Global HR services firm Randstad in September 2018 released its Q2 2018 Workmonitor survey results. The survey tracks employee confidence and captures the likelihood of an employee changing jobs within the next 6 months, provides a comprehensive understanding of sentiments and trends in key job markets around the world. Published once per quarter, it also covers local and global trends in mobility, job satisfaction and motivation across 34 countries

Selection for international assignments is not one-sided. Being able to select the right employee depends on having the right group from which to select, individuals motivated by “what’s in it for me?” If the best candidates cannot see a clear personal advantage, they are unlikely to volunteer.

Mobility has never been in the mainstream of HR. Originally few employees transferred among international locations, and those that did were a nomadic and independent bunch. They completed one assignment and then moved on to the next one or returned home; as long as their occasional updates to HQ showed progress they were left alone.

Does it still make sense for a multinational company’s employee benefits plan to deal with 28 different social and tax legislations in the EU? Does it make sense for a multinational company to set up as many employee benefits plans as the number of the EU countries in which it operates?