The Erasmus Master Course
HR & Global Mobility
The Curriculum & Faculty
Sheriff Aligbeh
​Module 1 Intercultural Communication
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Understanding Yourself
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In Part 1 of the Module Intercultural Communication, Sheriff guides participants through the fascinating world of cultures and explores the impact of culture on communication. He explains what culture is and how we perceive it and presents a thought-provoking and eye-opening approach, emphasizing that your perspective is shaped by your own cultural lens:
"You see things as you are."
About: Sheriff Aligbeh
Fons Trompenaars
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Module 1 Intercultural Communication
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Understanding your Organization
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In part 2 of the module Intercultural Communication, Fons Trompenaars delves deeper into this topic with a special focus on organizational cultures. He explores various types of cultures, methods for recognizing the culture, effective communication within different cultures, strategies for bridging the gap between the GM function and its stakeholders, and how to navigate dilemmas within a multicultural framework. After all, "In the complex landscape of organizational culture, what appears to be opposing forces - structure and flexibility, control and autonomy - are, in fact, interconnected facets of a unified whole."
Angie Weinberger
Module 2 Expat Experience Design
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A Humane & Sustainable EEX
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Angie Weinberger's lecture focuses on creating a humane and sustainable Expat Employee Experience, a crucial objective for Global Mobility professionals. The lecture touches on the shifting megatrends with more international permanent transfers and hires from abroad, a diverse population and the technological issues of intertwined systems and broken processes (the three ghosts of data). With lighter policies and a “box of chocolates approach”, Global Mobility Managers can focus on the “Human Touch” to make a difference. This isn't about pampering employees or simply being nice. It's about treating them with respect as individuals, fostering trust, engaging in regular, clear communication, and taking ESG, DEI and smaller providers into account.
Alain Camonier
Module 3 Labour Law Compliance
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The Labour Law Labyrinth​
Alain will guide the participants through a critical area that is often overlooked in Global Mobility: understanding which labour law applies in cross-border work situations. He will demonstrate how to address the labour law angle based on different profiles of cross-border employment, such as the business traveller, the posted worker, the commuter, the hybrid worker and the long and short-term assignee. This is a complex field where multiple legal regimes may apply simultaneously. Strategic GM professionals must understand the implications to be able to proactively advise stakeholders about labour rights and obligations and how these impact overall employment costs.
Sanne van Ruitenbeek
Module 3 Labour Law Compliance
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Drivers, Profiles, Constructs & Contracts
Sanne continues the learning journey in International Labour Law and examines the various constructions available when sending staff abroad. What constructions are there to choose from? Which construction best fits the profile of the employee and the driver of the assignment? Which contracts should be in place, and which provisions and clauses must be agreed upon?
Understanding the different constructions available for international assignments allows companies to optimize their workforce deployment, ensure compliance with local regulations, and minimize costs.
Hans Hoogendijk
Module 3 Labour Law Compliance
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Taking Care of a Global Workforce
Duty of care is essential for international organizations as they are legally obligated to protect employees, especially in high-risk areas. Recent stricter liability legislation increases legal and financial risks for organizations in cases of negligence, underscoring the importance of a strong duty of care policy.
In this lecture, Hans will discuss the duty of care for an international workforce, highlighting the importance of implementing Duty of Care responsibilities in the organization by establishing essential competencies, defining responsibilities, appointing ownership, and implementing effective policies and procedures.
About: Hans Hoogendijk
Nihat Kurt
Module 4 Immigration Compliance
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The Corporate Immigration Framework
Corporate immigration involves transferring or hiring workers to work in a different country. It is a very complex legal discipline where requirements vary significantly across countries and are subject to constant changes. Strict enforcement measures are common, and non-compliance can result in severe consequences. Understanding the legal framework is crucial for any organization that operates internationally.
In this lecture, Nihat will focus on the EU Legal Framework, which is the most challenging area globally for corporate immigration because of its common immigration rules that are valid across the EU, while other aspects are determined by each EU member state separately from other member states.​
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About: Nihat Kurt​
Jet Stigter
Module 4 Immigration Compliance
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The Immigration Compliance Policy
Most companies have a written or unwritten mobility policy, a structured approach to cross-border work deployment that helps maintain consistency and transparency globally. However, it does not help mitigate employment compliance risks.
Given the complexity of corporate immigration, the audits that are becoming a common source of government revenue, and the implications of discovered non-compliance, it is advisable to set up a separate policy that helps prevent, detect, and repair violations of rules: the Corporate Immigration Compliance Policy.
In this lecture, Jet will discuss how a compliance policy can help identify unforeseen liabilities, mitigate legal compliance risks, and manage audits.
Cecile de Rooij
Module 5 Social Security Compliance
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The Determination Rules
The growing complexity and heightened scrutiny from authorities have made employers more aware of the need to address social security in cross-border work arrangements. Increasingly, they experience social security costs that can significantly surpass initial estimates and face pressure from employees who demand their social security benefits be protected during international assignment. In this context, it is crucial for employers to understand the intricate web of regulations governing social security in a globalized world.
Cecile will explain the general principles of cross-border social security with a special focus on remote working and mandatory health insurance for cross-border workers. This will provide a comprehensive understanding of the key considerations, challenges, and best practices.
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Suzanne van Hattum
Module 5 Social Security Compliance
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The Social Security Compliance Policy
Navigating the complexities of social security across borders can be challenging, as it often involves a multitude of jurisdictions that all have their own legal requirements. Understanding these nuances is paramount for employers to ensure compliance with all applicable regulations, safeguard employee entitlements, minimize potential financial liabilities, and secure the company's reputation.
Suzanne will discuss the Social Security Compliance Framework, which encompasses the infrastructure of internal and external procedures for risk assessment and the Compliance Policy, which provides information on the legal, regulatory, and contractual requirements that employers must adhere to when sending employees on international assignments, ensuring that the company operates within the law.​​​​​
Lyke Apontoweil
Module 6 Income Tax Compliance
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The Allocation Rules
The landscape affecting international labour mobility has changed dramatically in the past decades. Tax authorities across the world have implemented rules, tracking methods, and information exchange systems addressing cross-border work activities as potential sources of tax revenue for both corporate and personal income tax. This means that the company's profitability, as well as the administrative burden, could be impacted, and employees may face unforeseen tax liabilities. Penalties for non-compliance can further escalate the financial burden. Reputational and financial damage adds an even more concerning aspect to the situation.
Lyke will explain the general principles of cross-border income taxation with a special focus on the scenarios of permanent transfer, local hire, and remote work.
Jelle Romeijn
Module 6 Income Tax Compliance
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The Income Tax Business Case​​
Cross-border employment can create complex tax obligations for both companies and employees. Corporate income tax may be levied on a company's profits more than once, and payroll taxes must be paid in the country where the work is performed. While Global Mobility Professionals are not typically responsible for applying income tax rules, they play a crucial role in gathering information essential for accurate assessment of an employee's and employer's tax obligations.
Jelle will guide you through corporate and personal income tax compliance rules, with a focus on commuting, business trips, posting and virtual assignments. He will also explain the information needed by both business and corporate tax stakeholders to make informed assessments.
Bas Dieleman
Module 7 Compensation & Benefits
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Critical Pension Issues
Internationally mobile workers often face uncertainties regarding their pension rights and increasingly turn to HR for information. The role HR Global Mobility professionals play in providing clear information about pension options and implications has become crucial. They ensure that employees understand (and appreciate) their benefits and make informed decisions about their financial future.
Bas will examine essential concepts like retirement age, indexation, the three-pillar pension system, defined-benefit and defined-contribution plans, vesting, pension financing, and contemporary influences on pension structures globally. He will also go into the implications of cross-border work on pension entitlements for different types of workers and explain the challenges regarding income taxation.
Bruno Lagasse
Module 7 Compensation & Benefits
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Data Analytics for Global Mobility​
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Data analytics is the process of collecting, transforming, and organizing data to draw meaningful conclusions, make predictions, and drive informed decision-making. It plays a crucial role in global mobility, helping organizations manage and optimize their international workforce.
In this lecture, Bruno focuses on the reward strategy and the importance of identifying the company's goals to underpin this strategy in line with the company's culture and values. He explores the main compensation approaches (home-based, host-based and hybrid approach) and demonstrates how to analyze and apply data on cost management, with a special focus on the cost of living and housing data.
Ernst Steltenpöhl
Module 7 Compensation & Benefits
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Aligning Global Reward and Global Mobility​
In this lecture, Olaf de Ruijter and Ernst Steltenpöhl will provide a duo presentation examining Global Mobility from the perspective of the Compensation and Benefits function. They will delve into four essential aspects of international assignment analysis:
Compensation Benchmarking (Assessing the employer’s attractiveness), Benefits Analysis (Tailoring benefits to meet the needs and preferences of different generations), Tax Equalization/Protection (Exploring approaches to manage income taxation), and Hardship and Mobility Allowances (Understanding allowances within international assignment packages). Additionally, they will discuss how inflation and economic and demographic shifts impact assignment costs.
Olaf de Ruyter
Module 7 Compensation & Benefits
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A New Approach to HR​
Understanding the company's compensation policies is crucial for managing international assignments. This requires understanding the various cost components and developments that influence these components in both the home and host country. It also requires clear communication in processes and policies, as well as access to reliable real-time data and insights from colleagues and peers who have first-hand experience in the specific region.
Ernst and Olaf will explore a new approach to HR practices, policies and processes that will enable HR professionals to adapt to the fast-evolving landscape of international work.​
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Michael Piker
Module 7 Compensation & Benefits
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Owning & Driving Global Workforce Deployment
Michael will delve into the complexities of global mobility. He describes the critical balance between cost management and effective talent development, fostering employee career growth. He also will explain the need for a transition from a costly duration-based mobility model to a more efficient purpose-based system that is aligned with the business and HR strategies and encompasses organisational design, funding, and reporting structures for global mobility functions to enhance global talent management. In this setting, a shift will take place from viewing mobility as a cost burden to recognising its strategic value, being the function that holds the required competencies and expertise in matters of the entire global workforce deployment. It is HR GM’s rightful place to grab that space, own it, lead it and drive it.​​
John Lee
Module 7 Compensation & Benefits
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The Remote Working Business Case
The COVID-19 pandemic drastically changed the way organizations operate, forcing them to adopt new, more flexible ways of working. Companies had to quickly adapt their strategies to this "new normal," which has significantly impacted the future of work, the workforce, and the workplace, challenging traditional reward systems.
In this presentation, John will share his insights on how organizations are responding to these changes in remote working policies. He will discuss how companies are integrating remote working policies into their global mobility and reward strategies, the challenges they encounter, and whether they are successfully aligning these policies with their overall strategic objectives.
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Nathalie van Buuren
Module 8 Global Mobility Strategy
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Alignment of Strategies
A Global Mobility strategy is a plan that helps organizations manage their employees’ movement across different locations. This strategy supports both business growth and employee development, which leads to more successful and fulfilling global deployment. It is paramount that the GM strategy is aligned with the company's business goals, whether expanding into new markets, transferring knowledge, improving customer service, or driving growth and innovation. It must also be in line with the HR strategy for Talent Development and Global Rewards and have the agility to support a changing HR orientation towards global workforce deployment.
In this duo-presentation, Nathalie and Ingrid van Arendonk will take you on an interactive journey and describe the strategic dimension of the HR GM Function and how to embed it in the organization.
Ingrid van Arendonk
Module 8 HR Global Mobility Strategy
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Building the Infrastructure for GM Strategy
A sound Global Mobility strategy must mirror the business and the HR strategies. Once the GM strategy is clear, its organizational framework must be designed and implemented.
In this second session, participants will present a business case for change on how they think their organization can have a more successful mobility strategy. Nathalie and Ingrid will also discuss key considerations for building a successful Strategic Global Mobility function. They will explore its organizational structure, reporting lines, team composition, necessary competencies and skills, vendor relationships, and outsourcing options. They will also address the role that Global Mobility functions can play in a company’s sustainability objectives.
Bettina Tang
Module 8 HR Global Mobility Strategy
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The ROI Business Case
This lecture will explore the Return on Investment (ROI) in the context of Global Mobility. Bettina will navigate the participants through the complexities of stakeholders' interests and sources of reliable data. She will delve into the nature of assignment costs and demonstrate how to make cost calculations and risk assessments, as well as how to identify ROI contributors, potential enablers, and barriers.
After recapping the components of this Master Course and connecting all the dots, Bettina will guide the participants in building, arguing, and defending the ultimate business case for ROI based on a real-life case. This skill will showcase the expertise as a true HR GM strategic partner for both business and HR.
Angie Weinberger
Module 8 HR Global Mobility Strategy
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The Apotheosis: Mastering EEX Design
This session revisits Angie's previous lecture on Expat Experience (EEX) Design, where she emphasized the importance of creating a humane and sustainable EEX. This is the ultimate goal of Global Mobility professionals.
This lecture will help participants master Expat Experience Design and complete their GM Strategist toolkit. Angie will take them through how EEX Design will help the Global Mobility team brand in the organization. Given that personality and reputation of the Global Mobility Managers will also enhance the reputation of the team, participants will also work on their personal branding strategy, content creation and improvement of communication. In a next step, Global Mobility communities offline and on social media will also be used to build policy, benchmark and maintain sanity.
Examination
The master course culminates in a paper involving a written report on an independently conducted study related to HR GM. Based on this paper, the exam committee will assess the student's ability to analyze complex topics, conduct rigorous research, articulate their insights, and defend their thesis before the committee.
The paper is an excellent opportunity for participants to showcase their academic skills and expertise, apply the concepts learned in the course, prepare for real-world scenarios, and pursue a successful career in HR Global Mobility.
​By completing the master course, participants will earn an Erasmus University certification that recognizes their qualifications and expertise in HR Global Mobility through an examination.