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Talent mobilityAs the global economy recovers, companies will have a greater need to deploy their talent around the world. This will lead to a significant increase in the overall talent mobility. There will be more assignees, more business travel, more virtual tools and more quick and short-term assignments. A PricewaterhouseCoopers survey says that assignee levels have increased by 25% over the last decade and it predicts a further 50% growth in assignments by 2020. It says that the growing importance of emerging markets will create a significant shift in mobility patterns as skilled employees from these markets will look at operating across their home continent and create greater diversity in the global talent pool.The survey, which covered 900 global companies, underlines that mobility strategies will need to become more sophisticated and complex as organisations meet growing deployment demand. The governments and regulators will have to accept the economic benefits of talent mobility as far as stimulating economic growth is concerned. This acceptance, the report says, will lead to greater collaboration between governments and businesses.In the past, international assignments were mostly driven by large multinationals based in the US and Europe. These organisations used to send talent from the headquarter country out into the field to manage operations in other parts of the world. Many assignments were from the US into Europe. But oil and gas, mining and other industries that are dependent on natural resources regularly send staff to more far-flung destinations. Assignees were sent off for a two- to five-year period and were incentivised with attractive expatriate packages.Now, with an increasing demand for global talent mobility and as new markets emerge for companies to sell their products and services besides manufacturing their goods at lower costs, offshoring will gather pace. A new breed of mobile workers will emerge alongside the expatriates and meet the globalisation demand through commuter, rotationals and technology-enabled virtual assignments.The flow of talent is still predominantly from the West to the East or intra-continental. But companies have begun to tap into rich talent pools in emerging markets, particularly India.

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