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As tariffs strain the economy, businesses must find ways to trim global mobility programs—even those already operating with lean structures.

The pursuit of greater job satisfaction, growth, and new directions is ageless. More and more people are going beyond the status quo and deciding to start a new path.

In 2020, the world experienced an abrupt change in the way we work. With the arrival of COVID-19 and the subsequent mandatory quarantine and social distancing measures, companies had to readjust their work schedules and adapt to remote work. Five years later, something has changed, and offices are becoming more crowded.

On Tuesday 15th April 2025, we signed a collaboration agreement in the areas of gender diversity and women's leadership with Fundación Liderazgos y Organizaciones Responsables (FLOR).

The labour market is in constant change and transformation. The automation of processes and the incorporation of new technologies, together with a trend towards greater specialization, are leading organizations to consider restructuring their workforce. In this context, outplacement processes are the key alternative for supporting collaborators whose functions will be transformed.

Employee mobility and international working arrangements have become established tools in talent attraction and incentivization and a key way businesses become and remain competitive within their industries.

How can recruitment and retention help grow international business?

At the time of a collaborator's departure, whether due to dismissal or retirement, Outplacement services give the possibility of lending support to employees in their new beginning. It is a process of searching for new job opportunities and decision-making related to retirement from working life.

Every day more companies are implementing 360° Performance Assessments to take all the advantages associated with the participation of different stakeholders in the career development of employees.

Training plays an important role, for personal and professional development, as well as in the growth of companies. E-learning courses are the most chosen tool to develop new skills and strengthen previously acquired knowledge.

Remote work has been talked about for 50 years, but it was not until the COVID-19 pandemic that this modality was established. Is it here to stay?

In a market where there is a shortage of qualified collaborators, retaining talent is not an easy task. Companies that seek to go beyond and take the leap to the next level must be aware of the work environment to plan and take measures that lead candidates to choose them as employers.

Our society is in the midst of ensuring that these principles of diversity, equity and inclusion are recognized and instituted, and businesses must respond as well, or they will lose opportunities to advance their business goals and attract and retain talent.

Grant Thornton's latest study argues that companies should strive to have 40% women in senior leadership positions by 2025. Currently, only 34% of leadership positions are held by women globally; in Argentina the percentage is 29%.

According to a latest survey carried out by Grant Thornton Argentina to its collaborators and members of its online community, about their appreciations of going to the office in person and the balance of hybrid work, 46% of those surveyed thought that socializing with colleagues is what motivates them the most to go to the office a few days a week.