more accommodating to family needs and responsibilities. They are also considering the preferences and needs of the different generations and cultures and shaping assignments to fit the different requirements.

As workers emerge in different markets, especially China, companies are starting to see a preference towards domestic multinationals instead of Western multinationals, so companies will recruit within the international market.

They are also improvement that are being implemented to help keep track of oversea employees and assignments. Many companies are adopting a standard global remuneration system for all oversea assignments. To deal with the increasingly diverse and mobile workforce, companies’ human resources and global mobility functions are becoming strategic tools instead of providing services for the workforce.

With the ever-changing demands in the business world, companies will have to adapt in response to demands including employee preference, long-distance commuting, and virtual mobility. The greater the flexibility from companies the better global mobility will work for both employee and employer.

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