AI and automation offer the potential of a seamless and data-driven approach to streamline the workforce mobility process. In this session, we will discuss the role of data analytics for predictive mobility maintenance, assignment planning, assignment engagement, and risk mitigation.

Join us to hear about:

• AI-driven insights for talent acquisition – from identifying, assessing, to hiring from the global talent pool.
• Embedding data-driven decision making for tracking employees’ engagement to developing remote-friendly performance evaluation metrics.
• Ensuring the assignments adhere to local regulations and global compliance standards through the support of technology.

It is becoming an increasingly important business agenda for HR to establish a career development and succession plan for mobile assignees as well as potential leaders. As such, it is critical to have a joined-up approach whereby managing the aspirations of mobile talent doesn’t only ensure a richer succession pipeline, but also fulfils business requirements in the wake of a talent shortage.

This session discusses how you can:

• Develop a succession planning and career development framework that ensures visibility on expats’ performance in both home and host locations.
• Enable retention after repatriation by soliciting the assignees’ feedback to address any specific issues and career aspirations to leverage on their global competencies.
• Create a local pool of talent by ensuring knowledge transfer and business continuity during and after international assignments.

Join us for a networking experience designed to get you on your feet and help you make valuable connections! Stay refreshed post lunch by meeting fellow mobility professionals, exchange ideas, and expand your network through a series of brief, purposeful conversations.

In this fast-paced dual session, we have two esteemed speakers taking the stage to analyse the most intriguing topics facing mobility leaders today.

In the first lightning talk, we explore strategies to manage tax residency and tax liability for assignees and employers.

• Considering the assignee’s tax liability in the home and host country, many companies have embraced the tax equalisation approach.
• With the employer making up the difference to mitigate any additional tax burden to the assignee, is this approach always feasible?

In the second lightning talk, we delve into the business of borders.

• With the introduction of the COMPASS framework in Singapore come several updates to work pass legislation, such as qualifying salaries, and the definition of ‘digital nomads’.
• Do these developments impact workforce planning for employers, or can they help better determine the business objective of each assignment?

Establishing a strong cost management structure to exceed ROI while having an effective mobility programme is necessary for businesses. In this session, the speakers will discuss:

• How to identify the most cost-effective yet high-impact mobility strategies that works across sectors.
• Criteria to take into account, such as external benchmarking, cost of living, housing, and more to determine the total remuneration package.
• Opportunities to look beyond one-size-fits-all to offer greater flexibility to assignees in choosing what works best for them – and the impact of this personalisation on employee experience.
• The change in mindset required to move to a more flexible mobility strategy.