Bleak global economic outlooks have always questioned whether economies are really robust and talent markets really flourishing. While fluctuation is an ongoing process that produces ripples across nations, it can’t be held true for all trading blocs. Even as US and Europe battle erratic investor interests due to ongoing trade wars and slow manufacturing, ASEAN is facilitating business expansion much better than its rival production hubs in China and South Asia.
Demand for large scale projects, ease of manufacturing and a growing consumer market have had MNCs teeming to set up shops in the region like never before. A good number of companies that based out of the region are adopting smarter working models and adapting to digital environments at an unprecedented level. There has also come with this gigantic wave of disruption an essential requirement to plug talent gaps as and when they arise.
Employee mobility has become such a crucial factor in businesses that it is directly linked to an organisation’s growth and ROI. Seamlessly adapting the company’s working model into its new environment by leveraging technology and talent will determine how successful they have been in their new market.
For many companies, moving employees across borders means negotiating regulatory loops and pitfalls, collaborating technological infrastructure with processes and enabling functions through AI, predictive analysis and Big Data. Today the role of technology is so niche that companies are building apps and digital ecosystems to help ensure the teams they build in their new offices are sustainable and align with business parameters in the long run. Here’s what mobility encompasses:
Commissioning Projects & Deploying Teams
Sometimes organisations deploy teams and start projects specific to certain locations (like say the ASEAN) for want of resources, talents or services. These days, the whole blueprint of designing a project can be tested out through predictive analysis where data can tell you how many people you may require depending on your market output, duration of project and the cost of operations. It can also instruct managers on the kind of skills required for these assignments and enable them to match portfolios from their talent pool accordingly.
Most of these models are centered on software that gives employers real time data on how well the integration has happened and observe progress of the project by constantly alerting managers involved with it. Talents can also submit real-time feedback to their managers via these systems enabling the mobility seem less of a huge transition and more like inter-department work in the same office although it is happening across continents.
Moving Niche Talents to Head Teams
Digital disruption has entered our lives in the most personal ways. To aid mobility and establish ease of transition, companies are building models where talents who are being moved to new locations get app-based alerts on paperwork and visas. Not only do these platforms engage talents to fill government forms, visa applications, tax entries and file claims on the go, they also help acclimatize them to their new turf by hunting for accommodation, schools nearby, hospitals and even expat organisations for registration.
With Kuala Lumpur being named the second most preferred destination for expats by InterNations.org, the city has widely pumped its chances of being the go-to destination for businesses and investors alike. Languages, culture, food and hassle-free regulatory norms have paved way for this distinction.
Digital Intelligence & Future Mobility Trends
Another key advantage of digital disruption is the ability to measure mobility needs for the future. By optimizing technology to size up future requirements, organisations can now strategically make decisions based on digital tools and HR dashboards. Timely screening draws up business objectives that can be employed in the future. These digital systems also help companies track future mobility trends based on market variables and other metrics of the local economy.
To successfully ingrain mobility into the business ecosystem, digital intelligence also help companies align with agencies to seek faster government approval for talents, source different kinds of work permits for them and submit innovative ideas to improve competency. Digital intelligence may prove to be way beneficial in ensuring workflow and meeting talent-focussed needs as far as administration is concerned.
Although the future of work will be largely dictated by bots and machines, the presence of a local agency to warmly guide expats and extend emotional support will remain at the core of human needs.
