b'COVER STORYYudan: [Young relocatees] will expect to have consumer-gradeTwo patterns that stand out are a greater focus on assessing technology at workthe same experience at work that they havefunctions and operating models, and studying business produc-as consumersbecause they have been using technology almosttivity. The call to action is around the importance of being agile, from birth. They dont need two weeks training; they just intui- flexible and entrepreneurial as we see employers being more tively learn to use them. This has changed everywhere in ourcommitted to the well-being of the employee, and employees life except for relocation. Technology solutions will have to bebeing more committed to meaning. Organizations that value a cost-effective; they cant be as expensive as the current solutions,global mindset perform better; a global mindset really affects because [the employees using them] wont be at such a senior level;productivity and financial outcomes. The organizations that they will be earlier in their careers. we see succeeding are baking global business skills into their Gandhi: If there is anything thats going to be a major trendorcultural DNA.major issueits digitization and automation, making the back-office work more efficiently and making the user experience betterPerspectives: If the future of relocation will be about moving for the company and the employee. Well be using integratedpeople at a much earlier stage in their careers, what are the platforms that connect companies HR systems with the variousskillsets that will be in demand, both for employees and for vendors: immigration, taxation, payroll. Some clients are stillthe relocation professionals who work with them?tracking their employees on an Excel spreadsheet!Karetnick: Organizations are looking at skills shortages. We Millennials are more digital-savvy, and they want their worktalk a lot about upskilling for the unknown: will your workforce environments to be digital. There will be less administrativeadapt and function the way you need it to? The key competen-work and more focus on added value in terms of enhancing thecies are going to be around agility, flexibility, being adaptive, employee experience, a one-stop portal instead of having to accesseven being entrepreneurial. The ability to recognize signals, so different vendors for different things. And, hand-in-hand with allyoure not compromised when youre dealing with people with this digitization and automation, I think a lot of investment willdifferent backgrounds, is becoming more and more critical.have to be made into privacy protection.Were going to continue to see a challenge with the skillsets and Karetnick: There needs to be a strong focus on finding the rightbeing able to source the right key skills within the organization balance. [We need to look at] how businesses can utilize tech- and to find the right global talent, because the ways global talent nology to modernize their workforce planning, mitigate risks, andis leveraged and how you grow that talent are changing. Talent achieve greater employee engagement. Companies are looking toon demand, being able to plug and play, is going to continue to simplify and digitize. Were starting to see employee-facing chat- grow in a much broader workforce. Theres going to be a need bots on the AI and automation side of things, and virtual solutionsto manage that in a more flexible and modern way. [Todays that are driving everything from cultural coaching and trainingstudents] will have jobs that dont currently exist. Technology to housing counselling. This is compelling organizations to moreis going to create new jobs. I think we will continue to see that closely examine their service-delivery models. It comes back toshift in the globally mobile workforce.that right balance between automation and human support that fits with the company culture. Gandhi: Due to a gap in skillsets compared to industry needs, I think that there is going to be a lot more travel across borders, I also think organizations are facing challenges because their databecause a given country may not have the skillset that they is no longer centrally located. Its mission-critical to manage dataneed. Automation is going to replace the very repetitive admin-tightly to ensure that all of it is secure. Its going to impact youristrative tasks. The role of the global mobility manager will shift ability to be mobile; you just have to be on your toes. from an administrative role to more of a valued advisor. The global mobility department is going to start to partner with the Perspectives: Can you comment on some of the other forcesbusiness and be involved in making strategic decisions, allowing that are shaping the outlook for relocation in the 20s? for more predictive analysis in terms of moving employees around in various jurisdictions.Gandhi: Legislation and regulation are other key areas that are going to get a lot of attention in relation to global compliance.Yudan: Those who will thrive are those who will be fast to Regulations are a lot more complex now. Each country has itsadapt, those who know how to learn for themselves, people who own rules, and more government agencies ae sharing information.will be able to iterate, implement, try it out. There is still value There will be a closer watch on areas like taxation and the obliga- in going to university for a degree, because that teaches us the tions of those employers who are deploying short-term workers tofoundations of learning, but often the trend is not going to be as other nations. Were no longer in a space where we can be non- it used to be. We have all lost our attention span, and I think all compliant; theres just too much risk. industries, from the relocation industry to our client industries, will shift to hiring people who are fast to adapt and agile.Karetnick: We have been seeing a pretty seismic shift in how global talent is managed. Where were seeing the shiftandNo one knows how to predict what the future needs are, that will continue to growis in the link between the value ofbecause the one constant is that change will come, and it will international experience and career planning or succession plan- happen faster. We dont know what the future will bring, but ning. More than 85 per cent of organizations are making changeswe know what it will require: the ability to change, to adapt, to their mobility programs because of overall business trends.to learn fast, and this is what we will need in the reloca-Change management is hugely in focus. tion industry.16PERSPECTIVES Spring 2020'