There was a time when an international assignment meant presenting a standard set of policy benefits to convince a senior-level employee to uproot their family – and attempt to recreate their home-country lifestyle for three years or more. For many employees, the financial upside was an important motivating factor, with the expectation that they would be able to bank a substantial amount of their assignment benefits.
Most companies had policies that assumed all assignees’ and families’ needs were the same, regardless of location, assignment goals and family situation.
This “one-size-fits-all” approach made planning and managing assignments simpler; it also made assignment support expensive and inflexible.
As more companies began to offer international assignments to employees with different skills, for different business reasons and durations, new approaches to employee mobility evolved.
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