A Year in Review: 2024
Olivier Meier
Talent Mobility & Total Reward Strategies | Future of Work | Working From Anywhere | People Analytics & HR Tech
In 2024, four megatrends shaped the priorities of top management and influenced mobility management:
Talent issues matter more than ever — A shortage of talent and skills is leading organizations to prioritize the attraction, retention, and reskilling of employees.
The agility and flexibility imperative — The increasing demand for agile and flexible work arrangements means that companies need to enhance their “employer value propositions” to better align with the evolving expectations of the workforce.
Well-being at the forefront — This new priority is driving companies to adopt human-centric approaches to productivity, placing greater emphasis on employee well-being and mental health issues.
AI and the great technological disruption — This significant shift is encouraging businesses to leverage AI technologies to ensure future success, while also requiring them to define optimal models to create effective synergies between AI capabilities and talent management.
The concept of working from anywhere remains relatively new and somewhat ambiguous; however, it has progressed in maturity and acceptance throughout 2024. Organizations are under increasing pressure to establish a clear framework and pragmatic processes to manage it.
Temporary international remote working, commonly referred to as “Workation,” is the most prevalent form of international remote work and is becoming a widely recognized benefit that organizations offer to attract talent.
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AI was one of the most frequently discussed topics in 2024 but many mobility professionals remained uncertain about how to effectively integrate AI within their processes. Resource constraints are limiting the ability of mobility functions to take a more strategic role and to efficiently manage new forms of mobility at scale – AI is part of the solution.
A shift in the role of the mobility function is currently underway: priorities are evolving from traditional relocation issues and long-term assignments to focusing on talent sourcing challenges, which involve international foreign hires, permanent transfers, and international remote workers.
Managing costs continues to be a significant concern for mobility management. Effective cost containment requires clear guidelines and strategies.
Enhancing the mobile employee experience has become a critical focus in recent years, largely due to talent shortages and the changing expectations of employees. Successfully addressing this issue will require more than just minor adjustments to mobility packages.
Finally, here is a reminder of some key ideas and concepts that have been influencing HR and mobility discussions in 2024.