Optimis | April 2014 | Staff Mobility policy for a humanitarian…
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April 2014 | Staff Mobility policy for a humanitarian…

02 Nov April 2014 | Staff Mobility policy for a humanitarian…

A leading Humanitarian Institution needed to change its international staff assignment process, moving from a very centralized approach to a more balanced approach where staff and local managers have more influence on the selection process. Optimis supported this organisation in reviewing the mobility process and contributed in re-writing the mobility policy.

Situation:
A leading Humanitarian Institution reviewd its full HR strategy and model. One key element was to change its international staff assignment process, moving from a very centralized approach to a more balanced approach where staff and local managers have more influence on the selection process. A new policy, process and tool had to be developed and implemented.

Solution:
Optimis engaged as principal consulting partner to review the current policy and to develop a new model. Where the old model involved a central HR team to coordinate any international staff movement based on the needs of the organisation, the new model’s aim was to be more transparent and enable staff and local managers to contribute to the selection process.
Through stakeholder management and a thorough diagnostic on best practices in this area, Optimis provided a new policy framework which was adopted by the steering committee. It has been complemented by an Optimis solution (Web Application system and MobilityOptimizer TM) to optimize the matching of international staff to open positions (see story of Oct-2015).

Results:
A new International Staff Mobility Policy was developed and implemented in the organisation. It resulted in more transparency (open positions published publically on intranet), more staff satisfaction as it allows them to apply to the positions they are eligible for and that match their career objectives, and more local Managers control as they can select a short list of suitable candidates from their point of view. A central matching is then performed by HR and Senior Management which matches the pre-selection as best as possible.

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