Global Mobility as a Part of Talent & HR Management
The first step in managing the global mobility is to think what is the goal for the assignment for both the professional and the organization’s talent management. The best results from the assignment will be reached when the process from goals through follow up to closing with the key learnings is already up front planned and made visible for both the organisation and the assignee. Depending on the responsibility of international assignment management in the organisation these services are suitable for both global mobility teams and assignees’ managers.
Customised consultation on the assignment management themes that are relevant for global mobility and / or assignees’ managers: building the process of expatriate assignment (goal setting, follow-up and closing & key learnings), creating assignee leadership skills and principles etc.
Webinars and Workshops
Customised webinars and workshops on the assignment management themes that are relevant for global mobility and / or assignees’ managers: assignee leadership skills, assignment process (goal setting, follow-up and closing & key learnings) etc.
Before making a final decision on international assignment, it is a good idea to determine the candidate’s psychological readiness and strengths to succeed on the assignment – not forgetting the family. Many times it would be even highly beneficial to interview candidates’s spouse.
The purpose of the assessment interview is not only to evaluate, but also to act as a discussion that supports and guides candidate’s success during the assignment.
2 h “in-depth interview”
Expectations and Hopes
The success of the expatriate assignment, and in particular the assignee experience, is greatly influenced by what expectations and hopes he or she may have had in the beginning and how they have materialised. Thus, in this assessment phase, it is important to discuss and make those expectations and wishes, even concerns, visible. It is essential to make sure that the candidate has truly understood where he or she is going.
Motivation is the force that makes us “moving and doing”. It plays also a big role in how we experience things and how we evaluate the success of the expatriate assignment at the end. Therefore it is also important to value the candidate’s motivation – both in general and especially towards the assignment.
Coping with Stress
There are plenty of “extra” stressors associated with expatriate assignments, and therefore, when assessing candidate’s readiness and strengths for the assignment, it is important to clarify candidate’s tendency to be subject to pressure or stressful situations. Additionally the stress management skills are central. Candidate’s ability to tolerate uncertainty, to recover and to take care of one’s own coping are key factors to succeed abroad.
When assessing the candidate’s readiness and strengths for the expatriate assignment, is should not be forgotten to think about any spouse or family that may be involved. Their well-being has a big role for the success of the relocation assignment too. Many times it would be even highly beneficial to interview candidates’s spouse. Also when relocating as a single it is valid to discuss about private life issues and even support in creating new social contacts.