Month: April 2019

What is a Concierge Utility Service?

Post author By Sam Hoey | CRP, GMS
Post date April 30, 2019

Smiling young man sitting in restaurant and texting, with his laptop in front of him.

Employers can help their relocating employees by providing direct access to a concierge utility service. Relocating employees often spend a significant amount of time and effort to set up new utility accounts or transfer services. This is time the employee could use for much more worthwhile pursuits. Providing access to a concierge utility service gives employees a valuable time saving tool. Also, they may be able to save costs through various utility bundle pricing options, or through provider package comparisons.

How Does a Concierge Utility Service Work?

A concierge utility service constantly monitors the utility market, service providers, and product offerings. For each home, the service performs research to identify various options the relocating employee is eligible to choose.

When a relocating employee enters their new address, the portal quickly shows comprehensive results. With information at their fingertips, relocating employees can quickly and easily choose the packages and options they prefer.

Once options are chosen, the service provider will:

Connect the services for the relocating employee
Compile information on the start dates
Summarize details for each utility connection

Relocating Employee Time Savings

A concierge utility service lets relocating employees schedule and set up their utility services in less than five minutes, without ever waiting on hold. Since the service does all of the setup work, the relocating employee can save from four to six hours of time.

Relocating Employee Cost Savings

The technology pulls prices and plans directly from utility providers, guaranteeing accurate data. As a result, relocating employees can obtain cost savings of up to 25% on their utility connection spend.

Concierge Utility Service Experts Readily Available for Consultation

A relocating employee has quick and easy access to concierge utility service experts. Whatever communication method is most convenient for the relocating employee, the experts will respond, including:

Phone call
Online chat
Text message
Email

Client Experience and Savings

Global Mobility Solutions (GMS) introduced its concierge utility service to a select group of clients in March 2018 as part of a pilot test run. During the pilot test run time period, several clients participating in the program achieved outstanding results. On average, clients achieved savings of up to nearly $250 for each relocating employee. Also, 100% of these savings accrue directly to the client, since GMS offers the service at no cost.

All Clients Now Eligible for Concierge Utility Service

As a result of the favorable pilot test run, GMS will roll out its new service to all clients. This way, every client and all of their relocating employees can utilize this exceptional program and enjoy significant time and cost saving benefits.

What Should Employers do?

Companies should inquire as to whether their relocation program provides a concierge utility service at no cost. A qualified Relocation Management Company (RMC) with knowledge and experience should offer valuable services that provide time and cost savings for companies and their relocating employees.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients learn about industry-leading programs and services. Our team can help your company understand how to gain all the benefits of a concierge utility service for your company and your relocating employees.

GMS was the first relocation company to register as a .com. The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in a concierge utility service, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags Concierge Utility Service, Domestic Relocation, Domestic Relocation Trends, Home Purchase, Household Goods Movement, Household Goods Movement Management, Real Estate, Relocation Household Goods Movement, Utilities, Utility

Immigration Rules Talent Management Visas and International Travel

What is the Best Way to Learn a New Language and Culture?

Post author By Sam Hoey | CRP, GMS
Post date April 29, 2019

Learning a new language and culture can be challenging. Many employers go to great lengths to identify candidates for global relocation assignments. Often these positions require a specific set of skills and education. Also, the candidate must have a desire to learn new languages and cultures. Pre-decision services are valuable in this stage of the relocation process.

Pre-Decision Services

Employers gain a wealth of information from pre-decision services. As a result, employers can forecast relocation costs, understand candidate motivations, and provide candidates with helpful resources.

Pre-decision services often include:

Candidate Assessment – Assess candidate expectation, skills, personal qualities, family circumstance, and financial preparedness.
Cost of Living Analysis – Cost of living comparison of origin and destination cities to help determine acceptable or competitive salary range.
Market Analysis – Determines the likely home sale timeline and identifies potential home sale challenges such as negative equity.
School Reports – Public and Private School reports provided to the relocating employee to aid community selection.
Moving Cost Estimates – Cost estimates on household goods transportation, helps budget for relocation costs.
Community Search & Tours – Coordinates community orientation tours to familiarize relocating employees to their new location, and assist in selecting an area that fits their particular interests.

By using pre-decision services, employers gain many benefits. Candidate job acceptance ratios rise and global relocation success rates increase. With these rising acceptance ratios, employers can rest assured that candidates are ready and willing to do what it takes to be successful.

What About the Global Location’s Language and Culture?

Once the candidate accepts the global relocation, employers can help them increase their chances for success. By providing valuable tools for candidates, employers help them fully prepare for their new position. One valuable tool is a virtual trainer for language and culture.

Global Relocation Virtual Trainer for Language and Culture

A virtual trainer for language and culture allows candidates to access training anytime, anywhere. This access gives candidates the flexibility they need. Whether traveling or in a remote location, the virtual trainer lets candidates learn at their own pace.

Language Modules include:

Intuitive, straightforward interface
Self-paced lessons
Focus on conversation proficiency
Cultural insights and nuances that impact vocabulary and grammar
Mobile apps for quick brush-ups

Cultural Modules include:

One-on-one personal training via webcam
Coaches explain how to see cultural differences to promote synergy
Practical and actionable guidance to operate in business settings
Learning to leverage skill sets found in other cultures
Communicates values including mutual respect and understanding

What Does This Mean?

Relocating employees who use a global relocation virtual trainer greatly increase their chances for success. Employers that offer this valuable resource also save from 50% to 75% over the usual costs of language and culture training. The cloud-based software lets Human Resource professionals focus on corporate objectives. Relocating employees gain valuable skills that can help them succeed in future endeavors.

What Should Employers do for Language and Culture Training?

Employers should work with a qualified Relocation Management Company (RMC) that can provide access to a global relocation virtual trainer. Employers considering relocating new hires or transferees to global locations should provide them with as many valuable resources as possible. This will help the relocating employees increase their language and culture knowledge. As a result, these employees will be more likely to succeed in their assignment.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how they can gain the benefits of using a global relocation virtual trainer. Our team can help your company understand how to provide your relocating employees with valuable and easy to use tools for language and culture training.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s language and culture training needs, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags cultural training, Culture Training, immigration, Language and Culture, Language and Culture Training, Language Training, Talent Management, Virtual Trainer, Virtual Training, Visa and Immigration Rules, workforce language training, World Cultures and Customs

Domestic Relocation Domestic Relocation Tips Global Relocation Global Relocation Tips Relocation Best Practices Relocation Management Relocation Programs

What are the Advantages of Centralization for a Relocation Program?

Post author By Sam Hoey | CRP, GMS
Post date April 25, 2019

Many companies do not have a full understanding of the benefits that centralization can provide their relocation program. Larger companies or those that grow with acquisitions are often beset with the many challenges their relocation program presents with its focus on decentralization. While decentralization may be useful for local marketing efforts, when it comes to relocation, there are few advantages.

What is Centralization in a Relocation Program?

In our case study on decentralization, our team of global relocation experts describes centralization for relocation programs. Basically, relocation program centralization means the following:

Global or Corporate Level

Develops and manages the relocation program
Ensures uniformity
Provides guidance for regional and local units

By comparison, decentralization in a relocation program can result in many challenges including high operating costs, inconsistent reporting, and varying policies. As a result, employees often receive different experiences depending on what division or location handles their relocation. Also, the company has virtually no visibility, cost predictability, or tracking methods to ensure policies are effective.

Advantages of Centralization in a Relocation Program

Centralization in a relocation program provides many advantages. Companies and their employee benefit from a program that offers:

Centralization

Courtesy mobility consulting worldwide
24/7 access to Relocation Management Company experts
Delivery models in alignment with corporate needs, locations, and structures
Standard policy and processes that also address country nuances
Anytime, anywhere reporting capability
Full containment of costs
Predictability with centralization that allows for accurate budgeting and forecasting
Global, regional, and local ownership
Single operating platform with multiple integration options
Fixed rates and multiple bid processes
Network ownership, streamlined vendors
Stronger discounts and dual bid savings
Custom billing in any currency and location

What Should Employers do?

Companies should engage a qualified Relocation Management Company (RMC) that has knowledge and experience in centralization for relocation programs. Companies should be sure to ask their RMC a wide range of critical questions to ensure all of their main concerns are fully addressed. The RMC will help them understand the advantages of centralization and how to design their relocation program to gain the most benefits for the company and its transferees.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients in overcoming the challenges they face with decentralization. As a result, our team can help your company understand how to gain the advantages of centralization for its relocation program.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in centralization for your relocation program, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags Centralization, Domestic Relocation, Domestic Relocation Trends, global relocation, Global Relocation Tips, Relocation Benchmarking, relocation programs

Global Relocation Global Relocation Tips Global Relocation Trends

What are the Top Emerging International Markets for Global Relocation?

Post author By Tamara Molino | CRP, GMS
Post date April 22, 2019

Many companies look to emerging international markets for corporate growth initiatives. Entering a growing market on the upswing provides a number of advantages. Costs for expansion are usually lower in emerging international markets, as the local economy has not reached its full potential. Companies gain significant advantages through:

Lower costs for land, buildings, rent, and equipment
Exposure to foreign investment with high potential
Market diversification enabling growth in new markets to balance stagnation in other markets
Enhancement of the company’s global reputation
Learning new cultural perspectives that may enhance growth initiatives

What are the Top Emerging International Markets?

The four largest emerging international markets are Brazil, Russia, India, and China. These four countries are known by the acronym BRIC. The BRIC nations have several features in common, including a government focus on economic growth, well developed financial markets, and strong interest in international trade initiatives. However, they share some challenging issues, such as currency issues and fluctuations.

Addition of South Africa to BRIC

South Africa joined the BRIC nations and represents the “S” in BRICS. The addition of South Africa is due in part to the other nations’ desire to forge closer ties with Africa’s leading economy. The first five-member BRICS summit was held in 2011. By 2020, BRICS countries expect to contribute nearly half of all global Gross Domestic Product (GDP) growth.

New Development Bank for Emerging International Markets

The New Development Bank (NBD) for BRICS is seen as a success story for this group of large economies. NBD’s general strategy document for the period 2017-2021 calls for the bank to place two-thirds of its loans into sustainable, “green” infrastructure and renewables over the next five years.

Brazil

2^nd largest producer of iron ore in the world
Large producer of ethanol (more than Europe and Asia combined)
Rich natural resources

Russia

Leading exporter of oil and natural gas
Strong growth in commodities
Significant free market reforms driving economic growth

India

Leading producer of food and farm goods
Known for information technology and business process outsourcing
Growing demographic and workforce trends

China

Leading exporter of consumer goods
Mid-range producer of value-added manufacturing products and assembled goods
Government plans to achieve dominance of high-tech sectors to lead emerging international markets

South Africa

Diverse economy driven by domestic consumption
Abundant natural resources
Largest economy in Africa with world-class and progressive legal framework

What are Success Strategies for Emerging International Markets?

In order to achieve success, companies should define a plan for how they will approach entering new markets. Proven success strategies include:

Leveraging trade associations, events, and government agencies that can support the endeavor
Conducting market research on all aspects of the local culture, businesses, and strategic fit
Building a network of strong relationships to help open doors in the new markets
Identifying strategic partners that can work with you in the local markets
Planning for contingencies and flexibility to respond to local market nuances
Commit for the long term so the emerging international markets become integral to your business

What Does This Mean?

Companies looking to enter emerging international markets should follow proven success strategies. As a result, they will gain valuable market information, develop strong relationships, and define a robust and executable market-entry plan. Companies should determine whether one or more of the BRICS nations should be on their target list for market entry.

What Should Employers do About Emerging International Markets?

Companies looking to enter emerging international markets should review their relocation programs. A qualified Relocation Management Company (RMC) with knowledge and experience can provide a number of helpful resources. As a result, companies will maintain a strong competitive advantage in relocation for new hires and transferees. A global relocation program that provides the highest level of relocation benefits and services for employees will help companies attract highly skilled and talented candidates.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how they can use global relocation to enter emerging international markets. Our team can help your company understand how to leverage global relocation to any of the BRICS nations and gain all the advantages these markets offer your company as well as your new hires and transferees.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in global relocation to emerging international markets, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags Brazil, China, global relocation, Global Relocation Tips, India, Relocation to Brazil, Relocation to China, Relocation to India, Relocation to Russia, Relocation to South Africa, Russia, South Africa, Visa and Immigration Rules, Workforce Mobility

Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Domestic Relocation Trends

Top 5 Points an Employer Should Consider When Employees Choose to Self-Move

Post author By Nancy Kritzer | CRP
Post date April 18, 2019

What are the Top 5 points an employer should consider with a self-move by a relocating employee? Usually a self-move occurs when an employer offers a Lump Sum payment in their relocation program. In traditional Lump Sum relocation programs, relocating employees receive a specific amount of funds for relocation. They also work with a Relocation Management Company (RMC) to select the services they want to use for relocation, within the parameters of their employer’s relocation policy. Some relocating employees may choose to use their lump sum payment to arrange a self-move.

What does a Self-Move Entail?

A self-move may include the relocating employee and others such as their family members doing any number of the following physical tasks:

Packing boxes
Disconnecting appliances and electrical equipment
Lifting and moving furniture and appliances
Loading items into a truck or vehicle
Driving long distances
Unloading items from a truck or vehicle
Unpacking boxes
Reconnecting appliances and electrical equipment

Considering these tasks, any number of them could result in injuries. According to the Bureau of Labor Statistics Nonfatal Occupational Injuries and Illness by Industry, most occupational injuries that employers log and report fall into one of these three categories:

Sprains
Cuts
Fractures

A self-move could easily result in similar injuries to a transferee or one of their family members. It is easy to imagine such injuries if you have any experience with moving anything yourself.

Top 5 Points an Employer Should Consider About Self-Move

Looking at the tasks and logistics of a self-move, an employer should consider whether it is a good option to allow relocating employees to direct their own moves. Points to consider include:

Potential for injury to the employee or their family member and resulting claims
Loss of employee productivity due to the self-move
Liability against the company that may result from unforeseen incidents
Declining employee morale if company culture is seen as uncaring
Public relations issues for any catastrophic occurrences

What Does This Mean?

Employees and their family members may be at risk of injury during a self-move. Employers may have liability for any issues that otherwise could have been preventable. Morale may decline if employees perceive the company does not care for their well-being.

What Should Employers do?

Employers should consider the potential for any risks that may arise if a transferee chooses to self-move as part of their Lump Sum relocation program. They should consider the duty of care they owe to employees who are managing a self-move. Employers should work with a qualified RMC with the knowledge and experience to help them examine issues, risks, and concerns. As a result, employers will reduce risks to relocating employees and their family members.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs to ensure successful moves for transferring employees. Our team can help your company understand how to reduce risks to employees and their family members that may result from a self-move.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss your company’s relocation program and issues relating to employee self-move, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags Domestic Relocation, Domestic Relocation Trends, employee relocation, Household Goods Movement, Household Goods Movement Management, Lump Sum Programs, Managed Cap Programs, relocation, Self-Move

Relocation Management Relocation Policy Review Relocation Programs

What are the Top 5 Benefits of Managed Cap Relocation Programs?

Post author By Sam Hoey | CRP, GMS
Post date April 16, 2019

Happy couple sitting by the boxes in their new apartment and talking to each other on a coffee break.

Managed cap relocation programs provide several benefits for companies and transferees. These programs provide services and allowances up to a specific capped dollar amount. This amount is set by the employer and noted in the company’s relocation policy.

Companies seeking to develop a relocation program often inquire about traditional lump sum programs. However, once they learn about the top 5 benefits of managed cap programs, most companies prefer them over lump sum programs.

What is a Traditional Lump Sum Relocation Program?

A traditional lump sum relocation program is simple in its approach. Basically, an employer provides a relocating employee a specific amount of funds. The relocating employee works with a Relocation Management Company (RMC) to choose services within the parameters of their employer’s relocation policy. As a result, the employer has little involvement in the relocation beyond arranging the funds.

In a traditional lump sum relocation program, a relocating employee must:

Review and choose van lines to move their household goods
Pack their goods, or arrange for packing services
Arrange travel to their new destination
Find and arrange for new housing options
Set up destination services including utilities and internet

What are the Disadvantages of a Traditional Lump Sum Relocation Program?

There are some disadvantages of a traditional lump sum relocation program. First and foremost is the relocating employee’s lack of expertise in making all of the arrangements to facilitate their move. Many people remember times they have moved to a new location, experiencing various challenges along the way. If these experiences are not all favorable, the memory of that experience may alter their perception of their new location, employer, or assignment. Also, any issues that arise may result in delays for the relocating employee to start their new position. If the lump sum amount is paid as a bonus on an employee’s paycheck, the amount will be taxed as income. As a result, this greatly reduces the amount of the relocation benefit to the employee.

Top 5 Benefits of Managed Cap Relocation Programs

Managed cap relocation programs offer several direct benefits for companies and relocating employees. The top 5 benefits of managed cap relocation programs are:

Assists employers with talent acquisition
Enables a strong focus on cost containment and savings
Program administration requires minimal management resources
Quick and easy implementation
Requires limited quality assurance management

What Does This Mean?

Managed cap relocation programs include support services from the RMC. Relocating employees receive policy counseling from experts to help them allocate their relocation funds. The RMC answers employee questions and acts as a guide through their relocation process. Relocating employees in managed cap relocation programs experience fewer budget overages. Also, these employees consistently report higher satisfaction levels than those employees who use traditional lump sum relocation programs.

What Should Employers do Regarding Managed Cap Relocation Programs?

Companies currently looking to implement a lump sum relocation programs should consider implementing managed cap relocation programs. Companies will gain 5 distinct benefits by choosing this type of relocation program instead of a lump sum relocation program. Also, they will experience higher relocating employee satisfaction levels.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients determine the relocation program that is the best fit for their organization and employees. As a result, our team can help your company understand how to gain the 5 benefits of managed cap relocation programs.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in managed cap relocation programs, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags lump sum, Lump Sum Programs, managed cap, Managed Cap Programs, relocation management, Relocation Models, relocation policies, Relocation Policy Benchmarking, relocation programs

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

What Makes South Korea a Top Global Relocation Destination?

Post author By Tamara Molino | CRP, GMS
Post date April 11, 2019

What makes South Korea a top global relocation destination for workers? South Korea offers many benefits for job seekers. The nation welcomes foreign workers, and its business sector is strong and resilient. Long known as one of the Asian Tigers, South Korea continues to be a regional leader in economic growth. South Korea’s growth is due in large part to the country’s policies and characteristics such as:

Strong focus on exports
Population with high levels of education
High rate of savings
Government directed credit
Restriction of imports

South Korea Economic Performance

The 2019 Index of Economic Freedom ranks South Korea at 29 in its list of 180 countries. The country’s economic statistics show:

Gross Domestic Product (GDP): $2.0 trillion
Growth: 3.1%
5-year Compound Annual Growth Rate (CAGR): 3.0%
Unemployment: 3.7%
Consumer Price Inflation (CPI): 1.9%

Top Jobs in South Korea

Many of the top jobs in South Korea revolve around the country’s passion for sports, the automotive industry, and learning the English language. As a result, jobs in the following professions are in high demand:

Requirements to Enter South Korea

Foreign job seekers looking to enter South Korea must meet specific requirements. However, these requirements are relatively simple and straightforward. The United States Department of State – Bureau of Consular Affairs indicates the following:

Travelers should exercise normal precautions
Passport must be valid at time of entry
Tourists staying 90 days or less do not need a visa
Job seekers and those staying longer than 90 days require a visa

To obtain an E-2 visa to teach English, teachers must submit a criminal records check and a health certificate. The Korea Teachers of English to Speakers of Other Languages (KOTESOL) teacher association provides helpful information for English teachers.

The Ministry of Justice – Korea Immigration Service mission is to design diversity and integration-attuned policies. Through these policies, the Ministry strives to create a society that upholds diversity and supports respect for all backgrounds and nationalities. Also, the Ministry aims to attain social integration, so new entrants learn to respect common Korean values. There are several types of visas available for entry, including:

Single Entry Visa is valid for three months from date of issuance

Multiple-entry Visas are valid depending on type of visa:

- Diplomacy (A-1)/Conventions/Agreements (A-3) Visa: valid for three years from date of issue
- Any visa provided under multiple-entry visa agreement is valid for the duration defined by an agreement
- Visa provided for national benefit is valid for the duration specified by the Minister of Justice

South Korea Arts and Popular Culture

Foreign job seekers who choose to live in South Korea will find a culture with strong Chinese and Japanese influences. Rural areas are steeped in folk culture that celebrates Korean art and music, often reflective of religion and nature. Modern culture reaches its peak in Seoul, a dynamic and thriving world city with strong foreign influences that impact culture and language. Seoul Festival is a seasonal cultural festival held four times a year every spring, summer, autumn, and winter. It is based on the “Seoul Honorary Citizens Day” held every October to commemorate the 600 years of Seoul’s history as the capital of the country.

What Does This Mean?

Foreign job seekers looking for opportunities in South Korea have an extensive range of resources to assist their search. The country’s economic growth continues its upward trajectory. Also, business performance in major industries is often superior to competitors in other nations. The Seoul-Incheon urban area is the fourth largest in the world, indicating the high level of opportunities available to job seekers. As a result, most job seekers will find a number openings in their fields.

What Should Employers do?

Companies in Seoul should encourage foreign job seekers to pursue opportunities in the country. Companies also should review their relocation programs to ensure they maintain a competitive advantage in relocation for new hires and transferees. A global relocation program that provides the highest level of relocation benefits and services for employees will draw candidates with high levels of skills and talents. A qualified Relocation Management Company (RMC) with knowledge and experience can provide a number of helpful resources. Companies should inquire about global destination spotlights for major cities in South Korea such as Seoul to learn in detail the major attractions of the city and the nation.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients understand how they can use global relocation to expand global talent acquisition and achieve corporate objectives. Our team can help your company understand how to leverage global relocation to South Korea and gain all the advantages this economic powerhouse offers for your company, as well as your new hires and transferees.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s interest in global relocation to South Korea, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags global mobility, global relocation, Global Relocation Tips, Relocation to South Korea, South Korea, Visa and Immigration Rules, workforce mobility management, World Cultures and Customs, World Economies

Corporate Relocation Corporate relocation tips Relocation Best Practices Relocation Challenges Relocation Management Relocation Programs

What are the Top 5 Points a Company Planning to Relocate Should Consider?

Post author By Sam Hoey | CRP, GMS
Post date April 8, 2019

A company planning to relocate is usually doing so for several reasons. Some companies operate through extensive planning processes and may have short term objectives as well as long term objectives. When considering a corporate relocation, companies must examine several major factors that will impact their decision. Sometimes these major factors have been known to the company, especially if they experience challenges in talent acquisition and management.

Major Factors that Lead Corporate Relocation Efforts

1. Quality of life considerations for their employees.

This encompasses a wide variety of issues including housing and tax costs, commuting times, access to social and educational venues, and environmental concerns. Opportunities for spouses and partners are critically important for relocating employees to ensure success. Family matters and career support for spouses should be a part of any corporate relocation initiative.

2. Workforce issues such as being closer to employees with the necessary education and technical skills.

Companies seeking to hire talented employees often prefer to be near a locale that has a large talent pool of viable candidates for job openings and growth opportunities.

3. Upgrading facilities and equipment is an important factor for any company planning to relocate.

Some companies currently operating in outdated facilities may be at a competitive disadvantage. Their competitors may have newer facilities with access to new technology, high-speed communication, and other updated amenities. As such, the company can easily upgrade facilities and equipment during a relocation.

4. Access to new markets is a major factor for corporate relocation.

The ability to reach new clients and gain exposure in a new location can help a company reach corporate objectives quickly and successfully. In some cases, a corporate headquarters move is made to provide greater access to capital and financial decision makers. Many large companies have facilities in various locations to gain unique advantages specific to those areas.

5. Cost considerations may be a factor in some corporate relocations.

Many companies take the cost of a location into account. They want to assure continued success as they respond to rising costs and increasing competition

Once a company planning to relocate reaches a decision, there are many points to consider. As it plans for a corporate relocation, a company should consider each point to ensure it is fully aware of potential issues, plans are in place, and preparations are sufficient to ensure a smooth relocation experience.

Top 5 Points a Company Planning to Relocate Should Consider

1. A project team should be in place to plan the relocation.

There are many aspects to consider. Several elements in corporate relocation may take a considerable amount of time for review, discussion, and formulation of plans. Companies considering a corporate relocation should have a written plan. Also, they should review this plan for accuracy to ensure it meets stringent corporate, customer, legal, and operational requirements. Important consideration should be given to the relocation budget. Companies should be fully aware of all the costs their corporate relocation will incur.

2. Contingency planning should be an integral part of a company’s corporate relocation plan.

Outside factors such as weather may severely impact the ability to move people and equipment in a timely manner. For each contingency, companies should identify a proper protocol to ensure the relocation goes back on track as soon as possible.

3. Disruptions may occur.

Proper planning should include a review of backup systems for information networks, customer communications, and employee outreach. In all cases, everyone should have a way to contact the company to ensure business remains ongoing during the relocation.

4. Technology systems are usually the most critical component for a company to consider during a relocation.

Connectivity, security, adequacy of backups, and ability to restore systems should be reviewed to ensure full compliance with corporation needs, customer requirements, and business continuity plans.

5. Communication is a key point for any company planning to relocate.

A company planning to relocate must ensure employees, customers, vendors, and others receive information about the move. Often this is a good opportunity for positive Public Relations (PR) efforts that can highlight the corporate relocation’s benefits in many ways, while giving the company greater exposure to tout their growth and initiatives. Companies should consider the audiences that will receive their message. They should also determine how they will express the traditional PR messages of who, what, where, how, and when.

What Should a Company Planning to Relocate do?

A company planning to relocate should identify all of the factors leading to the corporate relocation decision. Also, the company should consider all of the Top 5 Points that may impact the relocation. Companies considering a corporate relocation should work with a qualified Relocation Management Company (RMC) that has knowledge and expertise in all of the planning and processes inherent to relocation. Corporate relocation experts provide valuable insight. As a result, they can help a company’s corporate relocation process run smoothly, quickly, and with the least amount of disruptions. Engaging a Relocation Management Company early in the process will ensure a company has a knowledgeable partner that can guide them through all phases of the corporate relocation.

Conclusion

GMS’ team of corporate relocation experts has helped thousands of our clients develop plans and processes to ensure a successful and efficient corporate relocation. As a result, our team can help your company planning to relocate understand how to proceed with a corporate relocation. This will keep your company operating at top capacity before, during, and after the relocation.

GMS was the first relocation company to register as a “.com.” The company also created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation^® technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss your company’s corporate relocation, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags corporate relocation, Corporate Relocation Services, relocation, relocation best practices, relocation management, relocation programs, relocation services

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Why Canada is Seeking to Add Immigrants

Post author By Tamara Molino | CRP, GMS
Post date April 4, 2019

Canada is seeking to add immigrants, according to the nation’s immigration ministry. Currently, approximately 20% of the nation are immigrants. In its report to Canada’s Parliament in January, Immigration, Refugees, and Citizenship Canada detailed its plan to add over 1 million immigrants by the end of 2021.

Canada Immigration Plan

According to the plan, Canada is seeking to add immigrants following this admission schedule:

2019: 350,000 immigrants comprising:

176,000 federal economic and provincial/territorial nominees
89,000 eligible for family reunification programs
58,500 refugees

2020: 360,000 immigrants

2021: 370,000 immigrants

Since Canada’s current population is less than 37 million residents, each year represents a 1% increase in total population.

Reasons Why Canada is Seeking to Add Immigrants

There are many reasons why Canada is seeking to add immigrants. As noted by Ahmed D. Hussen MP, Minister of Immigration, Refugees, and Citizenship:

Immigrants and their descendants make measurable contributions to Canada
Future success depends on continuing to welcome immigrants and ensure their integration

The country is facing an aging workforce as well as a declining birthrate. The government’s economic advisory council has been vocally advocating an increase in immigration to support the economy and reduce strain on the social services budget. The country needs skilled labor and is seeking to add immigrants who have significant education and technical training.

Canadian Prime Minister Justin Trudeau welcomes immigrants and refugees to the nation. Trudeau’s statement via social media clearly marks Canada as a welcoming nation. His use of #WelcomeToCanada is an encouraging sign for all people seeking to enter the country.

Why Immigrants Choose Canada

There are many reasons why immigrants choose Canada, and why Canada is seeking to add immigrants:

Canada is the sixth best country in several measures including:

Commitment to providing social services
Diversity
Respect for differences
Safety and security
Beautiful natural landscape
Seasonal changes

Citizens and permanent residents are eligible for the public health insurance system
The nation has the highest immigration rate of all G8 nations

What does this mean?

Those who want to enter and stay in Canada have many options. The nation’s immigration ministry provides an easy to use portal to submit and check the status of applications. The ministry also provides a wealth of information for immigrants to help them prepare for life in Canada. Canada is seeking to add immigrants who want to work in the nation, and the immigration ministry helps them prepare for work in Canada. The government provides a national job bank and career portal where immigrants can search for employment.

What should Employers expect?

Employers in Canada should expect to see an increase in the number of job seekers who are immigrants and refugees seeking to become Canadian citizens. They should also expect to see a rise in the need for pre-arrival settlement services. The immigration ministry provides a number of helpful language and integration services, classes, and resources to increase job readiness, success, and retention.

Employers not currently in Canada might consider the country as a strategic location for corporate expansion. The services of an International Professional Employer Organization (PEO) may be useful to help an employer enter one of the world’s best countries and quickly test the local market.

What should Employers do as Canada is Seeking to Add Immigrants?

Work with a Qualified Relocation Management Company

Employers in Canada should review their company’s growth plans and requirements for jobs across all levels of skill sets. They should also determine how their company’s growth plans will impact the jobs required to meet business plans and goals. Since Canada is seeking to add immigrants, employers should review their talent acquisition and management programs to ensure they align with a growing number of immigrants in their workforce. They should work with a qualified Relocation Management Company (RMC) that can help them review their relocation and visa programs encourage highly skilled new hires and transferees.

Investigate the Services of an International Professional Employer Organization

Employers outside of Canada should investigate the services of an International PEO. By working with an International PEO, companies can quickly grow their international employment in Canada. RMCs can provide expert assistance to employers looking to expand their corporate presence to one of the world’s best countries by using the services of an International PEO.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop relocation programs that attract and retain qualified employees across the world’s best countries. Our team can help your company determine how to benefit as Canada is seeking to add immigrants.

GMS was the first relocation company to register as a .com, created the first online interactive tools and calculators, and revolutionized the entire relocation industry. GMS continues to set the industry pace as the pioneer in innovation and technology solutions with its proprietary MyRelocation™ technology platform.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online to discuss your company’s relocation and visa program needs as Canada is seeking to add immigrants, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags Canada, global relocation, Global Relocation Tips, Visa and Immigration Rules, Workforce Mobility, World Cultures and Customs, World Economies

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How Diversity and Inclusion Initiatives Deliver Results

Post author By Sam Hoey | CRP, GMS
Post date April 2, 2019

Business Group Meeting Discussion Strategy Working Concept

Many companies want to develop diversity and inclusion initiatives. However, employers may not be fully aware what these initiatives entail. They also may not understand the link that such initiatives have to their business growth plans and profitability targets.

Why do Companies Need Diversity and Inclusion Initiatives?

To understand why companies need these types of programs, it is helpful to understand workplaces of the recent past. Personnel Today’s spotlight on the 1980s workplace shows:

Many workplaces with a higher number of male workers
A personal recruiting process lacking technology
Less variation in candidate educational backgrounds
Job seekers presenting qualifications with little confirmation by way of background checks
Higher levels of employee loyalty

Clearly this time period was less understanding of the benefits relating to diversity and inclusion initiatives. Since then, greater emphasis alongside regulations have been implemented to promote diversity in the workplace.

What is the Situation Today?

In the 2000s, technology is changing the workplace in several ways. Additionally, companies are responding to changing demographics, global expansion, and competition for labor with greater skillsets and technical training. The Winters Group’s review of corporate diversity training programs from 1964 to the present highlights changing corporate objectives. Many industry best practices for diversity training are driven by corporate growth plans and profitability targets.

McKinsey & Company’s research shows there is a strong business case for diversity and inclusion initiatives. Many corporations understand that diversity and inclusion initiatives are vital to achieving objectives, given these facts:

Top performing companies on both profitability and diversity exhibit higher gender diversity on executive teams
Diverse leadership teams result in higher financial performance
Higher performing companies exhibit higher levels of ethnic and cultural diversity
Local context with regard to diversity measures matters in understanding corporate performance
Companies with the least gender, ethnic, and cultural diversity are least likely to attain average profitability performance

What do Diversity and Inclusion Initiatives Entail?

The 2018 Worldwide ERC^® Global Workforce Symposium session on diversity and inclusion initiatives shows several levels of diversity to consider.

Basic diversity includes:

Age
Gender
Nationality
Race

Expansive diversity includes:

Historical Influences
Cultural Influences
Political Views
Educational Differences
Lifestyles
Pace of Life Variations

Deeper consideration of diversity and inclusion initiatives cover:

Value Systems
Personality Traits
Sexual Orientation
Languages
Heritages
Gender Identification
Mental/Physical Abilities
Economic Position
Family Status
Religious Belief Systems

Diversity and inclusion initiatives require levels of understanding and clear expectations. Employees need to understand laws and rules that govern workplaces. They should understand how different social behaviors impact the workplace, and the effect of local cultures and norms on employees and their performance.

Companies that want to develop these types of programs should work with global mobility professionals. A Relocation Management Company with knowledge and experience can provide expert guidance on various aspects of programs. As a result, companies will be better able to attract diverse and inclusive new hires and retain highly skilled talent.

What Should Employers do for Diversity and Inclusion Initiatives?

Employers should understand the value of these types of programs. They should consider examining their current corporate structures and employment situations as they relate to diversity and inclusion. Employers should determine how diversity and inclusion initiatives that impact talent acquisition and management may increase their ability to reach corporate objectives.

Conclusion

GMS’ team of global relocation experts has helped thousands of our clients develop hiring and recruiting programs to attract highly skilled job seekers through diversity and inclusion initiatives. Our team can help your company by using industry best practices to design your relocation program. This will increase your company’s ability to attract and retain new employees across all levels of diversity.

Global Mobility Solutions is proud to be named and ranked #1 Overall, and #1 in Quality of Service by HRO Today’s 2019 Baker’s Dozen Customer Satisfaction Survey.

Contact our experts online to discuss your company’s diversity and inclusion initiatives, or give us a call at 800.617.1904 or 480.922.0700 today.

Tags Diversity and Inclusion Initiatives, employee relocation, Talent Management, workforce mobility management, World Cultures and Customs