Mexico is the second largest economy in Latin America, after Brazil. The country has an export-oriented economy with more than 90% of trade under free trade agreements.
With the steady increase in demand for a highly flexible and mobile workforce, Companies are growing concerned about a number of risks when it comes to business travel.
A lot of attention is given to expats being sent on assignment to another country, as companies understand that the faster they assimilate, the more productive they’ll be in their new roles.
Last week, we presented a webinar on Intra-Country Mobility Trends, which focused on domestically mobile workforces outside the US, UK and Canada.
I’m often asked how to balance cost savings with the additional administrative burden created by enforcing certain program provisions based on a case-by-case analysis.
As more companies embrace global mobility as a critical tool for developing top talent and pursuing new opportunities, our Consulting desk has seen increased requests for the best models and practices to streamline the complex management of global moves.
I was recently interviewed for an article on the topic of divorce for Mobility Magazine, and it occurred to me that in 20+ years working in the global mobility industry, I have never been asked to approach this question from a strategic viewpoint.