It was difficult to extract the key takeaways from the recent India webinar. We could have listed many more and welcomed ATMA members and guests to view the full recordings to capture the entire value presented.  

Key Takeaways:

1. Impact of COVID-19 on Mobility Policies:

- The pandemic has brought significant changes in global mobility policy demands within organizations.

2. Changes in Assignments:

- There is a shift in the traditional mobility approach, emphasizing the re-evaluation of assignment duration, purpose, and necessity.

- Hybrid assignments, typically lasting from 6 to 18 months, are gaining prominence for specific temporary needs.

- Short-term assignments for knowledge transfer and transition are still relevant but their approach is being reconsidered.

3. Business Travel:

- Organizations are re-evaluating the necessity of frequent business trips, leading to potential cost savings and support for ESG goals such as decarbonization.

- Business travel is now more targeted, mainly for top management or essential meetings, with many interactions occurring remotely.

4. Assignment Benefits:

- There is a shift towards core and flexible benefits, allowing tailored approaches based on individual needs, project requirements, and home-host country combinations.

- Mobility policies are moving away from a universal approach, recognizing the need for flexibility based on various factors like project budgets and employee requirements.

5. Temporary Roles:

- Emphasis on ensuring that temporary roles remain temporary, avoiding the practice of permanently rotating individuals in a constant role.

6. Cost Efficiency and ESG Goals:

- Organizations are leveraging mobility policy changes to achieve cost efficiency and support broader ESG objectives.

7. Emphasis on Employee Well-being and Engagement:

- There is greater focus on flexible policies managed through exceptions and recognition that adjustments based on project, industry, and demographics are necessary.

- Flexibility and core benefits aid in managing program costs, involving HR in decision-making to control costs and tailor approaches.

8. Global Policy Framework with Local Adaptation:

- Ensures high-level consistency with flexibility for local adaptation based on specific employee needs.

9. Ownership of Remote Work Policy:

- There is a debate on whether HR or Global Mobility should own the remote work policy, with mobility teams seen as better equipped for handling legality and compliance issues between home and host countries.

10. Challenges of Hybrid Work Models:

- Potential creation of permanent establishments in third countries and taxation issues with employees working from one country and generating revenue for another.

11. Continued Relevance of Global Mobility:

- Handling remote work policies helps maintain the relevance of the Global Mobility function, connecting various departments like payroll, finance, and legal for effective remote work policy management.

Watch the full webinar on our Youtube or bilibili channels.