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Download
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Discover the International
Mobility dossier:
"The best guarantee for successful international expansion
is a properly structured international employment policy that
is embedded in an appropriate strategy and is supported by
efficient processes." |
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EU enlargement - International Mobility TOP HR Issues |
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International mobility, where professional employees
are required to work cross-border and remotely in order to meet
corporate and client needs, is set to become even more virtual
and certainly more widespread in the future. The need for an
internationally mobile workforce comes as a result of sharpened
competition, the pace of globalisation and the pressure to operate
on a trans-national basis. Although expected to expand increasingly
over the coming years, cost pressures, lifestyle choices, changing
work practices and improved technology will be making changes
to the traditional nature of international mobility.
PricewaterhouseCoopers can help you to create a competitive
international mobility programme aligned with your business
strategy and facilitate the transactional aspects of international
mobility. |
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International Mobility
Evaluator (IME)
PricewaterhouseCoopers combines a consultative approach with
technical expertise to help you create a strategic solution
for international mobility.
By means of a process involving interviews with key business
stakeholders, the IME looks at the different challenges for
a business:
what are the business drivers for mobility?
what type of mobility is needed?
how is talent managed and rewarded?
what processes are in place to support mobility?
After consolidating the collated information with proven expertise
on the subject, we, together with you, build a competitive international
mobility programme that is aligned with your business strategy. |
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| International Mobility
Matrix: |
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The
International Mobility Matrix focuses on improving the transactional
aspects of international mobility. The matrix is designed to
help clients deal consistently with each type of International
Mobility scenario (transfer, secondment, multistate employment,
commuting and business trips) and with many of the tax and legal
process barriers to international mobility:
immigration
employment
law
payroll
taxes
social
security
company
taxation and VAT |
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Facing International Mobility
Challenges
Facilitating the worldwide mobility of skills and expertise
to where they are most needed is a business priority. Maximising
the value of your human capital gives you a key competitive
advantage.
PricewaterhouseCoopers has clearly defined systems, processes
and procedures to help you manage your international transfer
issues from inception to repatriation.
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Talent Management: |
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Selection:
identifying the candidates, cultural adaptability, language
capability, family profiling |
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Performance management:
setting assignment objectives, measuring assignment performance |
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Succession planning:
identifying roles, retention strategies, repatriation
planning |
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Reward aspects: |
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Base compensation & benefits approach:
compensation models, pension plans, healthcare schemes |
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Expatriate policy:
new mobility types, communication, dual careers |
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Procedural aspects: |
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Risk Management:
immigration requirements, contractual arrangements, payroll
reporting |
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Cost Management:
social security cover (statutory and supplementary), cost
containment, accruals, the tax-equalisation process |
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Delivery Framework:
administering the international mobility process, use
of technology resources, etc. |
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