Cartus Consulting guides organizations of all sizes to the best solutions in global mobility and mobile workforce development. This is the first post in a series in which Cartus Consulting looks at the top talent management issues companies are facing in emerging markets.
How can assignment benefits differ for employees in emerging markets?
While companies continue to expand their businesses into emerging markets, they have also found it necessary to be more flexible and creative with the assignment benefits they are offering. This is because many emerging markets lack infrastructure such as suitable housing and schooling, and have issues with security and transportation. These circumstances are leading companies to consider a host of new options.
Cartus has found companies either expanding or further customizing their benefits by taking steps such as requiring employees to travel in a car with a driver or in an armored car, implementing mandatory security approvals and briefings, adding annual leave benefits, and reinstating incentives–such as rest and relaxation benefits and Foreign Service/Mobility premiums–they had eliminated years ago. Based on the emerging market location, some companies may recommend a split family arrangement in which the family either resides in the nearest suitable host city (where feasible), or remains in the home country. This will result in the company offering some more flexible assignment benefits outside of its standard global policy in order to meet the objectives of the assignment and retain key talent.
You are invited to read the full Q&A With Cartus Consulting/Talent Management in Emerging Markets document.
Email this contributor at email@example.com.