Maybe a transnational company sending a long-time employee overseas with a lavish relocation package to live abroad for a year or more. This particular employee was granted a tough-to-come-by career opportunity and they were chosen for their special knowledge and needed expertise.
Much has changed since then and the professional expat no longer operates within one framework. Today, opportunities for professionals across all levels to gain “expat” status are in an upsurge. PwC reported in 2015 that 89 per cent of organizations plan to increase the number of mobile employees in the next two years.
Transformations in the workplace such as new employee demographics, technology innovation, the consumerization of HR, globalization and increased compliance, tax and immigration risk, have all contributed to the changing face of global mobility.
Today, the modern mobile employee looks more like a millennial professional moving from the US to Europe for a six-month assignment as a part of their company’s key strategy to attract, develop and retain top talent. The employee has a cost-effective package and also prefers a self-service approach to coordinating all logistics of their professional life on a mobile device, just like they do for their personal life.
On the other hand, what hasn’t transformed with the changing workplace is the way that companies and their talent mobility teams manage and engage with their mobile employees.