7 Topics
5 Days
Programme Overview
Training Description
Who Should Attend
- HR directors and managers
- Talent management specialists
- HR business partners
- Senior executives and C-suite leaders
- Organizational development specialists
- Learning and development (L&D) managers
- Performance management professionals
- Succession planning specialists
- People analytics specialists
- Anyone responsible for managing talent within an organization
Session Objectives
- Understand the strategic importance of a global mobility program.
- Master a comprehensive framework for designing effective expatriate policies.
- Navigate legal, regulatory, and tax compliance for international assignments.
- Develop a strategic plan for global talent selection and pre-departure support.
- Manage expatriate compensation, benefits, and total rewards.
- Foster cultural integration and provide on-assignment support for assignees and their families.
- Address the complexities of health, safety, and security for international employees.
- Develop a robust repatriation process to retain returning talent.
- Build a compelling business case for investing in global mobility programs.
About the Course
In an increasingly globalized business landscape, the strategic deployment of talent across borders is no longer a luxury but a necessity for competitive advantage. This training course is meticulously designed to equip HR professionals and leaders with the strategic frameworks and practical skills needed to design, implement, and manage successful global mobility programs. By mastering the complexities of international assignments, from legal compliance and tax implications to cultural integration and repatriation, you can ensure that your organization’s global talent strategy drives business growth, enhances leadership development, and secures a lasting competitive edge. This program provides the essential blueprint for a new generation of HR leaders prepared to navigate a borderless world with confidence.
This comprehensive curriculum offers a practical deep dive into the entire expatriate lifecycle, from initial policy design to the crucial phases of pre-departure, on-assignment support, and post-assignment repatriation. You will learn to use a structured approach to create fair and transparent policies, manage the intricate details of international compensation and benefits, and provide the cultural support necessary for assignees and their families to thrive. The course focuses on real-world case studies and hands-on exercises, helping you to build the skills necessary to influence leadership decisions and prove the ROI of your global mobility initiatives. By the end of this program, you will not only be proficient in global mobility management but also be prepared to champion a human-centered and strategic approach to global talent.
Curriculum & Topics
7 Topics | 5 Days
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Subtopic 1.1:
• The strategic link between global mobility and business growth.
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Subtopic 1.2:
• Understanding different types of international assignments.
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Subtopic 1.3:
• Identifying key stakeholders and their roles in the process.
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Subtopic 1.4:
• The importance of a formal global mobility policy.
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Subtopic 1.5:
• Case studies of global mobility successes and challenges.
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Subtopic 2.1:
• A step-by-step framework for designing a global mobility policy.
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Subtopic 2.2:
• Developing a tiered approach to assignments based on duration and purpose.
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Subtopic 2.3:
• The importance of consistency, fairness, and transparency in policies.
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Subtopic 2.4:
• Best practices for policy communication and implementation.
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Subtopic 2.5:
• Creating a policy that is flexible enough to adapt to business needs.
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Subtopic 3.1:
• The critical steps in the pre-departure process.
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Subtopic 3.2:
• Developing a robust and effective cultural training program.
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Subtopic 3.3:
• Managing visa, immigration, and work permit requirements.
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Subtopic 3.4:
• Providing support for an assignee's family and dependents.
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Subtopic 3.5:
• The importance of a smooth arrival and settling-in process.
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Subtopic 4.1:
• An overview of common compensation approaches (e.g., balance sheet, local plus).
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Subtopic 4.2:
• Managing international benefits and social security agreements.
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Subtopic 4.3:
• The complexities of international tax planning and compliance.
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Subtopic 4.4:
• The importance of managing currency exchange and cost of living adjustments.
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Subtopic 4.5:
• Strategies for communicating a total rewards package to an assignee.
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Subtopic 5.1:
• The link between cultural competence and assignment success.
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Subtopic 5.2:
• Coaching assignees and their families for cultural shock and adaptation.
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Subtopic 5.3:
• Providing ongoing support for well-being and mental health.
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Subtopic 5.4:
• The importance of in-country mentorship and networking.
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Subtopic 5.5:
• Managing performance and career development during an assignment.
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Subtopic 6.1:
• The importance of a formal repatriation policy.
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Subtopic 6.2:
• A framework for bringing employees back to the home country.
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Subtopic 6.3:
• The challenges of reverse culture shock and career reintegration.
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Subtopic 6.4:
• Best practices for managing repatriation compensation and benefits.
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Subtopic 6.5:
• The strategic role of HR in retaining returning talent.
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Subtopic 7.1:
• Emerging trends in remote work, virtual assignments, and new mobility models.
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Subtopic 7.2:
• The role of technology and data in managing a global workforce.
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Subtopic 7.3:
• The importance of diversity, equity, and inclusion in global talent.
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Subtopic 7.4:
• The skills needed to be a successful global mobility practitioner.
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Subtopic 7.5:
• A personal action plan for championing global mobility in your role.
