Category: Domestic Relocation Tips

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Understanding Why Traditional and Self-Service Relocation Program Models Stay Relevant in Healthcare

There are various relocation program models that companies can use to provide transferees and their families a range of benefits to ensure a successful relocation. Global Mobility Solutions’ Medical Industry Benchmarking Report shows that among healthcare companies:

  • 86% offer a traditional program
  • 14% offer a lump sum/managed cap (self-service) program
  • 22% offer both types of programs

A best practice consideration is to adopt a combination of traditional and managed cap programming models. Reviewing the basic features and benefits of traditional and self-service relocation program models can help companies understand which programming model is the right choice for their unique requirements.

What is a Traditional Relocation Model?

A traditional relocation program generally provides for ongoing employee support services, supplier management, candidate selection, relocation benefits, and expense management. Corporate relocation programs frequently vary by company due to size, need, or destination. The overall process of employee relocation is usually divided into one of four service brackets including:

A robust pre-decision process is one of the most important things that contribute to high satisfaction rates among relocating employees. Recognizing its importance to overall satisfaction, there has been a significant increase in pre-decision service usage within the healthcare industry.

Additionally, 84% to 90% of healthcare companies utilize a tiered policy approach to relocation. The most common are by position level or homeowner versus renter status.

Providing additional benefits in a relocation program to attract highly skilled new hires will give a healthcare company a competitive advantage. For example, home selling and buying assistance might be a very attractive benefit for a talented healthcare professional who is considering a relocation offer from a prospective employer. Levels of assistance in this area can vary based on position. A relocation policy with a strong communication plan will clearly define and describe the exceptional value that this benefit provides to new hires.

What are Self-Service Relocation Program Models?

Self-service relocation models include lump sum and managed cap programs. The point is that employees direct their own relocation process. The difference between lump sum and managed cap programs is whether the employee or the RMC manages the relocation process.

Lump Sum Program

In a lump sum program, companies provide employees with an allocated lump sum payment and let the employee choose their relocation providers and process. Some Relocation Management Companies (RMCs) offer programs such as a dedicated debit card where funds are electronically transferred to the employee after their expense report is audited. The employee has immediate access 24/7/365 via ATMs and point-of sale retailers nationwide. In addition, funds can also be electronically transferred from the card to their personal checking account.

The success of a lump sum program rests solely upon the relocating employee. They do not have the benefit of expert guidance and counseling that an RMC can provide.

Managed Cap Program

In a managed cap program, companies provide employees a specific amount of funds to spend. Employees benefit from the support services offered by the RMC. These services include policy counseling to the employee on the best allocation of their funds when choosing from an array of relocation services. In addition, they receive guidance on the taxation of particular components, saving the company a FICA tax match and gross-up on particular benefits, such as the household goods shipment and final move trip.

A managed cap program contributes to fewer budget overages and higher satisfaction levels than the lump-sum option, maximizing the benefit for both the company and the employee. Consider tiered policies by level, under a managed cap methodology. This will inherently produce greater efficiencies than other relocation program models, provide employees choice, enhance quality, and contain costs.

Healthcare Industry Talent Recruiting Trends

According to Healthcare Source’s Healthcare Talent Management Trends for 2018, healthcare companies increasingly face skilled labor shortages in several employment fields. The aging population leads to increasing demand for healthcare talent. Also, the number of retiring healthcare professionals leads to a declining talent pool, creating a gap. Traditional employment recruiting strategies are not effective in closing the talent gap. Healthcare companies can attract employees by offering relocation programs with attractive benefits.

Leveraging Relocation Program Models to Attract Healthcare Talent

Most healthcare companies report a willingness to pay for relocation. In order to get the best results from their talent recruiting efforts, healthcare companies should promote their relocation program as a highly valuable benefit. This will help the company attract and retain talent that is looking for assignments in new locations.

Communicating their interest in attracting new hires and their willingness to help employees during their relocation process helps strengthen and broaden a healthcare company’s employer branding efforts. Many healthcare companies are investing significantly in building their employer brands to attract and engage top quality talent. A well-defined and attractive relocation program that follows industry best practices tells prospective employees the company is an employer of choice within the industry.

Healthcare talent acquisition programs must attract a variety of new hires, with many different skill levels. Offering a combination of traditional and managed cap programming models, along with a tiered policy approach, provides healthcare companies with a wide range of options to attract new hires.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts have helped thousands of our clients develop relocation program models that attract and retain qualified employees. Our team can help your healthcare company by using industry best practices to design a relocation program that combines traditional and managed cap models within a tiered policy to provide the widest range of options, increasing your company’s ability to attract and retain new employees.

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 healthcare company’s relocation program needs, or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends

What are the Best States Overall?

The Iowa State Capitol at Night.

What are the best states overall? This very subjective question depends on so many factors, many of which are more important to some people than others. Traveling across the US, it is easy to see that some states excel in certain areas, while other states excel in other areas. Which factors can be used to create a comparative ranking, and should importance to residents be a weighting factor?

US News & World Report and McKinsey & Company’s Best States Overall Ranking focuses on eight major ranking metrics. Of these eight major metrics, the most heavily weighted are health care and education, as these were found to be the most important to people.

Health Care

This category focuses on access to health providers, affordability, quality of care, and health outcomes.

Education

Education for students from preschool to high school, as well as different levels of higher education. Topics such as Common Core requirements and charter schools also impact this category.

Economy

Economic measures include job growth, unemployment rates, GDP growth, migration into states, new business creation, and number of patents applied for and granted (indicative of future growth).

Opportunity

Fair housing, poverty levels, and equal access to jobs and housing for minorities, women, and people with disabilities are among the criteria included in this category.

Infrastructure

Major considerations in this category include the use of renewable energy, as well as the quality of broadband access, transportation, roads, bridges, highways, and tunnels.

Crime & Corrections

This category focuses on public safety measures, rates of violent crimes and property crimes, incarceration rates, and management of prison systems.

Fiscal Stability

State government fiscal stability ensures the success of government-sponsored programs that impact residents. Provision of services such as public education, public pension liabilities, budgetary measures, and other state-level social and public programs all serve as indicators of a state’s fiscal health.

Quality of Life

Clean air and clean drinking water impact resident’s quality of life. Additionally, social support in a community impacts resident quality of life in that they are happier and have greater physical and mental health.

What are the Top 10 Best States Overall?

While each state’s measurements in the eight major ranking metrics vary, the rankings indicate the following top 10 Best Overall States:

  1. Iowa
  2. Minnesota
  3. Utah
  4. North Dakota
  5. New Hampshire
  6. Washington
  7. Nebraska
  8. Massachusetts
  9. Vermont
  10. Colorado

Destination Spotlights

Want to learn more about these states? Global Mobility Solutions (GMS) has a wide range of North America destination spotlights which highlight information useful to clients considering relocation programs, and to transferees as they consider assignments in new locations. Our team has published many in-depth destination spotlights including several for Global locations, and you can also Request a Spotlight.

Conclusion

Thoroughly researching a North America destination to learn about the location, employment statistics, major employers, and cultural highlights is critical to relocation success. The North America relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company understand how to review the best states overall ranking.

Our experts can also help your company determine how the ranking metrics relate to your company’s relocation program and transferee’s needs, so you can offer your employees the best relocation experience. Contact our team of experts to discuss your North America relocation destination, or call us at 800.617.1904 or 480.922.0700 today.

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Domestic Relocation Domestic Relocation Tips Domestic Relocation Trends Employee Development Talent Management

What are the Best Places to Find a Job in the USA?

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Cropped shot of an attractive young businesswoman working in a modern office with her colleagues in the background

What are the best places to find a job in the USA? Graduates, current employees looking to advance their career, new entrants to the job market, and those returning to the job market constantly ask this question. Any consideration of best places to find a job in the USA is subject to several interpretations. For example, one job market may have many openings, but the skills required for the positions might be unique to a particular industry such as agriculture or petroleum refining. Many of the best places to find a job in the USA feature a wide range of employers and industries, so employment prospects are positive for most job seekers.

WalletHub’s examination of the 2018 job market in the USA notes several exciting and thriving places that certainly deserve to be in a list of best places to find a job. The team at WalletHub compared twenty-six indicators of job market vitality across more than 180 cities to create their list of the best places to find a job. Below are the top 10 best places for 2018 according to WalletHub:

Top 10 Best Places to Find a Job in the USA

  1. Chandler AZ
  2. Scottsdale AZ
  3. San Francisco CA
  4. Peoria AZ
  5. Gilbert AZ
  6. Plano TX
  7. Portland ME
  8. Irvine CA
  9. Madison WI
  10. Boston MA

Number 1 Best Place to Find a Job: Chandler AZ

Chandler is a city located in Maricopa County, Arizona. It is a suburb of Phoenix, and is situated south of Tempe, East of Phoenix, and West of Gilbert. The city of Chandler started life as a ranch owned by Dr. Alexander John Chandler, the first veterinary surgeon in Arizona. The townsite office opened on May 17, 1912. As recently as 1980, the population had grown to 30,000. However, with continuing population growth and expanding manufacturing, Chandler currently has a population of approximately 260,000.

Chandler is noted for its annual Ostrich Festival, celebrating the early 1900’s history of ostrich farms in the area which supplied plumes for women’s fashion and hats during that timeframe. The Chandler Center for the Arts is a 1,500-seat regional performing arts venue known for Broadway shows, musical performances, dance, theater, and family events. The city also is home of the Arizona Railway Museum and features free admission and several events including Chuck Wagon Cookoffs, Dinner in the Diner, Open Houses, and specialty excursions.

The McCullough-Price House, a 1938 Pueblo Revival-style home, was donated to the city by the Price-Propstra family in 2001. The city renovated and opened it to the public in 2007. On June 12, 2009, the McCullough-Price House was added to the National Register of Historic Places. Currently, the city has awarded a contract for the design and construction of a new museum building to be connected to the structure, which will then become the new Chandler Museum.

Leading employers in Chandler include the following companies, several of which are leaders within their respective industries:

Leading Employers

Destination Spotlights

Global Mobility Solutions has several Destination Spotlights that provide information on North America locations as well as Global locations. The Phoenix Spotlight includes information about the city and the metropolitan area. Our team has published several other Destination Spotlights and you can also Request a Destination Spotlight.

Conclusion

Thoroughly researching a North America destination to learn about the location, employment statistics, major employers, and cultural highlights is critical to relocation success. The North America relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company understand 2018 North America relocation trends, and offer your employees the best relocation experience.

Contact our team of experts to discuss your North America relocation destination, or call us at 800.617.1904 or 480.922.0700 today.

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Domestic Relocation Tips Domestic Relocation Trends

What Does the US Rental Market Look Like for 2018?

Omaha downtown skyline during Autumn, with a lake at the Heartland of America Park in the foreground

Employers with plans to relocate employees either to US cities or between two different US cities should be aware that the US rental market continues to experience rent increases outpacing the rate of overall national inflation. However, each rental market is unique. The number of units, state and local economics, and even natural disasters all impact rental rates. A regular review of the state of the US Rental Market can uncover opportunities for transferees to consider new assignments as rental market affordability increases.

On a national basis, rents are 2.8% higher, outpacing the current 2.2% overall rate of inflation, and the average hourly earnings rate of 2.5% over the past 12 months, according to an analysis prepared by online rental marketplace ApartmentList.com.

US Rental Market Areas with Rising Rents

The fastest rent growth in the US continues to be in the city of Sacramento, California, with an increase of 9.3% over the past year. Why is Sacramento experiencing high rents? Several factors are at work, including job growth, low inventory of rental units, and the influx of other California residents from the Bay Area who are seeking lower costs in Sacramento.

The US rental market imbalance in this region of California is threatening to displace thousands of low-income Sacramento residents. The solution to Sacramento’s rising rents may lie with other cities such as San Jose and San Francisco, which have effectively priced residents out of their markets due to low inventory and soaring rents.

Following Sacramento in the rising rent category are Vancouver, Washington at 7.9 % and Orlando, Florida at 6.8%, due to increasing job growth and an ever-expanding population.

US Rental Market Areas with Declining Rents

The largest decline in rents is occurring in Anchorage, Alaska, with rents declining by 1.7% over the past year. There are several reasons for the declining rents, with the greatest impact due to an economy in recession that is causing significant job losses. There is also much uncertainty over issues and changes in Alaska’s state government based in Juneau, creating further instability in the Anchorage job market.

Following Anchorage in the declining rent category is Portland, Oregon at 3.5%; however, this decline in Portland’s booming market is due mostly to a large amount of new construction, fostering competition for renters and driving US rental market rents downward.

Conclusion

The relocation experts at Global Mobility Solutions (GMS) have helped thousands of our clients manage relocation both to and within the US. We have the knowledge and expertise to help your company determine the best plan forward as the US rental market continues to experience increases in some cities and declines in other cities.

Contact our team of experts online to discuss how we can help your company’s relocation plans and the US rental market, or call us directly at 800.617.1904 or 480.922.0700 today.

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What are the Benefits of Outsourcing Relocation Programs?

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What are the benefits of outsourcing relocation programs? Companies that want to stay ahead of their competitors and attract highly qualified employees offer a well-designed corporate relocation program. Employees are looking for relocation programs to provide a wide range of benefits and services to ensure they have an easy and smooth relocation process. Companies that offer a relocation program that is managed entirely in-house face several challenges in trying to meet the demands and expectations of a widespread workforce. There are many benefits to  outsourcing relocation programs that companies should consider as they review their offerings.

There are five key in-house relocation program challenges, and five crucial benefits that outsourcing provides to help company relocation programs be successful:

1. Program Managed by Various Locations or Individuals

Local HR teams may have different interpretations of programs and policies, so variations may impact the benefits transferees receive.

Outsourcing Benefit: When choosing to outsource, company relocation programs benefit from central program management with local support. At all times, a consistent and coherent program is administered and fully supported in all locations, with no variations by locale or individual interpretation.

2. Employees or Local HR Assume Additional Responsibilities

A company choosing to offer an in-house relocation program must rely on current employees and local HR teams to assume additional responsibilities. Some current employees may not have experience with relocation programs, so there may be a learning curve requiring additional time and training.

Outsourcing Benefit: Teams of fully trained relocation experts handle the interpretation and delivery of policies, ensuring employees receive the same benefits across the board.

3. Frequent Exception of “Special Deals”

In-house relocation programs are susceptible to frequent exceptions of “special deals” when employees try to find ways to help transferees and their families with unique challenges. Companies often do not have the resources to understand the unique challenges posed with relocation and how they have been addressed by other companies, likely resulting in unforeseen and unbudgeted obligations.

Outsourcing Benefit: Relocation experts with significant industry experience can use their knowledge to help companies understand how best to manage exceptions, minimizing expenses and process disruptions.

4. Relocation Costs not Effectively Tracked

Over 70% of companies that manage relocation in-house are not aware of their program’s internal operating costs. Without effective relocation program expense tracking, the true costs are hidden and thus cannot be effectively controlled or minimized.

Outsourcing Benefit: “Best of the Best” providers are utilized so transferees and their families receive exceptional services while costs can be fully identified, tracked, and reviewed for budgetary impact and program performance.

5. Increased Likelihood of Assignment Failures

Companies offering a relocation program hope their transferees have a successful relocation. However, the likelihood of assignment failure is high due to the in-house team’s lack of experience and knowledge when helping transferees and their families understand and address the unique challenges they face during the relocation process.

Outsourcing Benefit: Companies can benefit from an outsourced solution that specializes in unique relocation needs including tax issues, visa applications, and compliance reporting. Working with relocation experts who have extensive experience in these and other areas can help a company avoid risk related to transferee’s requests for guidance and advice.

Conclusion

The most successful companies outsource their relocation programs so employees and their families have access to industry-leading resources and expert guidance. The corporate relocation experts at Global Mobility Solutions (GMS) help our clients understand how to create and administer a relocation program that gives them a competitive advantage and provides the highest level of relocation benefits and services for their employees.

To learn more about the many benefits outsourcing your corporate relocation program can provide for your company and employees, contact our team of experts online, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Spouse and Partner Career Support Programs Promote Successful Relocations

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Two serious caucasian men in suits discussing or planning business issues in the office. Colleagues or client and consultant are sitting at the table next to each other and talking.

Employees expect their company’s relocation programs to provide a wide range of services, technology, and tools that will help make for an easy and smooth relocation process. Along with services targeted specifically for the transferee, the most successful company relocation programs also provide support programs for spouses and partners. Employee’s family members participate in the relocation process, and as such their buy-in and support can ensure a successful assignment.

When an employee is offered a relocation opportunity, their spouse or partner’s needs should be considered as well. Often a new job for a transferee may mean a job change for their spouse or partner, in addition to relocating to a new location. The more support and information a company provides for spouses and partners, the more likely the relocation will be successful.

Successful company relocation programs should provide the following spouse and partner support services:

Spouse/Partner Pre-Decision Support Programs

Spouses and partners should receive consultation for any questions and concerns they may have about the new location. Local average salary information, cost of living assessments, job market information, community amenities, and specific information about local companies or organizations that may fit the spouse or partner’s career goals are all helpful topics that support spouses and partners in their pre-decision process.

Online Assistance Portal

An online assistance portal that provides information to support local job searches or professional development opportunities in the new location is a welcome addition to a company’s relocation support programs for spouses and partners. Helpful resources such as lists of key employers organized by location and industry, resume posting services, and job search publications and white papers provide spouses and partners with information they need to pursue new opportunities.

Professional Career Services

Many spouses and partners benefit from structured programs that help them create their online personal brand through Linkedin profiles or job search engines, direct job search assistance, resume writing assistance, entrepreneur support, and professional development opportunities. Successful company relocation programs provide a wide range of these support programs so their transferees’ families are prepared to participate in the relocation process with a focus on success.

“The entrepreneur support services provided by my husband’s employer were instrumental to our successful relocation,” noted S. Fernandez, founder and Program Director of TLC Child Enrichment. “As he began his new career, I received extensive assistance to set up a new childcare and preschool business which has grown and provided me with a terrific opportunity.”

Conclusion

The most successful company relocation programs provide a wealth of support programs and services for spouses and partners since they are often key to ensuring a successful relocation. Global Mobility Solutions (GMS) provides its clients with an extensive array of spouse and partner support programs as well as other valuable business services so employee relocations are successful. Our high-touch service model fully extends to helping employee’s families with everything they need during their relocation process.

To learn more about the wide range of spouse and partner support programs we provide, download your industry benchmarking study, contact our team of relocation experts or give us a call at 800.617.1904 or 480.922.0700 today.

Download your industry benchmarking study

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What are the Top 3 Business Relocation Budget Tips?

Group of young people moving in new office, holding boxes and stuff.

With today’s digitally-driven business landscape, your business relocation budget might include relocating an operational arm or corporate headquarters to a different region. For some companies, it makes economic sense to move employees to other parts of the country or globe. However, although these moves often have the intention of boosting bottom-line revenue, relocation costs can add up quickly.

Keeping that in mind, here are the top three business relocation tips you can use to help save on corporate relocation budgets:

Get Estimates from Multiple Providers

Assuming that a business has already chosen a new market and a new office space, the logistical aspects of moving now come into play. Moving offices and employees is a massive undertaking, and it is important for a business to get the most value from the relocation. Obtain multiple estimates from reputable firms and determine the best option that fits your business relocation budget. Rates can often be negotiable; a Relocation Management Company that has experts in group move coordination on staff can leverage volume for better rates with van lines.

Understand Your Rights

The U.S. Department of Transportation’s Federal Motor Carrier Safety Administration outlines a number of rights and responsibilities that businesses are entitled to before, during and after their relocation. For instance, a van line must move a client’s belongings in a timely manner. The moving company must provide a written record called a reasonable dispatch service, and if there is a delay, the company must then prepare a written record of its amended date for delivery. Since your business relocation budget requires adherence to cost guidelines, it is important for companies to ensure the entire logistical process runs smoothly.

Work with a Relocation Management Company

Choose a Relocation Management Company that has expert knowledge and extensive experience in corporate relocation services. Corporate relocation programs provide companies and employees all of the resources and tools they need to ensure a smooth and successful relocation process, and to keep your business relocation budget within guidelines. Look for a company that provides ongoing employee support services, supplier management, relocation benefits, and expense management. Since your employees will be moving to the new location, you should be sure to provide a wealth of resources for them and their families so they feel confident in accepting their new assignments and enthusiastic about the company’s relocation.

Conclusion

The corporate relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company manage its business relocation budget and offer your employees the best relocation experience. Contact our team of experts to discuss how we can help your company’s business relocation budget stay within company guidelines, or call us directly at 800.617.1904 or 480.922.0700 today.

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Top 5 Reasons for Expedited Bidding

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What is Expedited Bidding?

The Expedited Bidding Process (EBP) is not an abbreviated approach. It is a request for proposal (RFP) that, like a traditional RFP, demands complete and detailed answers from relocation management companies (RMC). However, through expedited bidding, a company’s purchasing department only sends RFPs to a small, select group of key RMCs.

The trend in utilizing an EBP for the outsourcing of relocation management is at an all-time high. Global Mobility Solutions consulting team’s recent study shows that EBP utilization is up more than 200% over the last year. Why are so many companies turning to expedited bidding when looking for a mobility management solution?

Buying Solutions, Not Widgets
Purchasing relocation management is not like sourcing for parts. Ensuring the right fit for the right reasons is key when purchasing employee-facing services.

Courtesy Mobility Consulting
Policy reviews, recommendations, program design, and policy development can be part of the process. This allows for an evaluation of the RMC experience, knowledge, and quality of consulting work.

Immediate Cost Savings
Competition often equates to implicit cost savings through no fee implementation, less administrative burden and time investment, improved fee structures, and reduced direct costs.

Quicker Program Implementation
90% of EBP implementations are completed within 22 days, allowing for immediate efficiencies and realized savings.

Full RFP Avoidance
Eliminates the administrative burden for the purchasing department and reduces the need for extensive resources when compared to a formal Request for Proposal method.

Modern Mobility Made Easy™

What this means for you and your relocating employees

The Global Mobility Solutions benchmarking study shows that companies utilizing an expedited bidding process achieve savings up to 61% over typical RFP costs. Expedited bidding is one of many ways that Global Mobility Solutions recommends to make choosing an RMC fast, easy, and cost-effective. Before you send your next RFP, Download the 28 Critical Questions to ask an RMC. For more information on EBPs, and to learn more about Global Mobility Solutions’ corporate relocation programs, contact us online or give us a call at 800.617.1904 today.

Download the 28 Critical Questions to ask an RMC when submitting an RFP

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5 Easy Steps for Year-End Relocation Expense Reporting

While most people are busy preparing for the holidays, you’re scrambling through the year-end reconciliation of your relocation expense data. Well, even though it’s only November, here is a gift that will help you navigate your year-end process this year and for years to come.

Though many relocation managers might prefer holiday gift shopping to year-end reporting, the process tends to go more smoothly when run by the relocation department. To maximize efficiency, be sure to follow these five steps:

1. Checklist

Create a year-end checklist. A detailed checklist will identify the information you need to accurately report year-end compensation. Your checklist should include due dates, responsible individuals, and departments. Establishing the responsibility for reporting relevant compensation data is critical and may include several components such as wages, imputed income, benefits, equity, and taxes. This year-end checklist will help you identify all the resources you need to create a complete and accurate report. Your itemized checklist should include items such as early cutoff dates, all employees who will receive the tax filing services (employees on the tax eligibility list), and provide for the time needed for verification, approval, and processing. A well-developed checklist will also set firm deadlines for reporting and tax filings.

2. Preparation Call

Set up a year-end preparation call. When setting due dates, remember the mandatory vacation times required by some countries toward the end of December. During the call, review your year-end checklist with all involved parties to ensure they are aware of their role and deadlines. Use this call as an opportunity to build understanding and develop relationships that will make year-end reporting easier in the future. If you have not already held a year-end preparation call, schedule one as soon as you finish reading the rest of this article!

3. Verify Data

Verify all of your data. Accuracy is vital, especially for compensation reporting. Data such as addresses and tax ID numbers/Social Security numbers should be confirmed, as well as wages, benefits, sick days, and vacation time. Verifying relocation expense data eliminates backtracking and costly errors.

4. Finalize Data

Finalize your relocation expense data. Make sure that the final payroll reports of the year have been included, plus any end-of-the-year benefits. Be sure to back up the program data again and save it in a secure location for easy future reference.

5. Submit Report

Get ready to submit your report. Double-check the deadlines for all the countries on your list and be prepared to provide specific data for each country. Tax providers may ask for data for different assignee/transferee populations. Be sure to adhere to your year-end deadlines and, whenever possible, send the data ahead of time. Some international locations may have very tight turnaround times to make that final tax payment of the year.

Modern Mobility Made Easy™

What this means for you and your relocating employees

As with anything, practice makes perfect. The more you follow these five steps, the easier your year-end reporting will become. Global Mobility Solutions – a leader in mobility management since 1987 – has expert relocation consultants who can help you quickly implement relocation policies custom-tailored for your needs, as well as expense reporting to make your year-end reconciliation easier. Request a professional audit of your year-end process.

Request your complimentary relocation program audit

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Top 3 Considerations When Implementing Relocation

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Keys to working smarter, faster, and more cost-effectively

HR, Recruitment, Payroll, Accounts Payable, IT Security, and other relocation stakeholders commonly face a never-ending variety of evolving and often overwhelming challenges when it comes to the implementation of benefits administration, which includes relocation outsourcing decisions.

As employee benefits become more complex, critical, and increasingly subject to regulatory compliance requirements, employers must accurately assess their team’s capacity when it comes to implementing relocation programs.

Global Mobility Solutions (GMS) recently compiled the data on thirty four (34) recent implementations it managed, representing key industries and includes several multinational companies (including and not limited to manufacturing, technology, healthcare, and energy). This study was derived from initial and post-implementation surveys that are focused on implementation Critical Success Factors (CSF).

Top 3 Critical Success Factors

  1. Implementation Management
    Assessing an organization’s goals and creating a realistic road map of key milestones is a critical part of delivering an effective implementation. The process begins by identifying the right mix of internal/external resources and flexible technology that support a collaborative approach to implementation that stays on track. This study confirms that proper planning and management is an essential to any successful relocation implementation.
  2. Cycle Times
    All organizations, large and small, have finite resources, making the maximization of productivity and cycle times a CSF. Properly planned and executed implementations reduce typical and customary cycle times.
  3. Time Investment = Real Dollars
    The old adage of “time is money” has a direct association to relocation program implementation. This is evident by the time investment required to complete implementation by multiple disciplines within an organization, such as Human Resources, Payroll, Accounts Payable, preferred vendors and the RMC.

Modern Mobility Made Easy™
What this means for you and your relocating employees
Our findings conclude that organizations with solid implementation oversight and supporting technology experience shorter cycle times, spend less and have a better overall experience. Global Mobility Solutions, a leader in corporate relocation since 1987, provides companies like yours with proven leadership, time tested procedures and advanced technology to ensure that no more than 10% of their time is spent on implementing a relocation management program. GMS completes new implementations within 5 to 22 days, while maintaining 98% planning accuracy and 100% implementation satisfaction. To learn how to quickly and easily implement your relocation program, all within your planned budget, by requesting an implementation demo.

Request a relocation implementation demo from Global Mobility Solutions

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