The ability and willingness of talented workers to live and work in various markets signals a shift in priorities for talent mobility teams across regions, giving them access to a broader and more diverse pool of talent.

At the same time, with the impetus to ‘go local’, companies are being pushed to seriously devote resources to developing local successors, instead of buying ready-made talent.   

In this fireside chat, join us to hear about:     

• Moving beyond just importing talent to fill roles: Mobility needs to have a seat as part of the HR strategy from the outset. 
• Overcoming challenges such as a mobility programme revamp being perceived as a cost-reduction exercise. 
• Trends shaping the landscape, such as the demands of inclusivity, and the rise of the core/flex mobility package. 

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 session, we have two esteemed speakers taking the stage to analyse the most intriguing topic facing mobility leaders today – the business of borders, and how companies are mitigating risks to workforce planning.

• 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 work. 
• Criteria for consideration to determine remuneration for mobile employees, such as external benchmarking, cost of living, skills portfolio, and more. 
• Opportunities to look beyond one-size-fits-all to offer greater flexibility to employees 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.