World Mobility Perspectives Big Global Mobility Trends To .
World Mobility PerspectivesBig globalmobility trendsto watch in 2019How the world works better
“If you always do what youalways did, you will alwaysget what you always got.”Albert Einstein
ContentsIntroduction4The increasingly importantemployee experience6Technology to supplement,simplify and enhance10Global mobility inthe advisor role12Flexibility and choices14Dual-career couples16Employee well-beingand duty of care18D&I Mobility: Making globalcareers more accessible21Conclusion23This article was authored by Lisa Johnson of CrownWorld Mobility’s Consulting Group. If you have anyquestions regarding this article or would like to findout more about our other services, please contactLisa at ljohnson@crownww.com or visit our websiteat www.crownworldmobility.com.
4 Big global mobility trends to watch in 2019IntroductionA new year gives us the chance to reflect on, and anticipate, how global mobility isresponding to the world in which it operates. The World Economic Forum’s annualmeeting in Davos, Switzerland is one of our favorite starting points; it brings togetherthe minds of corporate and government leaders with innovators and technology,cultural and societal leaders. This year’s theme has been termed “transformation”and that, too, is a fitting theme for global mobility.
Big global mobility trends to watch in 2019 5We continue to live and work in political uncertainty,with Brexit’s future still being negotiated, trade tensionsimpacting global business and nationalism emergingin a number of countries. And yet, we live and work inincredible optimism, with a global wave of commitmenttowards social and environmental responsibility. We arefirmly ensconced in a digital world; highly connected withtechnology driving us to innovate new ways of workingand communicating – and driving inevitable shifts inbusiness models and workforce values.Global mobility has not historically been at theforefront of adopting new ways of working but in 2019it is left with no choice. We must take notice, embracerecent disruptions and prepare for what’s to come.Every year we highlight emerging trends and updatesome evolving topics from previous years. Crown WorldMobility’s 2019 trends shed light on how companiesand our industry are responding to and, in some cases,driving today’s transformation with significant change.We also live with the reality of an increasingly youngerworkforce. And in the few countries where this isn’t thecase, there is an urgent need to find alternative workforcesolutions. The youthquake of global talent is forcing mostcompanies to shift values, cultures and strategies.Big trends to watch listThe increasinglyimportant employeeexperienceDual-career couplesTechnology tosupplement, simplifyand enhanceEmployee well-beingand duty of careGlobal mobility in theadvisor roleD&I Mobility: Makingglobal careers moreaccessibleFlexibility and choices
6 Big global mobility trends to watch in 2019The increasinglyimportant employeeexperienceThere are few industries that don’t have “employee experience” on their 2019 trendslist. Driven by a growing recognition that employees’ expectations are evolving, thereis a greater need to offer an engaging, emotional, human-centered experience inthe workplace. This is especially true at critical, “pivotal” moments, like recruiting,onboarding, career planning or exiting the organization. Embarking on an internationalassignment/location change is another of these moments.
Big global mobility trends to watch in 2019 7There are many onboarding ideas, offering a “soft landing”to the employee and family at the start of an assignmentor relocation – policy orientations, new location “WelcomePacks,” cross-cultural training or destination services – buttoday we are seeing more creative ways to supplement thetraditional approaches.When developing new ways to support onboarding, it isimportant to provide guidelines and get buy-in to ensureyou have a consistent global platform – even if localnuances are adapted for cultural fit.Though location and other factors influence whatapproaches apply, a few general examples include: Developing a basic guide for the receiving manager andnew destination team to ensure consistent and thoroughonboarding. Includes what needs to be ready for theemployee’s arrival and any activities that should bescheduled to ensure the employee meets people quickly,gets up and running and is productive on the job. Providing points of contact for the employee andaccompanying partner. Be creative; one companyrecently used polaroids to introduce key team membersin their welcome kit.Today, companies are raising the bar with creative waysto engage and retain talent, and improve the employeeexperience in global mobility.At pivotal moments within the lifecycle of a temporaryor permanent move, companies that are focused on theemployee experience will have an infrastructure in placeto provide the information and support specific to thetransition underway. For example, at the start of a move,companies are increasingly building on onboardingstrategies to ensure that mobile employees receive anorientation, understand their points of contacts, theresources available and a timeline of what to expect andwhen it will happen.Even before the start of a move, some companiesrecognize the criticality of an informed decision-makingprocess. Many are providing managers with selectionguides to identify more qualified candidates, and selfassessments for employees and family members. Theyare also developing formal and informal ways to get toknow the destination, financial implications of a move,quality of life in the new location and relocation servicesmade available to the employee. Exploring low-cost ways to help the employee/familyget to know the new location and feel welcome. Setup popular local apps, download maps, use scavengerhunts, schedule a bike or foodie tour to celebrate theemployee’s first 30 days, etc.One long-standing best practice, that is also becomingmore standard, is to give employees access to some levelof ongoing support during the life of the assignmentor after the initial move. Minimally this can consist ofproviding information – perhaps on the company’s Intranet,in a text or an email reminder – on career planning,updating assignment objectives, repatriation preparation,or to capture new competencies and skills related tothe experience that will become part of their annualperformance review. Often a simple “how is it going?”could make a difference to the employee and solicitvaluable feedback for the program.
8 Big global mobility trends to watch in 2019Repatriation is another pivotal moment requiringsupport. Often linked to assignment ROI, it has beenwritten about extensively at Crown and across theindustry. When the repatriation experience only focuseson the logistical move and not the employee’s career,onboarding or family’s adjustment, or when repatriationlacks support for leveraging the employee’s internationalexperience, it may result in the employee exitingthe company or an irreparable blow to morale andproductivity.The big takeaway is that no-one can afford to rely on“typical” or “standard” approaches to bringing in thehuman touch to the employee’s experience. Whatone employee might deem stressful, confusing ornecessary might be irrelevant to another due to theirage, experiences or expectations. The key is to haveinformation and support available and to offer it in avariety of forms.A number of our trends this year reflect the increasingneed for personalization and choice. Companieslooking for creative ways to identify what an “employeeexperience” focus can look like start with engagingcurrent and past “customers.” They may set up a simpleway to get feedback (i.e., using a polling or feedback app)at the entry or exit of each pivotal moment during theassignment lifecycle. To gain more in-depth feedbackthey may use focus groups, voice of the customer surveysor interviews that can generate ideas around whatsupport would be useful.
10 Big global mobility trends to watch in 2019Technology tosupplement, simplifyand enhanceTechnology solutions come in many shapes and sizes. Across our industry everycompany has some level of technology supporting its business model. No matter whereyou work, you find yourself a part of your organization’s digital journey. Opting out isnot possible.
Big global mobility trends to watch in 2019 11Employees, especially early-career Millennials andemerging Gen Zs, continue to influence expectations.But employees across almost all generations have similarexpectations when it comes to wanting the convenienceand simplicity of having information at their fingertips– and available on any of their devices. Technologydesigned to help manage an employee’s movecontinues to evolve. Even companies with fewer than 25assignments per year will look to move away from paperprocesses for forms and policy.What about chatbots?CWM’s 2018 research shows that companiesadopting chatbots to support their mobilityprogram communication remains a futureaspiration. Only 3% of companies are usingthem. Some companies cite challenges suchas; questions may be phrased differently andtechnology may vary from one region to another.This impedes some of the standardization requiredin chatbot technology.There are a number of technology solutions that areclearly making a huge difference in enhancing theemployee’s experience and simplifying the process.Here are a few examples on the rise: Technology platforms to support the use of lumpsums and cash allowances: the focus is on simplifyingdecision-making, choices and managing budgets. Thisis especially popular for Do It Yourself (DIY), early-careeror low-cost move scenarios. Virtual options for home searches, destination tours,home surveys, policy counseling, language and crosscultural training, coaching, interviews, etc. ePacking so that the employee’s goods are scannedand tracked. Gone are the days of manually generatingpacking lists. Interactive, click-through policies designed to accessrelevant information easily. There is no longer a needto read through text-heavy PDF documents; simpleinfographics explain processes and policies. Use of social media to connect with other expats innew locations. This will be especially useful for nontraditional relocating employees or families whowant alternative communities for support and socialactivities. Videos to explain global mobility processes at everystep of the journey.While technology-supported solutions will continueto emerge, improve and amaze us, and employees’demands will only increase, the person-to-personengagement familiar to the relocation process willcontinue to play a critical, albeit evolved, role. We believethat our industry will be at the forefront of balancinghuman technology interaction and human-to-humaninteraction to ensure that the highly emotionally chargedexperience of relocating is undertaken in the mostsuccessful way.
12 Big global mobility trends to watch in 2019Globalmobility in theadvisor roleThe evolution of the global mobility professional is acontinual process. The increased use of flexible mobilitypolicy, along with growing business and employeedemands for choices, requires those in the functionto advise and support decision-makers in new ways.Interestingly, this is a trend that reflects similar shiftsacross HR. According to SHRM, the Society of HumanResources Management, in 2019 “employees will dependon their employers for advice and help in understandinghow to best leverage their specific needs.”In a recent Crown World Mobility survey of more than 125 global mobilityprofessionals, 56% of companies indicated they use flexible policies andanother 10% are planning to use the approach in the next 12 months. Core-flexis the most popular flexible policy option available. Driven by the businessmanager or HR, the “flex” element can also be an instrument for employeechoice. Flexibility offers companies a way to address differing business line,location and employee needs via a consistent platform. Yet this very benefitrequires that someone take the role of advisor to the decision-makers, andthat role is typically filled by global mobility.Employees looking for choices in policy are finding it in the use of lump sumand flexible allowances; particularly popular in policies targeted to early-careeremployees, often moving for the first time. While these employees may needfewer services, they typically need more guidance. This paradox leads directlyto the desks of global mobility professionals.Flexibility and choice of any kind add complexity and require new skillsand practices. This year we will see global mobility teams re-writing jobdescriptions, upskilling team members and hiring new talent with moreconsultative and strategic experience.
14 Big global mobility trends to watch in 2019Flexibility and choicesThis topic continues to evolve in termsof what it means and is becoming aperennial trend. Today’s consumers wantchoices, convenience and the opportunityto customize. This reality is makingit into all types of corporate strategy,including global mobility. Business andHR partners want options to meet theirneeds, whether it is the budget, region oremployee population.Today’s employees are accustomed to marketplaceoptions: How we purchase (WePay, Venmo)Where we purchase (Amazon, online stores)New services (Uber, Airbnb)Choices for items we buy (gluten free, customizedsneakers, and even choices for room color, art on thewalls and pillow options when booking hotels)So why wouldn’t they expect some choices in theircompany’s global mobility program?Similarly, corporate global mobility programs increasinglyexpect flexibility and choice from their external partners:concierge services, lump sum management, global orlocal billing, face-to-face (F2F) or virtual consultations.
Big global mobility trends to watch in 2019 15Flexibility and choice in global mobility is a big part of the “transformation” theme for 2019. Here are just a fewways they are increasingly common place: Flexible policies are on the rise. Based on CWM’s 2018survey:47%of companies that offerManager and HR flexiblepolicy options have hadthem for two years or less62%of companies that offeremployee-choice optionsin policy have had themfor two years or less Early-career employees are asking for DIY and cashoptions for some types of relocation support:Travel bookingsTemporary housing Cross-cultural and language training programs aredelivered in a variety of ways from high touch, to notouch or something in-between:F2FBlendedlearning modelsVirtualSelf-managed Business units and regions want flexible options forhow different types of assignments and employees aresupported. Housing options for mobile employees now come indifferent sizes, budgets and styles in order to meetthe different lifestyles and priorities of a wide rangeof employees – from traditional expat housing to thelatest urban trend of “co-living” where tenants leasesmall rooms and share common spaces with strangers.Some companies are even telling employees that ifthey use less than the housing allowance, they can splitthe difference with the company as a way to encouragealternative thinking. Employees want the flexibility to work in an office,from home or in a coffee shop. The latest workplacedesigns for companies immersed in the war for talentdevelop ultra-high tech, high-design spaces that oftengive employees a wide range of work environments tochoose from. Shipping and furniture options for temporaryassignments and transfers include offering thechoice of the legacy approach (20 and 40 ft shippingcontainers), furnished housing or a furniture allowance.
16 Big global mobility trends to watch in 2019Dual-career couplesDual-career couples are not a newphenomenon in global mobility, nor is thisthe first time we have presented it in ourannual trends. So why is it reappearingin 2019? Because more companies arestruggling with the challenges that thedual couple demographic brings and are insearch of creative solutions.There are two ways that we see companies defining thedual-career couple. Most frequently the term applies toan employee whose spouse or partner has a career inanother organization and perhaps a different field. Forsome companies the employee population includes anumber of employees who are married, and therefore,“dual career” may also mean an employee whose spouseor partner is working in the same organization.
Big global mobility trends to watch in 2019 17This topic has continued to increase in importancebecause it is far more common for both partners tocontribute significantly to a family income. This meansthat when an employee is asked to go on an internationalassignment or transfer locations, the economic andfamily impact of the decision is greater than in the past.Another challenge for the dual-career family stems fromchanging immigration regulations and partner workauthorization regulations.Currently, the EU and the U.K. still have a free movementof people arrangement that is central to the Brexitnegotiations. Around the globe there are only 30countries that allow accompanying partners to work.In some countries, like the U.S., this is only for marriedpartners. But in many cases, like the U.K. and Denmark,this is available for employees’ partners and not limited tocouples with married status. In 2018 Hong Kong passeda landmark ruling allowing dependent visa status forsame-sex partners, giving LGBT spouses/partners theopportunity for employment. This shows progress, but itcontinues to not be the norm in most countries.We are seeing dual-career challenges to mobilityin all industries and regions. The dual-career factoris a significant barrier to getting the right peopleto accept an assignment or a move. So how arecompanies dealing with this? Split-families are on the rise – this approach, whichemerged in Asia before it became more frequentlyused in Europe and other regions, means that theemployee accepts an assignment or permanentposition in a new location but goes unaccompanied– leaving the partner and family in the home location.Many companies now have policies to support thesplit-family approach, offering more frequent homeleave, reverse home leave and other options. In manycompanies, eligibility for the split-leave status is limitedto 12-24 months, due to the instability to the family andthe high potential for employee burnout. Productivityon the job is also likely to be impacted in the long term. Commuter assignments have risen for somecompanies as a result of the high number of employeesin dual-career relationships. We see this especiallytrue across the EU, where there are fewer regulationsand distances are shorter. The commuter solution hassimilarities with the split-family approach describedabove. However, the commuter status is normallylimited to trips of four hours or less, and the companyincurs the cost of weekly or frequent returns home.While there are successful examples of positionsbeing filled, one challenge is that the roles are notusually intended as temporary. After a period of timecompanies may find that the commuter status impactsthe employee and their family, as well as the morale ofthe team in the home and host location. The dual-career trend is also increasingly relevantdue to its connection with diversity mobility. Forcompanies focused on increasing female employeesand those with same-sex partners, the dual careerdilemma is almost always part of the discussion –whether it is standing in the way of the employeeaccepting the assignment, requiring the company tooffer alternative assignment types or creative solutionsto make the assignment work. Partner support will continue to become morecentral to the global mobility program. Todaymore than half of policies, 56% according to our2019 Policy and Practices report, address spouse/partner assistance. While most poli
mobility in the advisor role The evolution of the global mobility professional is a continual process. The increased use of flexible mobility policy, along with growing business and employee demands for choices, requires those in the function to advise and support decision-makers in new ways.
Aruba 7008 Mobility Controller Aruba 7010 Mobility Controller Aruba 7024 Mobility Controller Aruba 7030 Mobility Controller Aruba 7210 Mobility Controller ArubaOS_72xx_8.1.0.0-1.0.0.0 ArubaOS_72xx_ 8.4.0.0-1.0.6.0 ArubaOS_72xx_8.4.0.0-1.0.5.1 Aruba 7220 Mobility Controller Aruba 7240 Mobility Con
2 Introduction: - Transformational Shifts Reshaping the Future of Mobility New Mobility Business Models Mobility Integration Convergence of Corporate Mobility The City as a Customer Women and the Automotive Industry Focus on Health Wellness and Wellbeing in the Automotive Industry Connected and Automated Mobility Growth in high Speed Rail and Public transport .
01.26.10.0033 Trial double mobility liner Ø 22mm / DMC 1 on demand 01.26.10.0034 Trial double mobility liner Ø 22mm / DMD 01.26.10.0035 Trial double mobility liner Ø 28mm / DMD 01.26.10.0036 Trial double mobility liner Ø 28mm / DME 01.26.10.0037 Trial double mobility liner Ø 28mm / DMF 01.26.10.0038 Trial double mobility liner Ø 28mm / DMG
Spatial Big-Data Challenges Intersecting Mobility and Cloud Computing Shashi Shekhar, Michael R. Evans, Viswanath Gunturi, KwangSoo Yang . Other challenges include geo-sensing, privacy, prediction, etc. 2. TRADITIONAL MOBILITY SERVICES Traditional mobility services utilize digital road maps [18, 31, 33, 42]. Figure 2(a) shows
Recently, the Perspectives Global Desk has been formed to serve the increasing need to adapt and multiply the course in settings beyond North America. The IIS carries out other educational efforts. It serves as the governing and guiding structure supporting the global extension of the Perspectives course. Both the Perspectives Study Program
Global D&I is about recruiting and retaining talent, including different voices and perspectives. Diversity comes in many forms: gender, religion, skills, experience, sexual orientation, geography, culture, disabilities, family structure and generations. The areas of D&I focus can vary locally across
This is why we called the 4th High Level Dialogue on Connected & Automated Mobility in Vienna “Beyond SAE LEVELS: Towards Safe and Sustainable Mobility”. We wanted to pick up on the Swedish focus on integrated mobility and ask ourselves how we can integrate new automated services into a future-proof and sustainable mobility eco-system.
In recent years technologies like Artificial Intelligence (AI) is been proved immensely valuable to SCM. As the name suggests AI defined as the ability of a computer to independently solve problems that they have not been explicitly programmed to address. The field of AI came to existence in 1956, in a workshop organized by John McCarthy (McCarthy Et al., 2006). In successive years the .
