02 April, 2025
New technology is pivotal for companies streamlining global operations, minimising administrative burdens, and maximising growth — including in global mobility management. Yet, according to a recent survey by Sage, just 59% of HR leaders and C-suite executives use HR analytics, while just 54% use automation.
This blog explores how technology and digitisation is revolutionising global mobility management, looking at data analytics and automation, key trends, and solutions.
Traditionally, global mobility managers would administrate moving people across borders using simple software like Excel spreadsheets. Today, it’s a different story. More advanced global mobility technology can turn raw data into sophisticated strategy, support employee development and drive company growth.
Compliance is still king in any global mobility program. As global mobility professionals navigate the needs of both the business and relocating or onboarding employees, they need to stay informed about, and on top of, legal and regulatory requirements to remain compliant.
Layer in new challenges like the global talent shortage and changing workplace, and the need to manage data and processes effectively through digitisation intensifies.
Suppose you’re inundated with tasks like amending contracts, organising payroll, assisting with visa and immigration applications, and supporting relocation activities. You won’t have much time left over to focus on the bigger picture.
AI and big data can save on costs while significantly improving efficiency and decision-making.
Take AI, for example, which can carry out routine tasks like resume analysis, visa management, and work permit processing, freeing HR leaders’ time to focus on strategic imperatives like employee development and satisfaction instead.
In addition, big data analytics (the process of examining large amounts of data) can underpin data-driven decisions, including on global mobility. For example, nurturing future leaders through succession planning is more manageable when employee performance is tracked.
Automation can also make global mobility programs far more consistent. Manual data recording is easily overlooked when HR, payroll and legal teams are stretched across various projects. Data automation can take the strain, significantly reducing the risk of costly errors and non-compliance.
You buy a Coke, and you’re encouraged to sign up for a digital loyalty scheme. Turn on Netflix, and you’re greeted with personalised movie suggestions. Scroll through Instagram, and you’re presented with products you were thinking about just that day.
Companies are collecting and acting on data everywhere you turn. In global mobility, data analysis is critical to unlocking employee potential. Typically, data falls into two categories when deploying a colleague abroad.
1. Administrative-led data:
2. Performance-led data:
When layered, this data can create a compliance base that serves as a springboard for people-centric growth. However, it’s important to note data analytics are only as effective as the data collected. Data collection should be a key consideration in digital transformation.
In a recent Salesforce survey, 77% of employees said automation gave them more time to deepen relationships with customers and other stakeholders, and 86% said automation solutions helped them make decisions faster. In the same survey, 88% said they trust automation solutions to complete tasks faster and without error.
Automation can be deployed in global mobility management, such as tracking and managing administrative processes and ensuring HR and individuals remain informed about changes to local legislation.
Blockchain technology is built around decentralised consensus mechanisms and cryptographic security, creating a transparent, secure, and tamper-resistant environment for international transactions, such as payroll and taxation.
Suppose a company uses blockchain for its payroll process, paying Employee X monthly.
The result? Employee X is happy their pay is secure and transparent. They can access their payroll history anytime, making it easier to resolve pay discrepancies or disputes using accurate data. The company has given Employee X confidence in its payroll system, building high trust.
Relocation is stressful for employees, but the everyday challenges of moving across borders are reduced with technology. IoT is the physical network of ‘things’ embedded with sensors and software, connecting them to the Internet and providing data. These IoT-enabled things help to smooth transitions and reduce losses.
For example, GPS trackers and RFID tags can be attached to assets (items like vehicles and containers), tracking their location in real-time. Trackers are also helpful for security; if a car, for example, is moved without authorisation, it will trigger a notification.
Remotely monitoring assets is especially beneficial for long-term assignees with many items in transit. IoT-enabled movements generate data in all cases, allowing for analysis and optimising future assignments.
The global workplace is ever-evolving due to digitisation; therefore, policy adaptation is necessary when developing a robust global mobility management program. Machine learning algorithms provide valuable insights, helping organisations to make better-informed decisions on when and where to adapt policies.
Leveraging real-time data on various data points, such as immigration laws, the cost of living and employee satisfaction shapes employee-friendly, cost-effective policies.
Here’s our quick guide to key technologies firms should build into their digital transformation for effective global mobility management.
Keeping up with technological change opens up so many possibilities for any HR and global mobility professional. Policymakers can use accurate data to arrive at quick decisions. Digital transformation is now.
Contact us today to arrange a consultation on our global mobility solutions.
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