The global payments problem: Why your payment infrastructure is a workforce strategy issue
Global payments shouldn’t still be this hard. For businesses managing cross-border contractors, the complexity isn’t a minor operational annoyance, it’s a strategic constraint that shapes which talent is actually accessible. Bryan Pena, Workforce Strategy Consultant at Defiant Solutions & Papaya Global, makes the case for treating payments as infrastructure, not an obstacle.
How can employee benefits be fair for everyone in a global organisation?
How on earth can global organisations ensure their employee benefits are fair to everyone?
Global mobility: Reducing the carbon-heaviest function in HR
Expatriate employees have a heavy carbon footprint. What can organisations do to make a more sustainable mobility programme?
Where on earth is everyone? Three global mobility factors you cannot ignore in a remote working world
If you haven’t already, it’s time to ask the question: Where on earth are my employees?
Winning the war for global talent: how to improve your employee value proposition
Multinationals struggle to attract relocation candidates due to weak employee value propositions. The SAFE global mobility model helps organizations improve their EVP across strategic, operational, and personal dimensions to win the talent war and address critical skills shortages.
Five ways to ensure a smooth transformation to global HR
Transforming to global HR requires selecting flexible software that handles multi-country compliance, data security, and scalability. This article shares five essential strategies for smooth implementation, including breaking projects into manageable phases and protecting sensitive employee data across all operational regions.
Book review: Who can you Trust? How Technology Brought Us Together – and Why It Could Drive Us Apart
Rachel Botsman explores how technology has fundamentally transformed trust through three distinct ages: from local community trust to institutional trust to distributed trust via digital platforms. This insightful review examines how breaches of institutional trust have shaped modern society and examines both opportunities and risks of platform-based trust systems.
Global mobility: how to ensure your short-term international assignments are a success
Short-term international assignments lasting under a year are growing in popularity for completing specific tasks and filling skills gaps. However, organizations must address challenges like work-life balance, cultural adjustment, and social isolation to ensure assignee success and effective knowledge transfer.
Global mobility: it’s time to stop neglecting your approach to extended business travel assignments
Extended business travel (EBT) assignments—typically lasting up to three months—are growing rapidly across multinational organizations, yet most lack formal management approaches. This neglect creates significant compliance risks regarding immigration, work permits, and social security regulations that employers must address.
Data mastery: a key global mobility challenge
Global mobility professionals face a critical challenge in leveraging data analytics to improve decision-making and reduce costs. While 87% of companies plan to prioritize data analytics in the next three years, only 15% are currently satisfied with their assignment software, leaving significant opportunity for improved IT integration and strategic insights.
Book review: What is global leadership?
This book review examines “What is Global Leadership?” by Ernest Gundling, Terry Hogan, and Karen Cvitkovichz, which identifies 10 key behaviors that define effective global leaders. Based on interviews with experienced mid-to-senior managers, the book combines research insights with practical guidance on developing global leadership competencies, training approaches, and team dynamics in international organizations.
Analysing the challenges in global mobility
Global mobility faces significant challenges including severe gender underrepresentation among international assignees, poor integration between talent management and global mobility departments, and compliance issues. A survey of mobility professionals identified that organizations need flexible HR policies and stronger departmental collaboration to address these barriers.
Are conflicting local challenges preventing global HR integration?
Global businesses struggle to balance standardized HR policies with local market requirements. A “glocal” approach—combining global systems with regional flexibility—enables companies to maintain consistent workforce management while respecting cultural differences and local employment laws across markets.
25 top tips from Grant Thornton’s Talent Mobility team
Grant Thornton’s Talent Mobility team shares 25 essential tips for HR professionals managing international assignments, covering employee experience, compliance, partner selection, and program measurement. Key advice includes prioritizing repatriation planning, maintaining clear expectations, and celebrating program successes.
Leadership lessons from the Referendum
The UK referendum campaign reveals fundamental failures in political leadership, with both sides prioritizing victory over honesty and integrity. The author examines how politicians abandoned core leadership principles, relying instead on misleading claims and fear-mongering rather than serving the public interest.
Multinationals: How managers can engage employees
Immediate managers are key to employee engagement in multinationals. Research reveals that effective managers share three traits: motivating ability, strong feedback skills, and recognition of employee development. Yet only 51% of multinational employees feel sufficiently motivated and 46% receive regular positive feedback from their managers.
What can we learn from Denmark on happiness at work?
Danish workplaces consistently rank among the world’s happiest, thanks to strong work-life balance, shorter work weeks, generous leave policies, and a cultural shift away from overwork. Discover what other countries can learn from Denmark’s approach to employee wellbeing and workplace satisfaction.
Making talent management work in global mobility
Organizations must strengthen talent management in global mobility programs by assessing international mobility during recruitment, actively promoting cross-border careers, and recognizing that international assignments significantly impact senior executive advancement and organizational competitiveness.
How does coaching differ across the world?
Coaching delivery varies significantly across regions, with North America favoring telephone sessions while other markets prefer face-to-face interaction. Session length, program structure, and delivery methods differ by country, though high-quality coaching is now accessible globally regardless of location.
Why engagement in multinationals needs CEOs
Board confidence drives ninefold increase in employee engagement and commitment. Research on European multinationals reveals that when employees trust their leadership, they’re nine times more likely to be engaged and committed to their organization.
