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The field of Global Mobility is becoming more varied and complex than in past years. More and more companies operating at an international level, are realizing that the handling of international assignments cannot remain the same as it was handled at its origin. Many corporations that have already recognized this, have implemented Global Mobility Departments or at least GM representatives within their organizational structure. However, there are also enterprises that due to different reasons for example, the absence of the required resources, are not able to do so. These companies tend to handle international assignments on a case by case basis, which can lead to a handful of obstacles, especially when dealing with long-term assignments.
In recent years the field of International Human Resource Management has been experiencing a shift, from the long-term assignments to a short-term assignment variety. Nevertheless, there are various reasons why some companies can still not completely replace this kind of assignments. For this reason, it is vital for companies that do not have either the necessary requirements or demand for introducing a GM department, to manage these more efficiently.
This thesis examines the use of checklists as a viable method for managing long-term assignments. The findings were applied to the current case of Liebherr Aerospace Lindenberg, regarding their strategy for traditional assignments. Results show that implementing a tool, like a simple checklist, can help to ease many challenges of managing traditional assignments. Companies that share similarities with Liebherr could apply this method and adjust it to its own situation, goals and resources.
Today’s era is marked by high volatility, uncertainty, complexity and ambiguity – VUCA. As the global reach of businesses increases, the need for competent managers to take on cross-border assignments grows. Even though the results can be key to organizational effectiveness, global mobility remains a low priority on the list of strategic imperatives. This thesis will explain why and how companies should consider a strategic approach to global mobility in a VUCA environment discussing links between today’s turbulent times and global mobility. It will combine theory with practice, point out the key factors global mobility strategies must focus on in today’s VUCA environment and use these findings to develop a set of assignment types beneficial in the VUCA era. The study is based on qualitative research methodology using primary and secondary data. A literature review was used to gather theoretical information comparing various sources from academic journals and books on relevant topics. Case studies featuring Budenheim and Hewlett Packard shall give an insight into which methods companies are using in order to survive in this chaos and relate discussed theories to practical situations. It has been revealed that the three main factors responsible managers must focus on strategically when sending employees abroad are developmental value, cost effectiveness, and flexibility of cross-border assignments. The need for developmental value of assignments stems from an increased involvement of employees in their own development as well as the need for competent global managers. The need for cost effectiveness results from fierce global competition, and flexibility is highly important due to all of the VUCA forces creating turbulence around the globe. Based on these results the most advantageous assignment types are found to be developmental assignments, extended business travels and project assignments.