How to encourage successful outbound assignments and build a talent pipeline of future leaders
Hong Kong and China have long been destinations for financial institutions and manufacturing opportunities, then latterly as truly viable sales markets. Although assignees from these locations offer promise, they face challenges when moving to European and North American locations.
Our latest article explores these challenges and opportunities for both the relocating individual and receiving team, as well as how to encourage successful outbound assignments and build a talent pipeline of future leaders.
The following four building blocks are discussed:
- Global Mobility policies through diversity, equality and inclusion lens
- Candidate assessments
- Cultural training for assignees
- Cultural training for organizations