We increasingly hear that “mobility should be better connected with talent management.” This suggestion is not entirely new, but solving the issue is becoming increasingly urgent as HR teams need to justify their mobility approaches and budgets in a new context.

Linking mobility with talent management is often treated as an afterthought, an attempt to bridge a widening gap between siloed teams. If mobility is to play a strategic role in the overall talent and business strategy of an organization, it should stem from that strategy and not be merely connected to it.

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