1. The Global mobility function – evolve or die!!! Andy Piacentini, Standard Life &The RES Forum, February 2016

2. 2 Good practice global mobility philosophy Aim of today’s presentation Share key assignment trends/drivers amongst RES membership in 2015 Discuss with you what you see as the key trends/drivers from where you sit Understand how we (mobility professionals) can adapt/reflect on those trends going forward

3. Global mobility talent management should be………………….

4. Global mobility talent management is………………….

5. How do we go from the current state to the desired state?

6. On the face of it..the answer is simple… Operations Strategy ProcessesPeople Global Talent Manager Global People Effectiveness Expert Strategic Advisor Expert on Due Diligence Dickmann, 2013 Step (1)..mastery of Dickman’s grid…..

7. On the face of it..the answer is simple… Step (2)..bed the function into the Ulrich model

8. On the face of it..the answer is simple… Step (3)..mastery of consulting skills and technology + KPIS……..

9. On the face of it..the answer is simple…....et VOILA!........the perfect HR operating model…..if only life were that simple

10. GM practitioners currently spend their time…… Operations Strategy ProcessesPeople Global Talent Manager: 7% Global People Effectiveness Expert: 14% Strategic Advisor: 51% Expert on Due Diligence: 79% Dickmann, 2014

11. Most valued roles of GM practitioners by Senior management today Operations Strategy ProcessesPeople Global Talent Manager: 15% Global People Effectiveness Expert: 9% Strategic Advisor: 56% Expert on Due Diligence: 42%

12. In the future GM practitioners want to spend their time…… Operations Strategy ProcessesPeople Global Talent Manager: 42% Global People Effectiveness Expert: 46% Strategic Advisor: 94% Expert on Due Diligence: 82%

13. On the face of it..the answer is simple…but…. the future of the work place might not agree…

14. Lynda Gratten and the hollowing out of work

15. Some thoughts from RW3……. All jobs that do not require thinking will soon be automated Organizations will thrive on the quality of intellectual contribution of its workforce Empowering thought, encouraging creativity, and motivating intelligence requires leaders at all levels of the organization

16. But will it really happen?....it is happening already in HR…

17. Standard Life new operating model

18. Conclusion……....evolve or die ……but there is hope

19. The future of Talent Mobility – look at the HR function Reward Rewards align with shareholder value Reward aligns with business performance Cost management Optimised spend Talent Competencie s assessed and development plans created Framework to measure and assess talent ROI on talent and post assignment progress HRIS Work flow management Systemisation Process management Self service Data management Human capital/big data Competences Review skills against each competency framework at the end of each chapter of the report