Month: April 2018

Categories
Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Immigration Rules Visas and International Travel

Singapore Fair Consideration Framework and S Pass Eligibility

Singapore Skyline reflection

The Singapore Ministry of Manpower is currently in the process of expanding the Fair Consideration Framework (FCF) to cover more employers and jobs, effective July 1, 2018. Advertising requirements will increase to at least fourteen days for companies with 10 or more employees and for jobs that pay a fixed monthly salary of less than S$15,000 SGD. This is a change from the current advertising requirement for firms with at least 25 employees and for jobs that pay a fixed monthly salary of less than S$12,000 SGD.

Additionally, starting in January 1, 2019, S Pass eligibility will change. Currently the minimum qualifying salary for S Pass is S$2,200 SGD. The new minimum salary for S Pass will increase to S$2,400 SGD in a two-step incremental process:

  • January 1, 2019 S Pass minimum salary increases by S$1,000 SGD to S$2,300 SGD
  • January 1, 2020 S Pass minimum salary increases by S$1,000 SGD to S$2,400 SGD

What is the Singapore Fair Consideration Framework?

The FCF is part of the Government’s effort to strengthen the Singaporean core in the workforce. It sets clear expectations for companies to consider Singaporeans for job opportunities, through the use of Jobs Bank advertising of open positions.

The FCF applies to all companies in Singapore. These companies must also comply with the Tripartite Guidelines on Fair Employment Practices and have fair employment practices that are open, merit-based and non-discriminatory.

Who does this new Singapore Fair Consideration Framework affect?

Employers based in Singapore with at least 10 or more employees whose fixed salaries are less than S$15,000 SGD.

What should employers expect with this new Singapore Fair Consideration Framework?

There will be less jobs exempt from the job bank advertising requirement. Applications will require a longer time for submission.

What is the Singapore S Pass?

The Singapore S Pass allows mid-level skilled staff to work in Singapore. Employees need to earn at least S$2,200 SGD a month and have the requisite qualifications and work experience.

Who does this new Singapore S Pass Eligibility affect?

Employers based in Singapore with employees holding S Passes whose fixed salary is S$2,200 SGD.

What should employers expect with this new S Pass Eligibility?

Positions will need to meet the new salary requirements on January 1 of each year to maintain eligibility.

What should employers do?

Employers should plan for the increased advertising requirements and the increasing salary requirements so their recruitment plans can be revised accordingly.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements, and we can help your company understand how to comply with the new Singapore Fair Consideration Framework and S Pass requirements. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.Request your complimentary Visa Program Assessment

Categories
Employee Development Talent Management

Global Productivity and Employee Development

Closeup front view of mid 30's business team standing in line in their office. Focus on the closest person to the camera, smiling blond woman. There are five people total, two women and three men.

Companies can maintain a competitive advantage if they develop and utilize their employees. Greater automation across routine jobs means the remaining positions are where employees can help companies compete and succeed. What drives global productivity and employee development? There are three key factors companies must take into consideration to increase global productivity:

Job Engagement

What does it mean for an employee to be engaged in a job? Employee engagement is a key company initiative that continually shapes employee performance and promotes continuous improvement. Companies must create a culture that allows employees to become engaged. They can do this by giving them the training and tools needed to make choices that are good for the business. Employees who choose to engage in their job use their training and tools to accomplish tasks. Also, they drive projects to completion, and learn things during the process that make them more valuable to the company.

Talent Management

Talent management might take the form of competing in an international marketplace for employees with specific skills and experience. It might also take the form of inducing higher performance levels from current employees through the use of effective programs both for the individual employee and for the organization as a whole. Continual development and growth through learning opportunities provides many employees with a pathway toward higher job engagement. Job-related educational opportunities have been shown to increase the bond of an employee to an organization. Especially for younger workers, opportunities to learn provide them with a sense of accomplishment and a feeling of worth to the organization. Many learning opportunities might occur within a job assignment at a global location, requiring employee relocation. Pre-decision services can help companies and employees determine if the opportunity will be successful.

Workplace Culture

Creating a growth-oriented workplace culture requires companies to change their approach to managing employees. Companies that focus on performance development as opposed to performance management are more likely to foster a culture of productivity. Managers must evolve into coaches who focus on an employee’s development for their current position, and the future needs of both the employee and the organization. Looking forward to where the organization wants to be will give managers a view as to training and development opportunities current employees can take advantage of for their growth and for the company’s benefit. Older managerial concepts such as annual performance reviews and allowing seniority to determine who should manage need to change. Managers as coaches need to give continual feedback and be available for employees in a fast-moving environment. Employers should give employees with the best skills relating to and inspiring other employees the opportunity to lead teams and projects.

Conclusion

Three key factors drive global productivity and employee development: job engagement, talent management, and workplace culture. The global relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company understand how to improve productivity and promote employee development with a well-designed global relocation program.

Contact our team of experts to discuss your global relocation program needs, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Global Mobility Global Relocation Global Relocation Tips Global Relocation Trends Immigration Rules Relocation Challenges Relocation Management Relocation Programs Relocation Technology

What are the 2018 Global Relocation Trends?

Happy young couple sitting on the mattress in their new apartment in the morning and using laptop together. Cardboard boxes in the background.

What are the major 2018 global relocation trends shaping the industry? As workforce mobility and employee relocation continues to increase, several trends change how clients respond to increasing employee requirements regarding their relocation needs. Also, global changes in how employees are able to accept transferee assignments, such as limits on working visas and work permits, further impact company plans for mobility.

Our team of global relocation experts have identified five key trends that are shaping 2018 Global Relocation.

2018 Global Relocation Trends

Growth in Partner and Spouse Career Support Programs

As companies continue to expand globally, the need for a mobile workforce to accept transferee assignments has increased exponentially. Along with this mobile workforce, services designed specifically for spouses and partners have become increasingly important to employees. Spouses and partners are critical to ensuring transferee success. It is important for clients to provide support and information specifically for spouses and partners to help them with their relocation process. Specifically, pre-decision support, an online job search and assistance portal, and professional career services are important programs and services for spouses and partners. Transferees can be secure in the knowledge that their spouses and partners will receive as much assistance as they need to be successful in their new location.

Flexible and Responsive Global Relocation Programs

Global relocation programs need to provide enough flexibility to anticipate and provide for challenges and opportunities that are unique to specific locations. Many multi-national clients have designed a corporate-level relocation program, which then is further customized for each international headquarter location. Relocation programs designed at the corporate level need to provide for a multitude of options and differences across locations. Our recent Case Study on Implementation Success Factors describes in detail the importance of identifying all stakeholders and engaging them early in the process to ensure implementation success.

Immigration Challenges

Countries are increasingly placing limits on the number and types of working visas and work permits that allow transferees to enter the country legally for work assignments. Some countries such as the United Kingdom have seen the number of applications exceed the monthly quota. Other countries such as China have changed requirements and set up a Working Permits Points System that emphasizes transferees with specialized knowledge. The United States has instituted travel restrictions for specific locations, and has increased enforcement of immigration requirements. As countries around the world respond to migration challenges, the impact on global relocation programs will continue to evolve.

Technology Advances

Global relocation programs continue to respond to evolving technology changes. Increasingly, mobile technology must be responsive to provide transferees with information and solutions during their relocation process when they need it, wherever they are located. Transferees should be able to get information on the go, and upload expenses for quick reimbursement. Mobile enhanced relocation technology solutions such as MyRelocation should be available, as it is platform-responsive and able to be accessed anywhere, making it the most useful solution for a mobile workforce.

Outsourcing Relocation Programs to Industry Experts

Global relocation programs must cover a wide array of specialized issues such as tax, visa applications, and compliance reporting. Furthermore, it is to a client’s best advantage to consult with experts who have knowledge and experience in the specific aspects of these areas as they relate to global relocation programs. Companies can benefit from an outsourced solution that specializes in unique relocation needs. Working with relocation experts who have extensive experience in these and other areas can help a company avoid risks and respond more effectively to transferee’s requests for guidance and advice.

Conclusion

Thoroughly reviewing your global relocation policy and benchmarking to industry best practices keeps your company at the forefront of your industry peers, reinforces employee satisfaction, and promotes successful relocations. The global relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company remain at the forefront of 2018 global relocation trends, and offer your employees the best relocation experience.

Contact our team of experts to discuss your global relocation policy needs, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Business Services Domestic Relocation Global Relocation Relocation Technology

Video Series of Spotlights are Great Tools to Help Employees Accept Relocation Assignments

Happy young couple sitting on the mattress in their new apartment in the morning and using laptop together. Cardboard boxes in the background.

Companies with successful relocation programs provide as much information about new locations as possible. This helps their employees and family members gain a favorable impression and acceptance of a relocation assignment. A well-designed video spotlight as part of a video series highlighting many aspects of a location’s offerings and experiences will bring the location to life. The video lets the employee see first-hand how their lives will be enriched with this new experience.

These are the four major benefits of using video for relocation programs:

1. Builds Trust

Companies that provide helpful information build credibility and trust among employees and their families that their welfare and happiness are of great importance in choosing a new location. A video spotlight showing highlights and exciting activities provides peace of mind. Additionally, it boosts the confidence of employees considering a relocation assignment.

2. Brings Location to Life

For employees who have not traveled to a new location, or who have only visited briefly, a video spotlight literally brings the location to life. Images of people visiting local attractions and visually engaging presentations of daily life show the vibrancy of an area. The video gives employees assurance and they can see themselves in the same positive and appealing environment.

3. Easy to Share

Employees often rely on their family, friends, and colleagues in their decision process when it comes to considering a relocation assignment. Since humans process images and scenes much faster than they can process words or sentences, a video is an ideal format to quickly communicate information about a new location. A video spotlight is also easy to share and provides an entertaining presentation. This helps decision-makers feel confident in their recommendations and guidance.

4. Increases Acceptance

Employees considering a relocation assignment are looking for information to help convince them that a relocation assignment will be a valuable experience. Videos have been shown to be highly effective at increasing conversion rates. A robust video spotlight is a valuable tool to help employees and their families decide to accept relocation assignments.

Conclusion

Video spotlights are a highly effective resource that help increase employee acceptance of relocation assignments. Global Mobility Solutions (GMS) provides its clients with video spotlights and several other helpful resources they can share with their employees to promote successful relocations.

See our Seattle Video Spotlight here:

Our team of relocation program experts can provide a wealth of video spotlights, Global Spotlights, North America Spotlights, and other highly valuable resources for your company and your employees. To learn more about our award-winning services, contact us online or give us a call at 800.617.1904 or 480.922.0700 today.

Categories
Domestic Relocation Global Relocation Relocation Programs

Global Mobility Solutions Produces Video Spotlight Highlighting Seattle for Relocations

Profile of a happy couple browsing a tablet in the street.

If your company’s relocation plans include Seattle, Global Mobility Solutions (GMS) has created the perfect way for your employees to visit the city from the comfort of their home, office, or anywhere they may be located. GMS Video Spotlight for Seattle and other locations help viewers learn more about new and exciting places.

GMS is producing Video Spotlights at the request of our clients who want to share as much information as possible with their employees to ensure successful relocations. Showing the highlights and attractions of an area helps prospective employees, transferees, and their families gain a sense of comfort and lets them quickly acclimate to a new location.

GMS’s Video Spotlight for Seattle highlights the following five main topics:

1. Climate and Geography

The weather in a new location might have an impact on an employee’s decision to accept a relocation assignment. Seattle is located in the US Northwest, an area of dense forests, mountains, and islands located on the Puget Sound. Seattle is widely known for its rainfall, and has been named “The Emerald City” for its abundance of lush vegetation and greenery. The city and surrounding area boasts an enviable amount of outdoor activities for enthusiasts. The climate is mostly moderate and average high/low temperatures range from 47 °F / 37 °F in January to 76 °F / 56 °F in August.

2. Cost of Living and Transportation

Employees and their families benefit from knowing how the relocation assignment will provide for their economic welfare. Knowledge of an area’s cost of living, range of housing options, and transportation venues including air, rail, ferry, and highways help employees make informed choices for their new home and understand commute travel times. Premier airports such as Seattle-Tacoma International Airport (SEA) provide a sense of comfort for employees and their families who may have relocated a far distance.

3. Lifestyle, Sports, and Attractions

A major metropolitan area such as Seattle provides a wide range of attractions to suit nearly any interest. Outdoor adventures abound within parks and trails, art enthusiasts will find many museums and installations including the Chihuly Garden and Glass, and sports fans have major teams such as MLB’s Seattle Mariners and NFL’s Seattle Seahawks. The Video Spotlight will take your employees and their families on an exciting visual journey to major attractions including the iconic Seattle Space Needle.

4. Shopping, Dining, and Culture

Employees and their families can learn first-hand where major shopping venues are located. They can find their favorite stores and locate the services they need. This helps them feel “at home” in this new location. They can also find out which restaurants helped Seattle earn a top spot on Conde Nast Traveler’s list of the 20 “Best American Cities for Foodies” so they can make plans for a great meal and feel they are a part of this exciting city.

5. Schools and Education

Employees with school age children or teens preparing for college can learn about all of the public and private school choices available to them in their new location. Notable colleges and universities include the world-renowned University of Washington and the Art Institute of Seattle.

Conclusion

Providing a wealth of resources for employees with relocation assignments helps companies remain competitive in their industry. Our clients have noted how helpful our Global and North America destination spotlights are for their employees. Global Mobility Solutions (GMS) continues to extend the many valuable resources we provide to our clients into new technologies and easy to use formats.

See our Seattle Video Spotlight here:

To see one of our exciting Video Spotlights, or to learn how our team of relocation program experts can help your company provide industry-leading resources to your prospective employees and transferees, contact us online or call us at 800.617.1904 or 480.922.0700 today.

Categories
Global Relocation Challenges Global Relocation Tips Global Relocation Trends Immigration Rules Visas and International Travel

Slovakia Employment Rules Change for Non-EU Nationals

Bratislava skyline, Slovakia

Slovakia Employment Rules: Slovakia is currently facing a shortage of qualified employees across several industries. To ease this situation, the Slovak government will reduce the restrictive requirements currently in place regarding employment for non-EU nationals starting May 1, 2018.

What are the Slovakia Employment Rules Changes?

Slovakia’s Act on Employment Services will require vacant position notifications to be reported to the Labor Office for twenty business days instead of the current thirty business days. This reduces the overall single permit processing time.

Districts which have average unemployment rates lower than 5% will have a simplified single permit process for occupations with labor shortages. The Labor Office will issue confirmation on filling job vacancies without conducting a local labor market test.

Single permit holders hired without a local labor market test in this simple procedure can only comprise 30% or less of a company’s total employment.

Additionally, new documents must be provided to the Labor Office to support the assignment of a non-EU national from another EU member state. These documents include confirmation of the accommodation for the assignment duration, a copy of Form A1, and a copy of the EU member state’s residence document (if applicable).

What Should Employers Expect?

Employers who have been convicted of illegally hiring foreign nationals in the most recent two year period will not be able to utilize the simple procedure.

Employers should learn about and understand the new simple procedure available in Slovakia. The Employment Rules change may allow employers to hire additional non-EU nationals in a shorter timeframe in order to meet business goals and objectives.

Most companies in Slovakia claim the simple procedures will not result in a massive search for workers outside of EU countries. Currently, the majority of workers in Slovakia who are from countries outside the EU are from Serbia and Ukraine. Half of these employees have a university-level education.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment rule changes and work requirements, and we can help your company understand how to comply with the new Slovakia employment rules change for non-EU nationals. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Categories
Domestic Relocation Global Relocation Relocation Management Relocation Technology

How to Choose Relocation Technology

Data Analysis for Business and Finance Concept. Graphic interface showing future computer technology of profit analytic, online marketing research and information report for digital business strategy.

There are many points to consider when it comes time to choose relocation technology for your company and transferees. The choice should provide information that is useful to companies for managing the relocation process, and be easy to use for transferees as they go through their relocation.

A good way to start determining how to choose relocation technology is to examine what is most important to departments that need information from the solution. Talk to internal stakeholders and document their most pressing data needs. Keep track of the topics and then create a chart to see if multiple departments have similar data needs. This is similar to creating a gap analysis, and will provide clarity and identity areas in need of attention.

With the gap analysis in hand, you can easily determine the parameters a relocation technology should provide. At a minimum, you should choose relocation technology that will provide the following:

Reports and Processes

  1. A full range of customizable reports to give all stakeholders information they need

Look for a relocation technology that provides advanced financial reporting and the ability to create custom reports on demand. Stakeholders will be able to design reports that provide the exact information they need to manage the process, whether it is expense accounting, benefit administration, or location-specific reporting for international residency compliance.

  1. Easy to use processes for transferees to access helpful information and report expenses

Choose relocation technology that has a good user interface. The interface should have easy to find options and menu choices that are quickly and easily understandable. Transferees on the go should be able to submit expenses quickly and anticipate fast reimbursements with a solution that has a built-in approval process.

Integration and Scalability

  1. Integration into company systems such as payroll and benefits

Relocation technology should be easily integrated into company systems to eliminate duplication of information and non-value added processes such as data rekeying. An integrated solution will utilize the same company data sources so information is based on company records and is instantly updated when company data is updated.

  1. Scalability so as your company grows, the solution can easily grow with your relocation program

A relocation technology should be scalable so you can add new transferees as needed. As your company grows, the relocation technology should accept new initiations easily and quickly. It should also have the ability to access resources and information on a global basis. This ensures that as your company’s needs and locations change, information is readily available to help transferees.

Security and Platform-Neutral

  1. Choose relocation technology with full data security and compliance

Any relocation technology must provide full data security and compliance to ensure the safe transmission of information. Look for a solution that provides encryption during use and controlled access. This ensures company and transferee information cannot be accessed, viewed, or compromised. The solution provider should have a publicized privacy policy. Their privacy policy should clearly define their responsibilities and the actions undertaken to ensure data security.

  1. A platform-neutral solution so users can access the technology from any device, anywhere

Choose relocation technology that is fully platform-neutral. This allows users to access the solution at a desktop, a tablet, a mobile phone, or a laptop without losing any functionality. This ensures users have the most flexibility in how they access the technology.

Conclusion

When you identify each stakeholder’s important parameters, you can easily choose relocation technology by identifying if the solution meets the minimum provisions noted above. The corporate relocation experts at Global Mobility Solutions (GMS) understand relocation technology and can help your company find a robust solution that not only meets identified parameters, but exceeds your expectations for functionality, service, and flexibility.

Contact our team of experts to discuss how we can help you choose relocation technology that provides everything your company and transferees need, or call us directly at 800.617.1904 or 480.922.0700 today.

Request a relocation technology demo

Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

About

About Us

Careers

GMS Client Login

Privacy Policy

 

Contact

Contact Us

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904 

Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Other Services

Our Technology

Global Relocation

Group Moves

U.S. & Canadian Relocation

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

About

Contact Us

About Us

GMS Client Login

Privacy Policy

Address

Global Mobility Solutions
15333 N. Pima Road
Scottsdale AZ, 85260

1.800.617.1904
Available 24/7/365

Accessibility by WAH

Looking for something?