Mariano de las Heras
Director of the Postgraduate Course in HR Global Mobility
Academic Coordinator and Professor of the Master in Human Resources Management in Organisations
Regardless of a company's size, competing and consolidating a presence in these new global scenarios is no longer merely a question of strategy but a pressing obligation.
Company internationalisation projects are no longer an exception and have instead come to play a vital role, just as in the saying "think global and act local".
The new business opportunities generated in these environments have paved the way for new internationalisation processes that allow the main needs of each expansion project to be quickly and easily met, resulting in new methods for displacing people that are wholly distinct from the classic expatriation models.
This new shift in paradigm requires a consideration of several relevant and novel aspects that are set to significantly affect these new international mobility projects.
Traditional mobility has evolved. The new international business opportunities open to companies have inspired new processes for employee mobility.
Key features for Human Resources to take into account in 2020:
In light of this new environment and the shifts in paradigm, one of the main targets set by universities and particularly business schools is to maintain contact with companies in order to help train new professional profiles with the vital skills allowing them to survive and thrive in these new global environments and markets, characterised as they are by an unprecedented rate of change, involving significant exponential growth and marked by a high level of uncertainty and complexity (VUCA).
These are three of the main arguments for having professionals trained with skills and abilities that are increasingly specific and complex.
This requires the ad hoc designing of tailored programs for specialist training delivered by professionals and experts in a variety of fields. The aim is to bring the working environment to the classroom in order to transfer skills by means of professional key activities that allow trainees to adapt to these new environments of change and specialisation.
In this light, programs such as the Postgraduate Course in HR Global Mobility meet all of the mentioned targets and recommendations, helping organisations to train professional profiles that will ensure the success of their International Business Projects and consolidating the professional profile in HR Global Mobility as an expert at devising and establishing International Mobility Plans.