INTERNATIONAL HRD SQUARE 2022
OUR KEY PATHS FOR 2022
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Expert insights from: Alex Sikorsky | MRS & Emily Parry-James | EY
Panellists:
Tobias Nehls | SIEMENS
Annette Späth | BOEHRINGER INGELHEIM
Carolyn Volovsek | COX AUTOMOTIVE INC.
Kate Aunaas Ingram | STATKRAFT
Flávia Basques | GLOVO
Leticia Cerrillo de la Fuente & Mayda Montero Marcos | TELEFÓNICA
Alex Sikorsky & Emily Parry-James
MRS & EY
KEY POINTS
We need to adapt in this uncertain environment
Global mobility programs need to look for balance between value for the business and for the employee
How does a global mobility activity affect the world? How can it be sustainable?
Mobility has a strong link with the attrition and great resignation aspects
A hot topic is other forms of mobility e.g. virtual international assignments
First of all identify why are you implementing this strategy
The mobility experience is often going to be linked with technology (third party or internal technology)
When choosing the right platform take into consideration what technology is required, how it will assist in management, what can be automated, what data insights are automated
Tobias Nehls
SIEMENS
KEY POINTS
Adding each case to the policies in to making things better
Add the agile element - you need to experiment and try
Mobility can be a mess: a million things can go wrong. The reaction is that you want more rules and a better process/policy
Annette Späth
BOEHRINGER INGELHEIM
KEY POINTS
You need to understand the company and the stakeholders
First of all we defined the strategy that was our north star
The strategy should build the infrastructure
We changed to employee choice benefits, we were able to reduce exceptions
Carolyn Volovsek
COX AUTOMOTIVE INC.
KEY POINTS
Can we "amazonify" the mobility experience for employees?
The 3 Cs: Choice-Control-Care
Effective Global Mobility means balancing the needs of the business as well as those of the employee
Policies developed/re-vamped to support evolving business needs and assignment models
Kate Aunaas Ingram
STATKRAFT
KEY POINTS
Temptation to jump into the What without asking Why
Moving not always considered as a benefit but as a barrier
Create a roadmap of key actions including quick wins and expertise building
Culture is a big improvement area
Domestic Mobility is a big topic in our company
Mobility and talent are not always aligned
Flávia Basques
GLOVO
KEY POINTS
Creates a positive experience for the new hires and employees moving between subsidiaries
Identify the purpose of the program
Align the Global mobility program with the Employee Value Proposition, talent team and main stakeholders in the company
To enhance the global mobility program:
Amplify the positive impacts in the organization
Leticia Cerrillo de la Fuente & Mayda Montero Marcos
TELEFÓNICA
KEY POINTS
What is your scope?
Global mobility program as a tool for the company strategy
Change business model based on new entities
THANK YOU
