Certified Global Mobility Advisor
Starting on January 10th, 2017
Human Resources and Global Mobility
| || |
Organisations are increasingly dependent on other countries for their economic growth and future and are seeing opportunities across the border to withstand the increased competition. Due to this globalisation of economic activity, cross-border labour mobility has increased as well: employees, experts and (top) management are increasingly active on an international level. This has also added an international dimension to the position of the HR manager, which no longer applies to just a national reference framework. In this new habitat, the HR manager needs to take into account the legal, social, financial and cultural frameworks of many more countries and worldwide developments that influence the composition and execution of labour conditions. This has resulted in the creation of a new and challenging expertise: HR Global Mobility (HR GM).
The importance of the HR IM position for the organisation
The HR position has always been a condition for successful national entrepreneurship. However, as soon as the organisation has to deal with personnel operating internationally, this position becomes a critical factor for the success of company activities. If the HR GM position is not properly secured and employees cannot start work (on time) or are even forced to leave the country prematurely, work activities run the risk of stagnation (or even failure) and investments in the (high) costs that cross-border labour brings with it may be lost. Furthermore, the organisation may have to deal with penalties, compensation, withdrawal of concessions and work permits, company shut-down, reputation damage and resignation of talented employees. The importance of the HR GM position can therefore not be underestimated, even if the organisation has only a small number of internationally operating employees and limited accompanying work activities.
The course has been established in collaboration with
Education at an academic level
It is increasingly recognised that HR GM is not merely an administrative position, but an essential contribution to the success of the organisation. Therefore, the HR GM official is expected to support the management team from that perspective and not just act as credible Business Partner, but as expert counterpart for external service providers and government authorities as well. For that purpose, the HR GM professional will be required to function at the same level as these stakeholders, meaning at an academic level.
Furthermore, the work field of the HR GM professional consists of such complex fields of knowledge that an academic education is necessary for the intrinsic understanding of those disciplines and the insight in coherence between those disciplines, with the additional complication that not only the accompanying rules are continuously changing, but the context within and outside of the organisation as well, which constantly creates new forms of deployment and types of rewards.
In order to be able to cope with this implementation of the HR GM function, education is required where knowledge and skills indispensable for this role are obtained. Starting in September 2016, the Institute for Taxation and Economics of the Erasmus University Rotterdam will be offering the following course: the MasterCourse HR & Global Mobility. This course has been realised in collaboration with the Expatise Academy.
What to achieve with this course
With this MasterCourse, you will meet the qualifications for the new generation HR GM professional. You will understand the coherence between the various disciplines of cross-border mobility and you will be capable of providing proactive advice. You will instruct external advisors and follow and check up on their activities. You will understand how jurisdictions relate to each other in an international context and you will possess insight into compliance obligations and non-compliance consequences belonging to the various manifestations of international deployment. You will be able to estimate the effect of changing circumstances and signal risks timely. You will be capable as expert counterpart to act proactively with respect to the correct considerations in the decision-making process regarding cases of international deployment. You will be able to make visible the costs and consequences of this and recommend alternatives. You will be capable of weighing the pros and cons in order to realise the objectives of the company. You will be able to reduce the costs while maintaining quality, realise savings and mitigate compliance risks.
What does the MasterCourse look like
The MasterCourse consists of a total of eight lectures, in which the theory will be discussed from a multi-country, cross-disciplinary and holistic approach. Prior to the lectures an online self-study will be provided consisting of e-learning tests, video lessons and memo training. Every online module needs to be completed at the latest prior to the lecture corresponding to the online module.
On the one hand, this teaching method offers an individual course where you prepare intensively in your own time and at your own pace and, on the other hand, training in class that focuses on case studies and discussions with teachers and fellow students. By so doing, students can obtain advanced knowledge on and insight into the domain of international HR in general and the Global Mobility Function in particular in a relatively short amount of time.
The eight lectures and online self-study will start in January 2017. The lectures will take place once every six weeks, in principle on a Tuesday; the months December, July and August are free. The lectures start at 9.30am and end at 5.30pm. Preparatory in-depth study materials will be put at your disposal before the lectures. The 2017 summer months and the period of September – November are reserved for writing a paper.
Attendance is mandatory.
The MasterCourse will be completed with an exam consisting of writing and defending a paper.