As an international business, one of your competitive advantages is your ability to quickly and cost-effectively relocate employees across jurisdictions. But global mobility presents its own challenges. The fact is, HR professionals need, for example, to deal with tax and social security, work permit and visa requirements, employment law, pension plans and compensation across multiple jurisdictions. At Ius Laboris, we offer full global mobility support from lawyers all around the world expert who are committed to staying abreast of all issues in this field.
Employee Mobility – iMercer.com
Employee mobility is an issue that has taken on a whole new meaning as more and more businesses have gone global. Employees today are commonly asked to take assignments in company locations outside their home country. These kinds of opportunities are seen as benefits by many employees who enjoy experiencing new cultures and the multi-cultural exposure.
Your company may frequently transfer employees within the country or outside the country. Either way there are concerns which should be addressed in your compensation and benefits packages. For example, in the US, a manager transferred from a small town in Texas to a large northeastern city will be faced with many of the same issues as an employee transferred from the US to Canada.
These concerns or issues include cultural and compensation differences. These differences become more pronounced when your company re-assigns employees from a developed country to a third world country. But it is really a matter of degree. Making sure your staff are well prepared for these types of moves will insure the transition is smooth and they remain productive. After all the reason managers are transferred is in order to better utilize their talents and skills within the company.
Human Resource Management » Internal Mobility
Internal Mobility is necessary to match the employee’s skill and requirements with the requirements of the job and those of the organization continuously.
Need for Internal Mobility :
– Changes in job structure, job design, job grouping changes in technology, mechanization etc, resulting in encasement of job demand.
– Expansion and diversification of production or operations
– Adding different lines of auxiliary supportive activities
– Taking up of geographical expansion and diversification
– Introduction of creative and innovative ideas in all the areas of management resulting in increased job demands
– Changes in employee skill, knowledge, abilities, aptitude, values etc.
– Changing demands of trade unions regarding protecting the interests of their members.
– Chancing government role in human resource development
– National economic and business trends and their impact on job design and demands.
– Problem of maintenance of interpersonal relations and sound human relations
– Social and religious conditions of the employees or the region.
Employee Mobility | Human Resources | Human Capital Magazine
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Internal mobility & separations – SlideShare
Employees move with in an organisation, laterally or vertically for a variety of reasons. To ensure the effectiveness of the employees in the organisation. To satisfy both employee & organisational needs. To provide for career & succession planning. To effect changes in jobs & organisational structure. To ensure discipline and make organisational rewards contingent on employee performance.
3. OPromotion ODemotion Vertical movement OTransfer of employees OSeparation (better prospects, retirement, termination etc…,)
4. PROMOTION • Upward movement of employees from one job to another higher one • With increase in salary, status, responsibilities • May be temporary or permanent • In-build motivational value • Removes feelings of stagnation and frustation • Good promotional policy to fill the vacancies in a higher job
Internal Mobility and Transfer – CiteMan
The lateral or vertical movement (promotions, transfer demotion or separation) of an employee within an organization is called internal mobility. It may take place between jobs in various departments or divisions. Some employees may leave the organization for reason such as better prospects, retirement terminations, etc. Such movements are known as external mobility.
Purposes of Internal Mobility:
The purpose of internal mobility may be stated thus:
1) Improper organizational effectiveness: Organizations want to become lean and clean. To this end, structural defects may have to be eliminated; unwanted positions removed and other jobs redesigned. Internal mobility increases every such change within an organization.
2) Improve employees effectiveness: Knowledge, skills and abilities (KSAs) can be put to use if there is a good equation between what the person has and what the organizations demands. Through promotions and transfers organizations try to bridge such gaps.
3) Adjust to changing business operations: During a boom, there might be a phenomenal demand for new skills. Finance professionals were in great demand for example during the early 90s. In a recession, layoffs may be needed to cut down and survive. Likewise short term adjustments may have to be carried out in case of death or illness of an employees.
4) Ensure discipline: Demotion, causes loss of status and earning capacity. A demoted employees has to learn new ways of getting things done and adjust to a new setting. Demotions can be used to ensure discipline and to correct wrong placements and job assignments.