Alternative Assignment Types
While rotational assignments were traditionally utilized exclusively by oil & gas and mineral extraction companies to alleviate the burden on employees operating within remote or hostile locations, this type of alternative assignment is now gaining traction across a broad range of industries due to its success in fusing synergetic connections between talent management and global mobility.
This whitepaper will explore some of the key benefits of rotational programs, and how they can be woven into your talent management strategy through developing and retaining your high potential talent.
Rotational assignments are typically characterized by a defined period of time within a host location (usually anywhere from 3 weeks to 3 months), followed by a period back within the home country; in simple terms they are a series of two or more short term assignments. Rotational assignments are typically relatively straightforward to administer, and are not as financially draining as a long term assignment; two key factors contributing to the growing popularity of this assignment type. In fact, 88% of companies already using rotational programs in 2016, expect to see the number of assignments increase or remain the same.
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