Category: Global Relocation

Categories
Global Relocation Global Relocation Challenges Global Relocation Tips

3 things assignees need to know about expat health insurance

Shot of a young businessman using a digital tablet during a late night in a modern office

An increasing number of assignees are extending their stays abroad, which may require employers to consider more permanent relocation benefits for their expat mobile workforce. For instance, employees moving internationally for longer periods of time may likely have a greater need for expatriate health insurance.

Talent living and working abroad should have access to quality health care; but for a wide-variety of reasons, insurance may not be the same in the host country as it is in the United States. Keeping that in mind, here are three things assignees and their employers should know about expat health insurance:

One-quarter of uninsured respondents cited good health as the primary reason for a lack of coverage. One-quarter of uninsured respondents cited good health as the primary reason for a lack of coverage.

  1. Uninsured individuals face massive health bills: Relocate Magazine cited a recent online survey conducted by health insurance provider Now Health International that found one-quarter of expats fail to take out international health insurance when they move abroad. The 25 percent of uninsured respondents cited good health as the primary reason for a lack of coverage. Yet, as medical care costs in popular expat areas continue to grow, the uninsured will face large bills if their optimism proves to be incorrect.
  2. Some countries are better providers than others: Access to medical resources and the level of industrialization are two key reasons why some nations have better expat healthcare options than others. Taiwan is one of the highest rated countries for both healthcare affordability and quality. In fact, in its most recent Expat Explorer survey, HSBC found that nearly 70 percent of assignees in Taiwan spent less on health care while on assignment than in their home country. While assignee satisfaction with Taiwanese healthcare affordability and quality is 3 times the global average, inexpensive health care options can also be found in the U.K., Thailand, Japan and Saudi Arabia. The U.S., Ireland, Brazil and New Zealand are on the opposite end of the spectrum.
  3. Employers want to provide it, but they can’t always afford it: A study conducted by Expacare found 23 percent of employers want to provide health insurance for talent abroad but don’t have room in their budgets. However, budget restricted employers can still help their assignees by providing information and resources covering the host location’s healthcare system and available expatriate insurance options. Although some countries provide universal health care solutions, dependence on government programs can be risky. In fact, Twelve percent of respondents in the Now Health International study thought they would be taken care of by their host country’s health care system. However, a growing number of nations are beginning to pass legislation that limits expat coverage to accident and emergency incidents only; one of many reasons that highlight the need for quality assignee education on expatriate healthcare.
  4. There are sources to learn about expat health insurance: VisaGuide.World has developed a useful resource that explores the topic of health insurance for expats, including its importance and how to purchase an expat health insurance plan.

Brought to you by Global Mobility Solutions, a trusted partner in global talent management.

Categories
Corporate Relocation Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Global Relocation

How to oversee and provide support for millennial transferees

Couple on floor next to moving boxes

The face of talent management is changing for a wide variety of reasons, but the impact of technology has been a particular catalyst for this evolution.

Today’s new workforce wants to be a part of the new globally connected workplace. Businesses are beginning to see the value in relocation assignments in new and diverse markets, and it’s often young adults who are making the trip to a new location. Companies are investing in the future of talent mobility because millennials are not only well-versed in the technology that’s driving mobility growth, but also because young adults are the future of the modern-day workforce. According to a recent PricewaterhouseCoopers study, Gen Y currently accounts for one-quarter of the workforce. By 2020, that figure will increase to 50 percent.

Support millennials during relocation
Their skills are in high demand, seeing as increased relocations and development in technology are coinciding with one another. However, since industry practices are evolving, the manner in which companies support and oversee transferees will have to mature as well.

A recent Deloitte study outlined a support framework for companies to follow during relocation management. The framework is based on the business value of sending an employee to a new market and the development value for talent growth. Millennial relocation is primarily characterized as a “learning experience” in that it doesn’t cost companies a lot to move young talent, but the developmental ceiling is high since the employee is looking for diversity in experience and professional growth.

Millennial employees want their companies to embrace new technology.
Millennial employees want their companies to embrace new technology.

Businesses that move young employees are helping to develop well-rounded leaders of the future. When it comes to millennial support, businesses are primarily focused on developmental reinforcement above all else. PwC found Gen Y employees are more committed to personal learning and development than flexible work hours and cash bonuses from their employers. Seventy percent of millennial respondents said work-life balance was very important to them, so businesses need to moderate the number of hours young assignees work.

Before and during the move, businesses should be ready to offer rental assistance programs, especially those with housing options. Young employees are active, experience-seeking individuals who want to be surrounded by others like them. Helping transferees find lodging in a walkable or culturally vibrant neighborhood is a great place to begin during a relocation, especially since young employees don’t own vehicles like they did in the past. In fact, a recent AAA Foundation for Traffic Safety study found from 2007 to 2011, the number of automobiles purchased by adults aged between 18 and 34 dipped nearly 30 percent, Fast Company reported.

Millennials also have different needs than previous generations; they expect employers to adopt new technology and the flexibility it brings to their lives. Certain rental assistance programs can extend the resources young employees desire to better help streamline the transition. Things like mobile apps and do-it-yourself tools are two aspects of a strong millennial relocation as well. Even corporate resources like hands-on job training or settling-in services that help the employee acclimate to his or her new surroundings are highly beneficial during the process. Millennial transferee support doesn’t stop once the wheels hit the ground in their new location; rather, it’s an ongoing process that requires meeting their complex needs and doing so in a fashion that they can ultimately connect with on a comfortable level.

Since the demand for talent mobility is growing, companies need to adjust with the evolving state of the industry. Young employees are a good investment from a business and developmental standpoint, but they need to be supported with the right technology and continual training and support that will fuel professional growth.

Brought to you by Global Mobility Solutions, a trusted partner in global talent management.

Categories
Corporate Relocation Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends

HR innovation and talent management: A perfect pair

relocation coach helping a moving employee

The global economy is a more diverse marketplace than ever before. Workers on one end of the world can connect with employees thousands of miles away in real time thanks in part to the latest technological advances. As a result, international operations are growing, and global mobility is now an integral part of expanding business processes.

Although international relocation has become an important aspect of improving global operations, a surprising number of companies are still handling assignments in similar ways they were performed years ago. Development in technology has had a major impact on talent mobility over the years, but if companies want to keep pace with increasing global demand, they’ll need to implement cutting-edge systems as international assignments become more common in the workforce.

HR technology can drastically impact talent mobility processes.
HR technology can drastically impact talent mobility processes.

Human resources must embrace technology
A stand-alone approach to global assignments is outdated now that mobility has become a standard practice across different verticals. Human resource information systems must integrate with supporting technologies that incorporate assignee data into the company’s general HR database, as it is crucial to creating a ubiquitous mobility process. A unified system helps create affordable, scalable and realistic processes that can grow in unison with increasing global demand.

Cutting-edge HR technology plays an integral role not only in streamlining mobility processes, but it also aids in back-end organization. For these reasons, the HR technology market is now worth more than $15 billion in software alone, according to a recent study conducted by Bersin & Associates, which cited Bloomberg statistics. In fact, the human resources consulting firm said the value of new tools that help in managing employee communications, recognition and workplace wellness is also growing rapidly. In fact, the top 50 venture deals completed in 2014 totaled more than $560 million.

What’s the next step?
Certainly, the recent influx of investment in HR technology is promising for international relocations, but human resource departments need to make smart and strategic steps when implementing new technology into existing mobility processes. According to workforce mobility association Worldwide ERC, member companies individually invest an average of more than $15.7 million in each year for global transfers. This points to the need for businesses to outline a smart and strategic mobility framework. Too much money is at stake to consider anything otherwise.

Since international mobility has become a norm, organizations need to know how to outline an actionable and profitable plan for a successful assignment. A recent Deloitte study outlined how businesses can diversify their talent mobility designs based on two key dimensions: development value and business value. The design helps companies ensure that the level of support they provide to assignees is justified based on the forecasted business value of each assignment. There are four categories in the value-based approach:

  • Learning experience: These assignments are high in development value and low in business value because the talent – often young, promising employees – are expected to bear some of the costs associated with the move in exchange for global experience and professional growth.
  • Commodity job: Target employees are volunteers or low-cost talent, which makes this level of support low in business and development value. These are designated for local and at-risk assignees.
  • Strategic opportunity: These assignees are the future leaders. The focus here is on development, experience and retention, which makes this level of support high in development and business value.
  • Skilled position: Although low in development value, skilled position employee support during a relocation is high in business value because these assignees typically have specialized skill sets. They have deep, niche capabilities and are rapidly deployed on project-based assignments.

This type of framework, when used in unison with cutting-edge HR technology, can add significant value to any international assignment process. Not only will it help businesses decide the financial viability of certain assignees, but it also provides a framework for HR departments on how much support to give during the process. Companies can also use smart strategies and technology to develop and retain the next generation of leaders – the majority of which are not only willing to, but expect to be internationally relocated at some point in their careers.

Brought to you by Global Mobility Solutions, a trusted partner in global talent management.

Categories
Corporate Relocation Global Relocation Global Relocation Trends

Going global: The future of talent mobility

Singapore business district skyline panorama over Marina Bay

Thanks in part to recent developments in workplace technology, productivity and professional development are no longer limited by geographic boundaries. Corporate talent can easily complete work from various locations.

As markets continue to expand, more businesses will find it necessary to increase workforce mobility around the world. A recent Price Waterhouse and Coopers study found that assignee levels have increased 25 percent in the last 10 years and are projected to grow another 50 percent by 2020. With the projected mobility increases, businesses may want to keep their eyes on industry trends. Here are three issues to keep in mind to prepare for the future of talent mobility:

Businesses must adopt new technology to better connect a globally diverse workforce.
Businesses must adopt new technology to better connect a globally diverse workforce.

The future lies in the cloud
The estimated increase highlights the need for companies to surround employees with the right technological infrastructure to maintain productivity. Cloud-based systems may increase talent agility and flexibility since employees can access corporate information on a moment’s notice with an established Wi-Fi connection. Especially as the younger workforce continues to mature, these individuals will likely require more diverse business interactions.

Attract top talent through new technology
Young assignees are open to change. They often embrace new challenges and view relocation as a means of professional development. In fact, a separate PwC study found 37 percent of millennial respondents would like the opportunity to go on a global assignment. This can become a reality if and when businesses adopt cloud-based applications for everyday business operations. Once this technology is implemented, geographically separated employees become better connected, which in turn improves collaboration and productivity. Pew research found that nearly one-quarter of millennial respondents felt technology set their generation apart from older age brackets. These technologically savvy employees want to work with cutting-edge technology.

Businesses can position themselves as innovative and progressive by implementing new technology. Recent Deloitte research revealed that  78 percent of millennial respondents said they were influenced by how innovative a company is when deciding if they want to work there or not. Corporate adoption of new technology not only eliminates workplace borders, it also has the potential to draw some of the best talent in the workforce at any age, not just young adults. Sometimes some of the best, most experienced employees developed strong skill sets because they were early adopters of new technology.

Standardization and price reductions
In addition to new technology implementation, market trends demonstrate that companies are looking to reduce short-term costs in their mobility programs. Certainly, the current domestic and global economic landscape may be a primary driver in cost reductions, but it’s important to effectively manage costs at all times, regardless of the surrounding economic conditions. According to a recent industry survey, 72 percent of respondents attributed economic conditions to an overall reduction in international assignment costs.

With a potential decline in global mobility costs, as well as a projected growth in assignee relocation, employers are beginning to focus more on international compliance with industry standards. Minimizing relocation timelines to increase assignment success is also contributing to standardization and central decision-making authority. While traditional averages of standardized policies were around 72 percent, the survey found 92 percent of employers indicated they standardized policies on a global level versus a regional or divisional level.

As companies continue to standardize their relocation policies and implement cloud-based infrastructures, costs will likely go down. Moreover, adoption of new technology can attract top talent – most of whom are looking to make a move abroad for the sake of professional development. Cloud-based systems can also help connect globally differentiated employees without sacrificing collaboration or productivity. A managed and cutting-edge approach to talent mobility is the way of the future, and it could very well drive down costs in the process.

Brought to you by Global Mobility Solutions, a trusted partner in global talent management.

Categories
Domestic Relocation Domestic Relocation Challenges Global Relocation Global Relocation Challenges

Growth in rental market poses challenge to talent mobility

Phoenix Arizona city skyline at dusk, showing a beautiful city destination for companies considering a 2020 Phoenix Relocation

Rental Market Workforce Mobility Challenges

Rental fees are increasing, thanks in part to a tightening rental property market, increasing the challenges for rental market workforce mobility as renters are facing higher prices while wage raises grow at a tepid pace. Domestic relocation may be impacted as a result, posing a challenge for transferees as they look to take on a new location. Companies can provide relocated talent with help before a move, but as rent in most markets continues to mature, transferees are likely to see a larger portion of their income spent toward rent.

Rent, Number of Renters Increasing

Rent is growing in a number of major markets.
Rent is growing in a number of major markets.

According to new industry research, the number of domestic renters grew in 2013. More specifically, a recent study conducted by the National Low Income Housing Coalition found that last year there were 42.4 million renters in the U.S., which represented slight growth from the 41.9 million in 2012. High housing costs continue to plague the modern-day renter as the rental property market tries to combat historically low vacancy rates. Renters made up 36.5 percent of all households in 2013, a nearly 1.5 percent increase from 2012 and close to 4 percent more than in 2006.

Major domestic metropolitan areas have experienced moderate to steep inclines in rent per household in recent years as well. The New York Times, citing real estate website Zillow, recently pointed out that 90 cities in the U.S. had a median rent that was more than 30 percent of the median gross income when factoring out utility fees. Individuals moving within domestic borders will likely have to dedicate a greater portion of their salary toward housing costs. As a result, there is less room for peripheral moving expenses, which can add up quickly.

Further research shows rent will likely increase in the near future as well. Citing research firm Capital Economics, The Times noted rent could rise as much as 4 percent this year, which is a modest incline from the 2.8 percent growth in 2013. However, as inflation in certain markets is annually at 1 percent or higher, rent increases could even outpace Capital Economics’ projections. For instance, rent in Miami costs, on average, 43 percent of the typical household income. In Chicago, that figure rose 10 percent in one year as renters give way to 31 percent of their incomes on average.

Brought to you by Global Mobility Solutions, a trusted partner in global talent management.

Categories
Corporate Relocation Corporate relocation tips Global Relocation Global Relocation Challenges Global Relocation Tips Global Relocation Trends Relocation Challenges

Top 5 emerging international markets

Walking through the beautiful streets of Dublin, Ireland

When it comes to the corporate relocation process, finding the right fit for employee mobility can be difficult. Different areas of the world are better positioned for personal and professional growth depending on the vertical, but developing in an emerging market is much easier said than done. A multilayer economic hotspot may be the ideal location to relocate talent for new or existing business ventures, but it takes time and a depth of knowledge to successfully adapt and find personal success in a new market.

A recent Forbes analysis of international GDPs found 70 percent of world growth in the next several years will come from emerging markets. Although China and India comprise about 40 percent of that maturation, there are still other viable options for businesses aiming to relocate talent. Keeping that in mind, here are five emerging markets to keep tabs on for a potential international relocation and reasons to further invest in talent relocations in these geographical areas:

  1. Emerging markets offer unique opportunities for expatriates.
    Emerging markets offer unique opportunities for expatriates.

    Central America: Although this encompasses several different countries, the region is small enough where businesses could individually identify local economies and choose which one best aligns with their business needs. CBS News recently came out with a list of the ten best places to invest in real estate, and half of the locations were located in Central America. The low cost of living and typically warm climate make for happy employees, which is a primary objective of global relocation. In terms of real estate investment, finding a return in this region of the world won’t be as difficult, either. CBS specifically cited Mexico, two cities in Belize, Nicaragua and Panama as possible real estate investment gold mines. Businesses and their employees can consult relocation services on the best areas to buy or lease property once a move location is decided.

  2. Colombia: The South American nation isn’t exactly well-known on the international stage as a manufacturing haven, but it’s proximity to the coastline, strong economic growth and cost of doing business make it a viable possibility to relocate talent. Bloomberg predicts GDP growth between 2013 and 2017 will occur at a rate of nearly 22 percent with just a 3 percent inflation rate. A separate Reuters report noted Columbia’s economic growth was as high as 6.5 percent in the first quarter of 2014, although that figure dipped to 4.3 percent in the second quarter. A strong economic backbone and low projected inflation present an opportunity for relocated talent to find personal and professional success.
  3. Indonesia and Malaysia: While China, India and Korea dominate the economic growth talks, smaller nations such as Malaysia and Indonesia are gaining a considerable amount of attention with regard to commercial prosperity. The two nations are separately governed bodies, but the bordering nations’ economies will likely continue to grow in the next few years. Indonesia’s GDP is projected to grow more than 30 percent between 2013 and 2017, while Malaysia is expected to mature 22 percent in the same time period. The latter nation’s inflation rate is as low as 2.5 percent and has a considerably low ease of doing business rank, according to Bloomberg. While vast cultural changes may prove to be a challenge for newly moved employees, global relocation firms can provide talent with services to help the settling-in process, whether it’s through offering van line services, tax preparation or providing ongoing counseling and support after the move.
  4. Turkey: Bloomberg also ranked Turkey in its top-20 emerging markets, calling the nation the seventh-most viable nation for economic growth. Its GDP is forecast to grow more than 21 percent between 2013 and 2017, but its inflation rate is 5.4 percent, which has pundits jumping off the Turkish bandwagon. However, Turkey is a highly opportunistic market not only because of the current local real estate boom, but also because its workforce is packed with young and emerging talent. CBS News reported that half of residents in Istanbul, the nation’s capital and largest economic market, are aged 30 and younger, meaning buying power in Turkey is likely to increase as the rest of the population ages. Young talent may enjoy moving to this Western European and Southeast Asian nation not only because of its projected GDP growth, but also because of the young and emerging talent surrounding them. A youthful workforce in the nation’s capital specifically may help newly moved talent find individuals who have similar interests and desires, thus making the relocation process easier.

Emerging markets provide a strong opportunity to relocate top talent. Businesses can benefit from sending employees to other countries to help further develop company production and create new business resources. Recent Ernst & Young forecasts show investors are already exploring emerging markets as developing countries are attracting half of foreign direct investment. Companies focused on employee mobility are moving toward emerging markets, and a business that relocates its top talent to these locations could directly benefit from regional economic growth.

Brought to you by Global Mobility Solutions, a trusted partner in global talent management.

Categories
Global Relocation

3 Tips For Seamless International Talent Relocation

Happy couple in front of their new home
Shot of a happy young couple holding the keys to their new home

Relocating business within the U.S. is difficult enough, but when a company needs to relocate talent to another country, things can get even more challenging. According to a recent Atlas Van Lines survey, 27 percent of respondents are expecting their international relocation volumes to increase. Keeping that in mind, here are three tips to help with an international talent relocation process:

  1. Help the employee get accustomed: Moving a single employee or a group of individuals is a complicated task, which is why it’s critical to help transferees get accustomed to their surrounding environments before they start working.
    International talent relocation presents unique challenges.
    International talent relocation presents unique challenges.

    If employees aren’t able to arrange a visit to the new location before they pack their things and move, they should do as much research on the area as they can, Forbes suggests. This may include reading local news or publications that focus on the surrounding area, which can help new residents get accustomed to the language and cultural interests. Cultural training is one of the most highly overlooked areas of employee training, and depending on the destination, can be crucial to assignment success. Culture shock is a very real phenomenon that impacts many western travelers. When preparing for or managing culture shock, the U.S. Bureau of Educational and Cultural Affairs recommends keeping an open mind, staying physically active and making an effort to get to know other people as much as possible.

  2. Paperwork exists outside of the office: When talent is relocating overseas, they must first get their paperwork in order, otherwise the move won’t happen at all. A business can significantly help its employees do their homework on important travel documents such as customs and immigration information to Visa acquisition or even identifying which vaccinations, if any, their talent has to get before they depart. Some countries have currency restrictions for entry as well – so companies that do their due diligence will make the moves much easier on their employees. The IATA and the U.S. Bureau of Consular Affairs are both excellent supplementary resources that outline what countries require upon arrival.
  3. Hire an experienced partner: If a business is unsure how to tackle this issue, global relocation management companies can provide insightful solutions necessary to navigate today’s mobility challenges. In fact, Relocate Magazine highly recommends employing a trusted partner in this capacity, especially if management or C-level executives are unfamiliar with global relocation, much less the new area where they’re moving their talent. Even if higher-ups have employee relocation experience, global relocation firms can provide unique and fresh insight into each move. Whether a company needs a partner to help with the entire move, or just needs to outsource certain aspects of a relocation effort, third-party talent relocation firms can help alleviate a large amount of stress and weight off of a business’s shoulders by providing faster, more efficient and often cheaper results.

Brought to you by Global Mobility Solutions, a trusted partner in global talent management.

Categories
Domestic Relocation Global Relocation

3 Business Relocation Budget Tips

Millennial generation father working from home with small children while in quarantine isolation during the Covid-19 health crisis. Little boy is two, little girl is four. Father has tattoos and a beard. Horizontal indoors waist up shot with copy space.

Thanks in part to today’s digitally driven business landscape, the possibility of relocating an operational arm or corporate headquarters to a different region is a much greater possibility. For some companies, it makes economical sense to move talent to other parts of the country or globe. Yet, although these moves often have the intention of boosting bottom-line revenue, relocation costs can add up quickly.

Keeping that in mind, here are three tips a relocating business can use to help save on its moving budget:

  1. Business Relocation Budgets: Moving talent from point A to point B requires planning and research.
    Moving talent from point A to point B requires planning and research.

    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’s important that a business gets the most value in the relocation. That said, businesses should get multiple estimates from reputable firms so it can choose which option best fits its budget. Company leaders should also try and negotiate rates on the long-distance moves. Additionally, relocation management companies are experts in group move coordination and can leverage their volume for better rates with van lines.

  2. See what tax breaks are available: The U.S. tax code is an ambiguous piece of legislation, but there are a lot of breaks for business expenses that some firms may not know about. It could  be worth the time to hire a third party to research federal mandates or appoint internal resources to do due diligence in identifying potential tax breaks for moving. Reuters reported that businesses can write off moving jobs overseas as a business expense and can claim deductions on those capital outlays. Since moving is a large business expense, claiming it on tax returns could be financially beneficial down the road, especially if jobs are going overseas.
  3. 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 the relocation. For instance, by law, a van line must move a client’s belongings in a timely manner, according to its website. The moving company must provide a written record called a reasonable dispatch service, and if there’s a delay, the company must then prepare a written record of its amended date for delivery. Since business relocation is an expensive undertaking, it’s important that organizations make sure the entire logistical process runs smoothly.

Brought to you by Global Mobility Solutions, a trusted partner in global talent management.

Categories
Global Relocation

Global Mobility Solutions’ Virtual Trainer Empowers Corporations to Succeed in 21st Century, Transnational Business Environment

Global Relocation Virtual Trainer

Global Relocation Virtual Trainer

SCOTTSDALE, Ariz., Sept. 29, 2014 – New Global Relocation Virtual Trainer: The relocation consultants at Global Mobility Solutions (www.gmsmobility.com) understand that employees face tremendous challenges when transplanted to a new culture. To ease these transitions for both employees and their families, the company has introduced a web-based “Global Relocation Virtual Trainer” system for bridging the language and culture gap.

“The modern enterprise sees the boundless opportunity in multinational expansion,” remarked GMS Global Services Vice President John Fernandez. “These corporations need flexible, convenient and affordable language and cultural training solutions that provide quality deliverables. Our Virtual Trainer hits all of these benchmarks and has helped organizations pursue globalization with more assurance and adaptability.”

How the Global Relocation Virtual Trainer Works

The Virtual Trainer combines one-on-one coaching with self-paced, conversation-oriented language learning. The emphasis is on finding common ground between cultures as a means to build new relationships, meet business objectives and create an environment of trust and confidence. Traditional programs have stressed the idea of cultural “dos” and “don’ts” when preparing employees for global relocation; this black-and-white, list-based approach to acculturation, though, is ultimately counterproductive.

GMS provides 24/7 access to the tools and support of the Virtual Trainer. Because the software is cloud-based, employees can work with the system from anywhere – at home, in a hotel, on a plane, etc. All that’s necessary is a computer or mobile device and a stable Internet connection. The company makes the Virtual Trainer available to employees for the duration of an international assignment. Plus, spouses/partners and families can take advantage of the system at no extra charge.

To streamline the acquisition of essential cultural knowledge, the Virtual Trainer includes one-on-one personal training sessions via webcam. Coaches explain how working across cultures is not about simply tolerating differences or memorizing a litany of social faux pas, but rather seeing differences as a chance to create synergy and leverage the various skill sets one finds around the world. Cultural training communicates values like mutual understanding and respect. Practical, actionable guidance gives executives and employees the competencies to support a 21st century business model.

The language learning aspect of GMS’s Virtual Trainer features an intuitive, straightforward interface, with self-paced lessons focusing on conversation proficiency. The tool goes beyond mere conversation, however, by incorporating cultural insights and nuances that underpin vocabulary and grammar. Just like the personalized training, GMS offers limitless access to the language instruction tool; a slate of mobile apps lets employees brush up between meetings, on the road or anywhere else.

Addressing Common Corporate Relocation Challenges

Taking the uncertainty out of global relocations is part of the mission at GMS. Historically, such relocations have ended early or otherwise failed at an alarming rate. These botched assignments cost time and money and often permanently damage potentially lucrative relationships. The Virtual Trainer deploys current best practices and leverages the organizational knowledge and experience of GMS to maximize the success of global relocations. The training program typically begins prior to relocation, which gives employees and their families a head start on settling in to their new surroundings.

Companies that have adopted the Virtual Trainer have saved from 50% to 75% over the usual costs of culture and language training. At the same time, the cloud-based software frees up human resources to concentrate on other responsibilities, whereas executives can have confidence that international assignments have a high probability of producing a return on investment.

About Global Mobility Solutions

Founded in 1987, Global Mobility Solutions is a global corporate relocation services company that specializes in workforce mobility. Their relocation services include global assignment management, domestic relocation management and a range of pre-decision solutions. Global Mobility Solutions is a winner of the 2014 HRO Today Customer Satisfaction Survey.

Contact:

Thomas Belnap, Marketing Manager
800-617-1904 ext. 8832
[email protected]

Categories
Corporate Relocation Domestic Relocation Global Relocation

Employee Relocation or Workforce Mobility?

Workforce mobility or employee relocation refers to the processes or relocation services involved in the transfer of employees or potential employees from one location to another. Other terms that refer to these processes may include:

  • Employee Transfer
  • Employee Mobility
  • Global Mobility
  • Domestic Relocation
  • Corporate Relocation

While some of these terms may be used interchangeably, the terms global and domestic mobility may differ in the range of services commonly required for relocating an employee. Reference to global mobility is commonly used as an umbrella term, and includes domestic mobility processes. Reference to domestic mobility usually excludes processes commonly needed for international employee relocation such as visa acquisition, repatriation or language training.

Generally, a company’s management of workforce mobility accounts for ongoing employee support services, supplier management, candidate selection, relocation benefits and expense management. Corporate relocation programs may vary between companies due to size, need, or destination.

The overall process of employee relocation is commonly divided into one of four service brackets including:

Pre-Decision Services

According to Worldwide ERC data, the average cost to relocate an executive level home-owning employee comes to $97,000. For this reason companies seek assurances that a given employee is a good fit for relocation. Pre-decision services aim to uncover any potential issues that may arise prior to the employees relocation in order to reduce the risk of a failed relocation. Some of the most common reasons for failed relocations according to Worldwide ERC include:

  • Negative home equity
  • Slow real estate housing market
  • Family resistance to move
  • Spousal employment
  • High costs of housing

The below are examples of a few common pre-decision services:

Candidate Assessment – Services that assess candidate expectation, skills, personal qualities, family circumstance, financial preparedness, etc.

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 transport, helps budget for relocation costs.

Community Search and Tours – Coordinates community orientation tours to familiarize relocating employees to their new location, and assist in selecting an area that fits their particular interests.

Origin services

Origin services account for all services necessary at the transferring employees origin location. Some of these services include:

Expense Management – Establishment of expense reporting and management services for both the company and employee. Designed to track and contain costs during the relocation process. Utilized throughout the entire relocation process*

Home Sale Assistance – May include connecting employees with real estate agents, home marketing assistance, home buying programs, etc.

Household Goods Management – Management of household goods transport from origin to destination. May include procurement of van line services, replacement insurance, and guaranteed “not to exceed” estimates for goods transportation, etc.

Visa and Immigration Services – For international relocations, visa and immigration services organize company and employee documents required for visa acquisition.

Property Management – For employees not selling their home. May include rental marketing assistance, tenant management, vacant property management, landlord consulting, or property maintenance.

Destination services

Destination services account for all services necessary at the transferring employees destination location. The range of destination services sometimes includes a further segmentation of “settling in services” aimed at helping the employee acclimate to their new location. Some of these services may include:

Home Finding Services – Services include connecting employees with real estate agents at destination, home buying assistance, corporate housing, temporary housing, rental assistance, home finding tours, etc.

Settling in Services – Services that aid employee acclimation to their new location including access to online resources, attaining local driver’s license, child care, connecting utilities, locating a primary care physician, etc.

Vehicle Lease or Purchase – Services that assist relocating employees acquire a vehicle including loan support, lease negotiation, etc.

Family Assistance – Services that assist the relocating employee’s family, including spousal employment support, counseling services, stress management assistance, etc.

Return or Repatriation Services

In most cases,  employee relocation services for individuals returning from temporary domestic assignments are equivalent to services provided at departure. While there are some short term domestic relocation programs amongst companies, the majority of return services handle an employee’s return from international assignment. International assignments are usually classified into one of four categories:

  1. Extended Business Travel (EBT): an assignment of 3 months or less.
  2. Short Term: an assignment lasting 6 months to a year. (range may go up to 2 years)
  3. Long term assignments: An assignment lasting 2-3 years.
  4. Permanent: An assignment lasting 3 years or more.

For EBT, short term, and long term assignments, repatriation plans have become an industry recognized necessity for effective employee retainment. According to Atlas surveys around 40% of expatriate employees leave their sponsoring company after assignment. Repatriation services seek to close this gap, and help organizations maximize their workforce investment and retain employees that have acquired substantial knowledge capital. Repatriation is a dynamic service area that has wide variation. For example repatriation counseling helps employees returning from international assignment manage culture shock, and re-acclimate to domestic life. Other services may include:

  • Lease termination assistance
  • Home services termination (such as utilities)
  • Tax equalization

In all, workforce mobility seeks to analyze, manage, execute and optimize the processes involved in transferring an employee from one location to another. For more detailed descriptions of relocation services visit the following pages:

Global Relocation
North America Relocation

We're Here to Help! Request a Courtesy Consultation

Are you ready to talk to a Mobility Pro? Learn how GMS can optimize your mobility program, enhance your policies to meet today’s unique challenges, receive an in-depth industry benchmark, or simply ask us a question. Your Mobility Pro will be in touch within 1 business day for a no-pressure, courtesy consultation.

Accessibility by WAH

Looking for something?