With integration between key HRIS and finance systems and the global mobility software core employee information such as demographic data, cost centres and payroll information as well as assignment details can be kept current and with intelligent workflow, global mobility teams can be prompted when these changes impact on assignments.
Information held in talent management systems is increasingly important to empower global mobility in assignment selection and review discussions with the business. This is enhanced if data is held on employees who are willing to relocate, details of relevant skills, languages and working rights.
By being connected with your vendors you can initiate and pass confidential data in a secure way. This can be particularly important when Personal Identifiable Information and compensation data is required by compliance vendors for tax and immigration. The two way flow means that global mobility teams can see the status of services managed such as the progress of tax return filings or how a home search is coming along.
Whilst businesses become more reliant on the ease and speed of information sharing, EY’s Global Mobility Effectiveness survey indicates that only 18% of Global Mobility teams have robust technology in place. For those who do have technology, this may be effective for managing assignments, however, it may not be API-ready and able to cope with integration; the key to future-proofing its usability in the workplace.