In the Autumn 2024 issue of Think Global People magazine, Dr. Sue Shortland discussed the growing trend toward alternative global mobility assignments. More employers are leaning toward alternative assignments like short-term roles and one-way international transfers. Why? They’re flexible, cost-efficient, and offer great opportunities for developing talent. But let’s be honest—these options aren’t without their challenges, especially when compared to traditional long-term expatriate assignments.

Short-Term Assignments in Alternative Global Mobility Policies

Short-term assignments (STAs), typically lasting 3 to 12 months, have become more popular due to perceived cost advantages, help companies quickly place the right talent in the right spot, and provide employees with valuable career development experiences. However, due to family separation, STAs pose challenges related to tax compliance, assignment extensions, and employee well-being.

Commuter Assignments as an Alternative Mobility Solution

Commuter assignments, often used for project-based work, provide employees with some time at home while frequently traveling to the host location. However, long-term commuting can strain employees, making regular well-being check-ins crucial. Increased long-distance travel can also have a negative impact on companies’ sustainability efforts.

Permanent Transfers in Global Mobility Strategies

One-way international transfers are becoming a more cost-efficient alternative to long-term assignments. With permanent transfers, companies typically move employees based on local terms with fewer ongoing benefits. However, organizations must ensure sufficient intercultural and emotional support, especially for families, to facilitate smooth transitions and sustain employee engagement.

Lump Sums vs. Care Approach

Many organizations face a choice between offering lump-sum payments or providing tailored support services. While lump sums offer flexibility, they may not suit employees with more complex needs. A “care” approach offering more personalized support can enhance productivity and foster greater diversity within assignee populations.

AI and Flexibility in Policy Design

In some organizations, artificial intelligence (AI) is now being used to streamline mobility policy design. AI can assist in areas like predictive analytics, compliance tracking, and optimizing program logistics. But while AI can improve efficiency, human oversight remains essential to ensure accuracy, cultural alignment, and compliance.

As global mobility continues to evolve, embracing flexibility, innovation, and personalized support will be key for HR leaders to attract and retain top talent while optimizing costs. Companies can stay ahead of the curve by carefully balancing STAs, commuter arrangements, and permanent transfers and strategically leveraging AI. However, program success ultimately depends on maintaining a human-centered approach—ensuring that policies align with business objectives and employee well-being. Global mobility leaders who strike this balance will not only drive organizational growth but also foster a more inclusive, resilient, and agile workforce.