|
|
|
According to Aon's International Employee Mobility Report, inflation and rising prices, along with talent shortages, have become two key factors affecting employee mobility in international companies.
Aon, one of the world's leading firms providing professional services in Risk Capital and Human Capital, has published its annual International Employee Mobility Report, which highlights the changing nature of human mobility in 37 countries, 82% of which are located in the EMEA region.
The report indicates that inflation and rising prices, along with talent shortages, are prominent factors influencing employee mobility in international companies. According to the report, business travel is gradually returning to pre-pandemic levels and even beginning to surpass them. The policies and practices supporting this mobility are undergoing fundamental changes due to political instability, environmental, social, and governance (ESG) policies, sector-specific needs, and emerging roles.
In the report published in 2023, inflation and rising prices were ranked second, with 51% of participants identifying them as the most important factor this year. The prominence of inflation and price increases also reflects widespread economic concerns affecting both consumers and businesses.
Despite falling to second place in 2024, the talent gap continues to be an important priority affecting global employee mobility. Approximately half of the participants (49%) indicate that the talent gap impacts their strategies as they strive to create a flexible workforce.
About a quarter of the participants (22%) note that political instability and its resulting consequences affect global employee mobility, up from 16% in 2023. Diversity and inclusion have also become another significant factor for employees who are beginning to review their benefits, ranking fourth at 18%. Employees expect the benefits offered to support diversity, equity, inclusion, and belonging strategies.
The report also highlights the impact of increasing compliance burdens on international employee mobility. As countries' specific rules regarding travel and work become increasingly complex, companies are also making more ambitious plans related to international employee mobility to address the talent gap. These two situations indicate that this issue will gain much more importance in the future.
The rise of terms like "bleisure" (combining business and leisure travel) and "workcation" (short-term work from a remote location) as new forms of global employee mobility is also creating a set of new challenges for companies. With 62% of companies allowing short-term remote work, it is expected that clearly distinguishing between business and personal time in global travel policies and ensuring sufficient coverage in business travel insurance will become a significant priority for employers.
In her assessment of the report, Selda Oknas Tanbay, Co-CEO of Aon Turkey, stated, “Employee mobility in international companies is starting to gain renewed importance on the agenda of the HR world. As policies and practices related to this mobility undergo fundamental changes, new risks are also emerging. Political instability, compliance requirements, and new regulations, along with increasing awareness of diversity and inclusion, as well as the complexities introduced by remote work, are driving employers to take new steps. Our study allows employers to see how rapidly the dynamics of the global workforce are changing and that they need to take action to adapt to these changes. Fundamental challenges such as inflation and the talent gap emerge as significant factors shaping workforce mobility in both the short and long term. It is critical for companies to reassess their international employee mobility strategies and develop more flexible policies to mitigate the effects of changing economic conditions and the talent gap. At Aon, we are also committed to anticipating these challenges and providing our clients with the most effective solutions.” |
|
|
|
|
|
