Managing International Assignments: A Guide for First-Time Employers
If you’re handling international employee moves for the first time, it’s likely that you don’t yet have a formal global mobility programme in place. That’s not unusual. For many SMEs, international assignments happen ad hoc, often led by opportunity rather than strategy. But whether it’s one employee or a handful, the risks and responsibilities don’t shrink to match the scale. They still exist – tax, immigration, relocation support, payroll, and employee welfare, to name a few.
This guide walks you through what to consider when managing international assignments from scratch, helping you plan a smooth and compliant move without needing a fully-fledged mobility department.
Cultural Competence Training: Key to Global Mobility Training Success
Cultural competence training is often overlooked in international assignments, yet it can be the deciding factor in whether a relocation succeeds. While many organisations focus on logistics like visas and housing, global mobility training must include cultural preparation to ensure a truly successful transition. Relocation is more than just a change in postcode – it’s a complete shift in lifestyle, values, expectations, and social norms. Equipping people with cultural insight from day one means they’re more likely to stay, contribute, and thrive.
