Mobility
T
he
biggest
challenge
this year, in
terms of Talent
Mobility is,
without doubt,
successful
repatriation of
retuning Secondees. This was a big
challenge for us last year and will
remain so during 2015.
been increased, there is less need
for these skilled expatriates to
remain on assignment as the local
workforce starts to take over these
technical roles and as managers
start to develop and work their
way through the ranks.
Historically, the issue has been one
of sending talented individuals on
assignment, but with planning for
repatriation as an afterthought.
Given the way our industry has
developed, over the last few
years, there was a clear need to
send talented and highly skilled
employees to new and developing
markets. Clearly, this is a classic
case of assignments termed “Skills
Gap”.
While this has a tremendous
(positive) effect on the balance
sheet of the OpCo by reducing
numbers of high cost expatriates,
it means that these individuals
become ‘at risk’ and they need our
support to help repatriate them in
a positive way.
This cadre of skilled expatriates
has established both management
practices and transfer of technical
know