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Exploring the implications of upskilling and reskilling trends is essential for the future of talent mobility.
These trends affect the reskilling requirements of the mobility function itself(https://lnkd.in/dtf4MKx), how mobility management can contribute through developmental moves, and how organizations source required skills (internal moves, international foreign hires, gig working, moving jobs to people).
We also need to move away from rigid job definitions when discussing about mobility issues such as pay (paying for skills), policy segmentation (not just by job groups but also integrating skillsets), or international remote working (https://lnkd.in/dtf4MKx.)
The question of skills at a global level is at the heart of the global talent brokering role that mobility teams will increasingly be asked to play (https://lnkd.in/d7rjYRQ)