Many years ago, expatriation, understood as the moving of qualified personal to other countries, was a possibility reserved only for the top management of businesses. However, the dynamic of internationalization of the labour market has notably changed due to globalization and technological advances.

Today, the process of expatriation is seen as an opportunity to develop a successful professional career and a way of life radically different than generations before. Frontiers are no longer seen as barriers now that young people today do not look to work at one company for their entire life nor have an 8 to 5 office job.

The learning model is also different for young people and workers of today. The webinar, and TED talks, or the array of courses offered on the internet, are an authentic revolution for the job market. This is supplemented with the interviews that companies hold with candidates via Skype, or with job offers published by a multinational, to which anyone in the world can apply.

When it comes to taking advantage of these new talents and benefits of the new models of learning and business, experts in international mobility agree that businesses are facing a challenge, that at times, is very difficult to manage. This is especially true in developed countries that have a qualified population that is, however, older, and resistant to change. On the other hand, in developing countries, there is a high percentage of the young population but with a lower qualification.

These difficulties are an opportunity to promote public policies able to manage the so-called “brain drain”, in developing countries and the custodian of the intellectual patrimony of the older generations in developed countries. The multinationals, for their part, are being required to develop new plans for internationalization in which the motivations, abilities, and interests of the employees is fundamental.

Humans more than resources

Faced with this irreversible globalization, Gustavo Duguech, senior partner at Duguech & Dip, considers that corporate management and above all, the Human Resources of these corporations, must design a strategy for international mobility which adapts to the world of today. This strategy must go hand in hand with the business strategy. Today it is more important than ever, to permanently review the policies of businesses to attract new talent to bring out the best in them.

This refers to the responsibilities of the management of personnel, which must be continually learning. They must be empathetic to the failings and the problems of their employees. Through coaching and mentoring or intercultural training, the managers of Human Resources can design programs that are truly valuable for expatriates and that benefit them and their families.

The management of talent and international mobility requires attention to specific fundamental questions such as the culture shock that an employee might find in the process of expatriation, the negation of the family to transfer, and other questions of vital importance.

Beyond the earnings and benefits that one can obtain in a business through internationalization, the Human Resources department must not forget that the success of the business relies on the happiness of its employees, wherever they may be. 

This information does not constitute under any circumstances legal advice, serving only for informational purposes. In case you need professional services in Global Immigration and Mobility, please contact us.

* It should be taken into account that the regulations of any of the countries analysed as well as the established procedures may change at any time and without prior notice.

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