That’s a wrap! As we’ve all settled back home after an insightful, collaborative, and fun few days at the WERC Regional Summit in Bengaluru, India, we can’t help but reflect on just how proud we are to be able to contribute to such a flourishing and innovative industry.
On 7 May, the global talent mobility industry came together to network and engage in a fruitful exchange of ideas where expertise and passion combined to produce a glimpse into the state of our industry. With a diverse range of speakers and topics, it was evident organizations are grappling with the complexities of workforce relocation in an era defined by demographic shifts, technological advancements, and changing employee expectations.
What follows are key takeaways from this day of educational sessions.
1. Going ‘Glocal’—India as an Emerging Hub
India’s prominence as a hub for talent across engineering, IT, automotives, and more only continues to grow. This growth underscores the requirement for organizations to invest in world-class talent acquisition strategies as the race to attract top talent tightens. One key message that came out of the conference, however, was that companies should consider making further adjustments to relocation policies to suit the country’s distinctive dynamics and employee attitudes.
Taking a particular interest into WERC’s panel “Global vs. Glocal: Debating the Integration of India in Corporate Relocation Policies,” Masood Ahmed, Synergy’s business development and supply chain manager, based in Bengaluru, agreed with this sentiment. “India is an incredibly rich and diverse country, which makes doing business quite complex,” he said. “We know there is no one-size-fits-all approach in relocation, and for India this is especially true. Organizations should prioritize the reassessment and tailoring of policies to suit local requirements.”
2. Personalization Is Key for Gen Z
One resounding message from the conference was the need to tailor relocation programs to the preferences of younger generations, such as Gen Z. Unlike previous cohorts, younger associates typically prioritize relocation for experiential purposes rather than solely for career advancement. As such, organizations must prioritize individual leadership development and foster a sense of belonging to attract and retain top talent.
On this, Estelle Ho, Synergy's global account manager for APAC, said, “Adding value is the key to success with Gen Z. Today’s generation has driven an evolution in the workplace and, therefore, global mobility trends, which has led to a two-way conversation between employers and employees which effectively says—add value for me, and I’ll provide value back to you. This is where personalization and asking the right questions is key.”
3. Balancing Cost Management With Employee Experience
It’s no surprise that achieving a balance between employee experience and cost management is critical for organizations. Customized programs tailored to the specific dynamics of employee trips is essential—for example, a policy that may work flawlessly for a single traveler may face some challenges for employees traveling with their families. Additionally, while lump-sum benefits may appeal to the younger generations, they may not always guarantee employee well-being, and organizations must therefore explore the provision of flexible benefits underpinned by essential core support services.
4. Navigating Corporate Housing and Relocation Benefits
Housing allowances are central to the employee experience during relocation, and the choice between corporate and personal leases must be carefully considered. Relocating to a new city or country can be a stressful experience, and housing allowances may alleviate financial concerns, which ultimately contribute to the overall well-being and productivity of employees during their assignment.
In the case of India, where long-term house leases lack standard templates, thorough due diligence is essential to mitigate risks and ensure a positive experience for employees. On the realm of corporate housing, Estelle Ho said: “Engaging a corporate housing provider who can conduct such checks on behalf of organizations can support in ensuring duty of care protocols are followed consistently and to a high standard wherever in the world their employees are.”
5. Hybrid Work Models and Compensation Strategies—What’s Next?
The emergence of hybrid work has become the norm for the modern-day workforce, but with it comes both opportunities and challenges for global talent mobility. It is essential to remain mindful when implementing this model, considering factors such as alignment with company goals and designing compensation packages tailored to remote or location-based work. Furthermore, compliance with various state laws remains a significant challenge, highlighting the importance of staying abreast of legal requirements in each key location.
A Thought-Provoking Conference
As always, WERC provided its attendees with a comprehensive overview of our industry, its challenges and opportunities, alongside all the tips and tricks to successfully navigate them in today’s world. It was a jam-packed and fruitful conference to say the least—and this insightful conference has proven invaluable to our company as we connect, collaborate, and identify innovative solutions to solve our clients’ challenges alongside industry peers.