Month: June 2018

Singapore Named Most Livable City in Asia

Post author By Tamara Molino | CRP, GMS
Post date June 28, 2018

City metro area at night — Singapore skyline at night.

Singapore has been named the most livable city in Asia and the 25^th most livable city globally, according to Mercer’s 20^th Annual Quality of Living survey. Mercer produces its annual survey in part to help multinational companies and organizations determine how to compensate employees who take international assignments.

Diverse and Mobile Workforce

Companies recognize that increasing globalization comes with many challenges. They face a distinct challenge in attracting and retaining qualified and highly-skilled employees. Companies seek a mobile workforce that is diverse and that has several new and different ideas as to how they want to work and where they want to locate. As a result, robust relocation programs should provide a wealth of services and benefits. This in turn will help employers stay ahead of competitors in the market for talent.

Singapore Success Leads to Most Livable City Designation

When it comes to cities, those that are seen as most livable can easily attract talented candidates. Singapore has achieved success unparalleled in Asia, propelling it to first world economy status and setting it up for the future of work. The other cities in the top three in Asia are both located in Japan: Tokyo and Kobe. Hong Kong ranked 71^st globally, while Shanghai ranked 103^rd and Beijing 119^th.

Global Relocation Programs

Singapore has an amazing achievement as the highest ranking city in Asia on the most livable index. As a result, this makes Singapore a highly desirable location for transferees and their families. As a result, global relocation programs should tailor this information to enhance employee recruiting efforts. Clients planning to hire new employees in Singapore should find it easy to present their opportunities in a most favorable light. Clients looking to transfer current employees to Singapore or the nearby region should experience greater acceptance rates for relocation opportunities.

What Should Employers do to Attract Job Seekers to the Most Livable City?

Employers should review their hiring plans for foreign professionals in Singapore and the surrounding area. They should determine whether the time is right to implement these plans. They should also use the many benefits of a Singapore location within their relocation program and talent recruitment materials to attract and retain highly-skilled professionals.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements. Therefore, we can help your company understand how to gain the most benefit from Singapore’s ranking as the most livable city in Asia. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Tags global mobility, Global Relocation Tips, immigration, Visa and Immigration Rules, Workforce Mobility, World Cultures and Customs

Global Relocation Global Relocation Tips Global Relocation Trends Visas and International Travel

Shanghai Streamlines Foreign Expert Residency

Post author By Tamara Molino | CRP, GMS
Post date June 26, 2018

Young couple take a selfie portrait with the modern district of Pudong skyline, as seen from the Huangpu river banks on the Bund.

Shanghai has streamlined the procedures for highly skilled foreign experts to get their residence permits, easing foreign expert residency. This is the city’s latest measure to attract and retain top international talent. The initiative in Shanghai is the first and only measure of its type in China. It simplifies the application process, and establishes a globally competitive talent system.

What are the key features of the initiative?

National and local authorities who manage human resources or the affairs of foreign experts will identify the highly skilled foreign professionals who may benefit from the initiative. Those eligible can visit an online portal to submit their documents. Permits will be available after three working days from the Exit-Entry Administration Bureau of the Shanghai Public Security Bureau.

The new procedure is a large improvement from the previous process. Previously, applicants had to visit exit-entry offices in person. They also had to participate in interviews and provide supplementary materials. The average application took seven working days for completion.

Who is eligible under the initiative?

Highly skilled professionals employed by over 8,000 companies which are viewed as key leaders in Shanghai’s quest to become a global technological innovation hub by 2030. The enterprises include high-tech and new technology companies, financial companies, strategic emerging fields, regional headquarters of multinational companies, and research and development centers that include foreign investment.

What should employers expect with this initiative?

Employers who have plans to hire highly-skilled foreign professionals for positions in Shanghai should expect an easier entry process.

What should employers do?

Employers should review their hiring plans for foreign professionals in Shanghai to determine eligibility under the new initiative. They should also use the features of the new initiative within their relocation program and talent recruitment materials to attract and retain highly-skilled professionals.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements. We can help your company understand how to gain the most benefit from the streamlined foreign expert residency requirements in Shanghai. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Tags global mobility, global relocation, Global Relocation Tips, Visa and Immigration Rules

Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Relocation Challenges Visas and International Travel

Switzerland’s Federal Council Approves List of Occupation Types

Post author By Tamara Molino | CRP, GMS
Post date June 21, 2018

Global Mobility Solutions previously noted a new requirement of employers to communicate Switzerland job openings in specific occupation types with higher than average unemployment rates beginning July 2018, according to a December 8, 2017 Federal Council decision. The Federal Council’s requirement for mandatory registration will start July 1, 2018 for positions that have 8% or higher unemployment, and then increase on January 1, 2020 for positions that have 5% or higher unemployment.

What is the new requirement starting July 1?

Under the new requirement, employers must register their job openings with the local job center and then wait five business days before advertising these openings through other venues. The local job center must forward applications from local job seekers who meet the requirements of the job opening within three business days. Companies must invite local candidates that meet the requirements of the job opening to an interview. They must also report the job openings they are able to fill through this channel to the job center. The temporary withholding of job opening information helps job seekers who are registered with the local job center to get priority access to the job advertisements.

What are the occupation types affected by this new requirement?

Switzerland’s Federal Council has now approved the following list of occupation types that fall under the job registration requirements:

Agricultural assistants
Other professions in the watch industry
Warehousemen
Other professions
Concrete constructor, cementer (inside): Construction
Other professions of the construction industry
Plasterers, stucco workers
Insulators
Public Relations Professionals
Marketing Professionals
Runners and Couriers
Teleoperators/Operators and Telephone operators
Receptionists and Porters
Service staff
Floor, laundry and Economat staff
Kitchen staff
Domestic farm managers
Actors
Manpower with indeterminate manual employment

What should employers expect with this requirement?

Employers should expect to register their job openings with the local job center. They must follow the new requirement if the job is on the list of occupation types. They should also expect to keep records to ensure they can verify they are following all aspects of the requirement, and to report on the job openings they are able to fill through this process. Employers can use the Check Up Tool to verify if their job opening is on the list that requires registration.

What should employers do?

Global Mobility Solutions recommends that employers review their hiring plans in Switzerland to determine the impact of the new requirement on their employment and job advertising processes. Employers should also examine their record-keeping processes to ensure they can accurately record and report on their activities related to fulfilling the new requirements.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with country-specific employment and job requirements. We can help your company understand how to comply with the job registration requirements in Switzerland, as well as review record-keeping processes to ensure reporting capabilities are sufficient. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Tags global relocation, Global Relocation Tips, immigration, relocation management, Relocation to Europe, Relocation to Switzerland, Visa and Immigration Rules, Workforce Mobility, World Cultures and Customs

Relocation Management Relocation Policy Review

Lump Sum Self-Service with Payment Options for Relocating Employees

Post author By Sam Hoey | CRP, GMS
Post date June 19, 2018

What does a traditional Lump Sum relocation program entail as opposed to Lump Sum Self-Service? In traditional Lump Sum relocation programs, employees receive a specific amount of funds for relocation. They also work with a Relocation Management Company to select services within the parameters of their employer’s relocation policy. Global Mobility Solutions (GMS) can also arrange for relocating employees to receive a GMS MoveMoney™ debit card. With this card, funds are electronically transferred to the employee after their expense report is audited.

Lump Sum Self-Service

GMS is developing a new online Lump Sum Self-Service with Payment Options to provide relocating employees direct access to our network of suppliers through our proprietary MyRelocation™ website portal. Using the lump sum provided by their employer, the relocating employee will be able to choose any of the services and options within our network of providers. They will also be able to arrange payments directly to the providers. Furthermore, the employer does not have to track relocation expenses or be involved in the process. As a result, the relocating employee will have complete freedom of choice for their relocation process. They can utilize helpful packing and moving guides and other information as they manage their relocation.

Benefits of Lump Sum Self-Service

There will be several benefits to the Lump Sum Self-Service for relocating employees:

Immediate access to suppliers of proven quality and experience
Payment options with suppliers that are easy to set up
Information about services that they otherwise might not have found doing their own research
Anytime, anywhere access to the employee’s relocation information
Cost savings for the relocating employee with multiple suppliers bidding to provide services
Reduced administration costs and efforts for employers

Conclusion

Relocating employees provided with Lump Sum funds will soon be able to have access to a network of qualified suppliers through Lump Sum Self-Service. Asking providers to bid for services and choosing the lower cost options will help relocating employees save money for other relocation services. Employers choosing to provide Lump Sum funds to relocating employees should encourage the use of Lump Sum Self-Service with Payment Options.

The global relocation experts at GMS have the knowledge and expertise to help your company understand how to communicate the benefits of Lump Sum Self-Service with Payment Options to your relocating employees. Contact our team of experts to discuss your relocation policy needs, or call us at 800.617.1904 or 480.922.0700 today.

Tags lump sum, Lump Sum Programs, managed cap, Managed Cap Programs, Relocation Cost Management, Relocation Implementation, relocation management, Relocation Models, relocation policies, relocation programs, relocation services

Relocation Management Relocation Technology

MyRelocation® Video Resources Help Relocating Employees Learn and Connect

Post author By John Fernandez | CRP, GMS, SSB
Post date June 14, 2018

MyRelocation^® from Global Mobility Solutions (GMS) is a cloud-based relocation technology with video resources that lets clients manage and track your employees’ relocation. The technology provides intuitive and easy to use dashboards and helpful information. It also gives users the ability to create over 200 customizable reports on demand. Relocating employees value the ability to access relocation tools and calculators, and utilize virtual destination features. They also prefer the ability to submit expenses online for quick reimbursement, and connect with their relocation coach.

Video Resources

Video enhancements to MyRelocation^® improve the usefulness of the technology. They also teach clients and their employees how to best utilize the robust program’s many features. Online tutorials take users step-by-step through several screens, showing how to submit information and where to find data.

In addition to Destination Spotlight reports, several destinations are in line for development of video resources. These videos bring the location to life for employees and their family members. Seeing a new location and traveling through it by way of a video gives depth to the experience. It also generates interest and excitement about the relocation.

Benefits of Video Resources

In addition to providing valuable information for relocating employees and their families, video resources also:

Build credibility and trust with employees and their families, demonstrating to them that their employer truly cares about their welfare and happiness in their new location.
Provide visually engaging images that increase the employee’s ability to envision themselves in the new location.
Can be easily shared with other family members and friends to join in on the entertainment, giving decision-makers greater confidence in their recommendations.
Increase acceptance rates for assignments, as videos have been shown to be highly effective for increasing conversion rates related to buying decisions and assignment acceptances.

Conclusion

Providing relocating employees and their families with a superior relocation technology like MyRelocation^® helps them have a successful relocation process. Additional resources in video formats give employees peace of mind when a new transfer assignment is under consideration. Seeing a new location through a video is a helpful way to learn about the many positive features of a community.

The global relocation experts at GMS have the knowledge and expertise to help your company communicate the benefits of video resources to your relocating employees. Contact our team of experts to discuss your relocation technology needs, or call us at 800.617.1904 or 480.922.0700 today.

Tags relocation management, relocation technology, technology, Technology Trends, Video Resources

Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Immigration Rules Relocation Challenges Talent Mobility Visas and International Travel

Australian Senate Approves Skilling Australians Fund Levy Legislation

Post author By Sam Hoey | CRP, GMS
Post date June 5, 2018

The Australian Senate has recently passed the Skilling Australians Fund (SAF) levy legislation aimed at developing a fund to provide training for Australians. This legislation is part of a larger group of initiatives that will change requirements for employers who would like to employ foreign workers to come to work in Australia. The SAF requires employers who sponsor temporary or permanent visas to pay levies. The SAF, while not yet fully implemented, is on track for implementation once the bill passes through Parliament.

The Skilling Australians Fund is seen as an important part of the Australian Government’s commitment to the private sector, growing the number of apprenticeships and traineeships and working in partnership with state and territory governments. The purpose of the SAF levy is to require employers who want to hire foreign workers to contribute to the skills development of Australians. This ensures those businesses that benefit from employing skilled foreign workers will also support training for Australians.

What are the key features of the Skilling Australians Fund legislation?

The SAF is designed to provide funds for Australian trainee and apprentice programs. When the legislation goes into effect, it will replace the current training requirement for employers. Currently, employers must demonstrate they are spending a sufficient amount of their business’s payroll on training programs.

Visa programs for which the levy will be assessed include:

Temporary Skill Shortage (TSS) (subclass 482) visa
Employer Nomination Scheme (ENS) (subclass 186) visa
Regional Sponsored Migration Scheme (RSMS) (subclass 187) visa

The applicable levies will be assessed in the following manner:

Temporary Skills Shortage (TSS) (482) Nomination

Small Business A$1200 per year
Large Business (turnover A$10million or over) A$1800 per year

Employer Nomination Scheme visa

Small Business A$3000
Large Business A$5000

Additional changes in the legislation impact Labor Market Testing requirements. The changes included in the legislation require the following:

Conduct testing no more than four months prior to submission of a nomination application
Advertising must increase and run for four weeks, instead of the current 21 days

What should employers expect with this legislation?

Employers who have plans to hire foreign workers for positions in Australia should prepare for upcoming changes in labor market testing and advertising requirements. Employers should also plan for increased budgetary impacts due to the new SAF levy.

What should employers do?

Employers should review their hiring plans for foreign workers in Australia to determine timeframes for labor market testing and position advertising. Employers should also review the budget impact of the new SAF levy as it applies to temporary and permanent visa sponsorships.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with country-specific employment and work pass requirements. We can help your company understand how to plan for the SAF levy requirements in Australia. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Tags global relocation, Global Relocation Tax, Global Relocation Tips, Relocation Costs, relocation expenses, relocation programs, Visa and Immigration Rules, Workforce Mobility, workforce mobility management, World Cultures and Customs

Diverse and Mobile Workforce

Singapore Success Leads to Most Livable City Designation

Global Relocation Programs

What Should Employers do to Attract Job Seekers to the Most Livable City?

Conclusion

What are the key features of the initiative?

Who is eligible under the initiative?

What should employers expect with this initiative?

What should employers do?

Conclusion

What is the new requirement starting July 1?

What are the occupation types affected by this new requirement?

What should employers expect with this requirement?

What should employers do?

Conclusion

Lump Sum Self-Service

Benefits of Lump Sum Self-Service

Conclusion

Video Resources

Benefits of Video Resources

Conclusion

What are the key features of the Skilling Australians Fund legislation?

What should employers expect with this legislation?

What should employers do?

Conclusion

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