The future of international mobility in the context of post-Covid

International Webinar in collaboration with Institute Magellan, Paris

Key Note Speaker: Prof. José-Maria Aulotte – MBA program director, HR Management in International Companies & Head of International Relations at Institut Magellan Paris

The Rome Business School and the Institut Magellan have been pleased to host their first webinar in the light of their continuative cooperation. Prof. José-Maria Aulotte, MBA program director, HR Management in International Companies and Head of International Relations at Institute Magellan Paris have conducted before the Summer Break and interactive webinar with RBS students on

The future of international mobility in the context of post-Covid

“Quickly after Covid started, borders closed and the economy came to a halt and …We started hearing that International Mobility was probably going to disappear or be hugely reduced. Where are we now and how can we envisage the future? How was it «before»? How is/was it during the crisis? How will it be after?”

These have been the first questions posed to our students at the beginning of the session.
The crisis caused:

  • an immediate stop to on-going transfers;
  • expatriates being blocked in host countries;
  • The absence of many other workers;
  • emergence of technical issues (tax, immigration, health);

In this perspective, the companies had to extend the role of the International Mobility teams in order to manage numerous personal and technical issues, inventing new approaches like virtual assignments to face and solve the same. At the same time, the governments had to implement the tightened immigration and health regulations, giving more flexibility to existing arrangements like visa permits, taxes, and overall offering new solutions like the virtual working programs.”

RBS students proactively responded to these questions, opening a fruitful debate with Prof. José-Maria Aulotte. The main answer to share still is to be given.

How will it be like after?

A progressive even if well-established evolution is to be desired at the end of the discussion. The vision of International Mobility as a growth factor and a key career element is not questioned itself, but a greater need to develop local talent has now emerged during the crisis.

The remote collaboration cannot bridge the cultural gap and the yet-to-be discovered effects of teleworking are still to be disclosed. Most of all, International Mobility requires adaptation from companies, governments and managers: setting new forms of mobility, working on technical solutions, legal, tax and immigration regulations, and foremost the flexibility and yet autonomy of the people involved in this process. 

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