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Margot Thom

Managing Director, Global Talent

The International Economic Forum of the Americas

June 6, 2011

Smarter movesA new approach to global mobility

© Deloitte & Touche LLP and affiliated entities.The International Economic Forum of the Americas June 6, 20112

Challenges driving new global mobility requirements

© Deloitte & Touche LLP and affiliated entities.

Global mobility framework

The International Economic Forum of the Americas June 6, 20113


International assignment lifecycle



Managing the whole mobility investment



Building blocks for effective global mobility



Global mobility and workforce strategy

• Identify which business and talent objectivesshould be supported by global mobility

• Define a multi-year plan and budget for mobility

• Identify roles and career paths for which international assignments are important to development

• Identify job families and employee types that should be prioritized for mobility

• Identify preferred source and destination countries for global deployments



Global employee rewards

• Differentiate employee compensation, benefits, and support packages according to the value of each assignment type

• Promote the value of learning and career development, not just compensation and benefits

• Harmonize rewards programs to reduce mobility barriers

• Apply innovative approaches to participation in state-sponsored and private benefits programs

• Share the cost of global assignments and mobility between employees and employers



Global mobility service delivery

• Provide guidance to businesses on mobility-related decisions

• Deliver the entire spectrum of HR services to assignees

• Integrate global mobility and talent management practices so assignees are appropriately deployed to suitable positions when they return to their home country (or are reassigned to another country)

• Utilize both internal resources and external service providers as needed to deliver cost-effective, high-quality service



Technology

• Enable employee and manager self-service

• Support compliance

• Provide dashboard reporting for program performance

• Give leaders an integrated view of global talent demand

• Give leaders an integrated view of the workforce

• Enable in-depth analysis of expatriate data



Business benefits of effective global mobility

• Reduces costs

• Develops talent

• Fits the needs of the business

• Improves ROI

• Reduces the risk of non-compliance

• Supports global growth



Our Deloitte experience

• Deloitte Canada has successfully managed 45 outbound and 105 inbound mobility assignments, contributing to a 30% increase in mobility volumes over the past year

• Globally Deloitte recorded over 3500 mobility assignments in the past year (mix of short term and long term); an increase of 15% over the prior year

– Doubled our global ‘self-select’ mobility assignments posted

– Implemented a Global mobility system in 92 countries to manage, track and report on mobility activity



Moving forward


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