Global Talent Mobility is a strategic imperative for organizations looking to gain a competitive advantage. Assess your organization’s Global Talent Mobility readiness
This section will assess your organization's degree of operational efficiency as it pertains to your overall global talent mobility capabilities – how effective you are in getting things done.
60% of companies asked about their organization’s approach to global mobility say they have reactive, basic to inconsistent processes.
Source: Topia Market Survey, Q1 2020
Ad hoc and reactive with little standardization of processes or policies.
Basic processes for logistics of moves with some standardization.
Structured & well-functioning for most types of moves with standardization.
Optimized and strategic with deep integration with broader talent agenda.
No structured assessment or metrics to measure success.
Basic metrics with success determined solely on employee satisfaction.
Multiple metrics based on employee satisfaction, cost adherence, etc.
Advanced metrics like cross-functional ROI with comprehensive visibility.
Not integrated. Data shared manually over email/secure sharing tools.
Light integrations for most critical systems – but mostly disconnected.
Integrations with majority of key systems and vendors (but not all).
Deep integrations with all key systems and partners.
No or little self-service capability.
Basic information accessible via self-service, but limited action capabilities.
Self-service for global mobility teams. Limited functionality for business users.
Self-service functionality for all key stakeholders.
No automation. All work done manually.
Some tasks automated, but still significant manual work done.
Majority of key tasks automated using technology.
All tasks automated with technology driving efficiency.
In this section libero tempore, cum soluta nobis est eligendi optio cumque nihil impedit quo minus id quod maxime.
This section will assess your organization's ability to use data as the foundation for making improvement and optimization decisions.
50% of interviewees rate visibility and control over costs as “not optimized”.
Source: Topia Market Survey, Q1 2020
Not data-driven. Most decisions made based on experience and gut feel.
Data used when available, but not a primary focus.
Data core part of running the business with dashboards, etc.
Data-driven culture – drives all decisions.
Data not comprehensive / inaccessible – incomplete and fragmented.
Some data available after significant manual effort.
Key data readily available and easy to access for mobility team.
All data available in real-time to mobility team, functions & employees.
Not using the data / don’t have good access.
Use data for basic reporting on performance after the fact.
Operational usage of data to track, manage moves. Address issues as they arise.
Operational usage of data plus data used to drive talent decisions for company.
Spend not optimized, tracked or managed – little consolidation of data.
Limited optimization with adjustments made every 3-5 years through RFP process.
Moderate optimization – some visibility of spend, adjustments made few times a year.
Highly optimized – full visibility of spend, technology optimization throughout the year.
Completely reactive and only identify issues after the fact.
Somewhat reactive with few basic steps in place but no prevention mechanisms.
Data and prevention processes in place only for highest-risk staff.
Highly proactive – issues prevented via integrated systems, vendors and processes.
In this section libero tempore, cum soluta nobis est eligendi optio cumque nihil impedit quo minus id quod maxime.
This section will assess your organization's ability to stay compliant and predict, prevent and react to mobility compliance risk across the globe.
30% of interviewees say they have more compliance risk than they should for tax, immigration, and
payroll.
Source: Topia Market Survey, Q1 2020
Unlikely to pass with significant critical shortcomings.
Likely to pass but with a number of significant risks and issues identified.
Pass with some visibility/data to manage risk adequately.
Pass with flying colors – best-in-class compliance and risk management.
Unprepared with limited visibility of data and understanding of new requirements.
Somewhat prepared with significant manual effort needed with key gaps.
Mostly under control, but access to key information lacking.
Proficient – access to mobile and static employee data, and partners to minimize risk.
Unprepared. Don’t have the capability today.
Somewhat prepared with limited tracking mechanisms in place.
Prepared for core populations – some areas to address.
Proficient across the company with good tracking and data visibility.
Not confident. Significant gaps/risks.
Some confidence but still working through initiatives to address issues.
Adequately confident with rules in place, but some risks due to manual processes.
Very confident due to the level of technology and integration.
Significant penalties paid.
Limited penalties paid.
No penalties paid but concerned about future issues.
No penalties paid and very confident of compliance management.
In this section libero tempore, cum soluta nobis est eligendi optio cumque nihil impedit quo minus id quod maxime.
This section will assess your organization's ability to develop, delight and retain your global workforce as they transition between roles and locations. This includes your technological prowess and self-service capabilities.
Less than 25% of polled companies rate their employees’ experience as very satisfied.
Source: Topia Market Survey, Q1 2020
No standard or tailored support in place. Ad hoc services and benefits.
Standard support only. One-size-fits-all.
Some basic flexibility on standard support policies.
Customized support – proactively adjust policies based on individual circumstances.
Poor retention or no data available to track retention post-move.
Moderate retention rates mostly in line with rest of business.
Good retention rates in line with rest of the business.
Above average retention rates with strong engagement during and post assignment.
Limited involvement- only during operational relocation stages.
Reactive involvement to business needs/queries at various stages.
Proactive involvement in many stages of the employee lifecycle.
Extensive involvement and strategic input in all stages of the employee lifecycle.
Not satisfied– lot of negative feedback and/or don’t track employee satisfaction.
Somewhat satisfied with a few key areas of dissatisfaction that need resolution.
Satisfied overall with some opportunity for improvement.
Highly satisfied with consistently positive employee feedback.
Poor experience. Employees don’t have technology to support them.
Some basic employee-facing technology but fragmented and not comprehensive.
Elements of self-service platform, with modern user interface.
Best-in-class, personalized technology experiences with a premium UI.
In this section libero tempore, cum soluta nobis est eligendi optio cumque nihil impedit quo minus id quod maxime.
Lorem ipsum dolar sit amet, cum soluta nobis est eligendi optio cumque nihil impedit quo minus id quod maxime. In this section libero tempore, cum soluta nobis. Lorem ipsum dolar sit amet, cum soluta nobis est eligendi optio cumque nihil impedit quo minus id quod maxime. In this section libero tempore, cum soluta nobis. Lorem ipsum dolar sit amet.