Growth Opportunity for Employee Mobility in the Next Normal
BGRS’s 2021 Talent Mobility Trends Survey decisively concluded that physical mobility remains strong, complemented with emerging new forms of workforce mobility. As Human Resources rely more critically on Mobility for the execution of broad-based global talent strategies, mobility practitioners have identified key areas of the mobility management model that require exploration and improvement in order to meet the expectations of Mobility’s customers and for the function to rise to its fullest potential.
As a companion piece to BGRS’s Talent Mobility Trends Survey Key Findings Report, Perspectives on Mobility: Transition to the Next Normal, probes more deeply into the impact of COVID-19 on mobility practices and the growing value of employee mobility to organizations’ talent strategies and goals.
The global crisis has companies thinking differently and more creatively about how they will manage their people in the “next normal,” and employee mobility is emerging as a central player in the planning now taking place within Human Resources. The success of countries’ COVID-19 vaccine crusades in 2021 is also resurrecting physical mobility programs and BGRS’s 2021 Talent Mobility Trends Survey reports these traditional programs are rising as business leaders recognize their strategic commercial value heading into crisis recovery. These coalescing dynamics are significantly impacting how Mobility teams view their role, and the future looks promising.
2020’s massive trends of remote work and, to a lesser degree, virtual mobility are deeply influencing how the mobility customer support models are evolving. Mobility is expected to be a key partner to the business and HR in implementing these newly surfacing talent strategies. Mobility leaders and their teams are ramping up their proficiencies and shoring up resources for transformation projects to proactively support the business and service a greater slice of the workforce.
According to the 2021 survey, respondents are re-examining the risk landscape and mitigation approaches, redefining the function’s value proposition, realigning to newer employee segments expected to participate in a greater variety of mobility programs, and prioritizing digitization of program management. With so much in transition and at stake, progressive Mobility leaders are seeing the emergence of a long-awaited opportunity to garner new value and widespread visibility for the function. They have a shared and common goal of meeting new experience standards set by their customers in the business and by mobile employees shaped by COVID-19 events.
Visit the survey microsite to download full copies of the 2021 Talent Mobility Trends reports.