Topia Announces its First Global Talent Mobility Assessment Framework

Steve Black, co-founder and chief strategy officer at Topia, said, "Organizations of all sizes are experiencing lower-than-ideal employee engagement while facing talent and skills shortages around the globe. Global talent mobility addresses these challenges by enabling firms to compete successfully in a borderless global economy. The Global Talent Mobility Assessment framework helps them discover where they excel and where they need to transform"

FREMONT, CA: Topia, the Global Talent Mobility company, introduced the first Global Talent Mobility Assessment framework. The framework assesses enterprise readiness to deploy and manage talent across the globe. The framework is not merely constricted to giving scores to organizations; it also provides details on their current states and suggestions on how to improve their strategies and processes. "Global Talent Mobility: The Workforce Imperative," released by International Data Corporation and sponsored by Topia, shines a light on the geographic trends and generational demands for choice and international experience that make global talent mobility essential to talent strategy and business success.

While the scarcity of talent at present is evident, organizations look forward to hiring skilled workers. IDC assumes that by 2024, 30 percent of Forbes Global 2000 firms will function as "borderless organizations."

Lisa Rowan, Research Vice President, HR, Talent, and Learning Strategies for IDC, said, "The 20th-century talent market, defined by geography and limited mobility, is being upended. The 21st century's borderless talent market is far more competitive and demands a flexible team approach that draws on resources when needed and from wherever they reside, making global talent mobility an imperative."

The Global Talent Mobility Framework Grades Organizations in Four Areas: 

Operational Efficiency: Refers to an organization's overall global mobility capabilities- how efficiently they can execute all the tasks.

Data Maturity: Refers to an organization's ability to make improvements and optimization decisions by leveraging data.

Compliance Management: Refers to an organization's ability to stay compliant as well as predict, prevent, and react to mobility tax and immigration compliance risks throughout the globe.

Employee Experience: Refers to an organization's ability to improve employee benefits, to provide job satisfaction, and to retain a global workforce while they transition between roles and locations. This also involves a company's self-service capabillities and technological strength.

Topia's global talent mobility guides enterprise HR teams on how to deploy, manage, and engage employees anywhere in the globe, and this platform allows businesses to deliver mobility as part of a larger talent and business strategy with improved employee experiences.

Steve Black, co-founder and Chief Strategy Officer at Topia, said, "Organizations of all sizes are experiencing lower-than-ideal employee engagement while facing talent and skills shortages around the globe. Global talent mobility addresses these challenges by enabling firms to compete successfully in a borderless global economy. The Global Talent Mobility Assessment framework helps them discover where they excel and where they need to transform."

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