According to KPMG’s Global Assignment Policies and Practices (GAPP) Survey, for 72% of the studies’ participants, the main goal of a global mobility program is to support business objectives and be adaptable to changing requirements. 81% of those companies offer short term assignments (3 to 12 months), since flexibility and adaptability are key.
Companies perceive that it is fundamental to have the right people on the ground to enter or look for growth in new or strategic markets. To achieve growth objectives, organizations are aware that using their own internal and experienced talent pool is often the best way, but they also know that internationally experienced employees bring deeper insights and demonstrate exceptional value to local clients and targets.
Thus, short-term assignments, which are increasing, can be very effective in supporting and helping to grow an international organization. These assignees are expected to arrive and speedily perform in their new working location. Therefore, intercultural and language training, coaching and business briefings are essential for short-term assignees who need to quickly gain credibility and reputation in their new environment. But it is also critical to work on a plan for those who leave their families’ behind, helping them to manage the challenges of their new professional situation and the effect on their family context.
When the assignees return, they bring back skills and insights from their international experience, which are valuable for upgrading the organizations’ performance. HR Managers must be ready to adequately integrate these assets and make use of a planned retention policy, otherwise these people tend to leave organizations and part of the companies’ investment may be lost.