Tag: global mobility

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Business Services Domestic Relocation Global Relocation Relocation Technology

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

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

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

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

1. Builds Trust

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

2. Brings Location to Life

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

3. Easy to Share

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

4. Increases Acceptance

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

Conclusion

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

See our Seattle Video Spotlight here:

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

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Domestic Relocation Global Relocation Relocation Programs

Global Mobility Solutions Produces Video Spotlight Highlighting Seattle for Relocations

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

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

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

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

1. Climate and Geography

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

2. Cost of Living and Transportation

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

3. Lifestyle, Sports, and Attractions

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

4. Shopping, Dining, and Culture

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

5. Schools and Education

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

Conclusion

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

See our Seattle Video Spotlight here:

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

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

Slovakia Employment Rules Change for Non-EU Nationals

Bratislava skyline, Slovakia

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

What are the Slovakia Employment Rules Changes?

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

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

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

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

What Should Employers Expect?

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

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

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

Conclusion

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

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Domestic Relocation Global Relocation Relocation Management Relocation Technology

How to Choose Relocation Technology

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

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

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

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

Reports and Processes

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

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

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

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

Integration and Scalability

  1. Integration into company systems such as payroll and benefits

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

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

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

Security and Platform-Neutral

  1. Choose relocation technology with full data security and compliance

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

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

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

Conclusion

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

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

Request a relocation technology demo

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Corporate relocation tips Global Mobility Global Relocation Challenges Global Relocation Tips Immigration Rules

Nine Tips to Ensure Form I-9 Compliance in Case of a Site Audit

Pensive businessman signs a document at the office

Nine Tips: All U.S. employers must ensure proper completion of Form I-9 for every individual they hire for employment in the United States, including both US citizens and non-citizens, with very few exceptions. Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment. How can you be sure your company is fully compliant in case of a site audit?

Here are nine tips to ensure Form I-9 compliance:

Documentation Tips

  1. Ensure all new employees complete Section 1 of Form I-9 by their first day of employment.

Note that Form I-9 cannot be completed before the individual has received and accepted their job offer.

  1. Employers must use the most recent version of Form I-9 published by the U.S. Citizenship and Immigration Service (USCIS).

The latest edition includes changes to the Form’s instructions and its List of Acceptable Documents. The form was most recently updated on 7/17/2017.

  1. The employer must complete Section 2 of Form I-9 within three business days of the new employee’s first date of employment.

An important point to note is that if an employee is being hired for less than three business days, employers must complete Section 2 on the employee’s first day of employment.

Filing, Reorganization, and Inspection Tips

  1. Keep Form I-9 on file for three years after the hire date or one year after termination, whichever date is later.

In the event of an inspection by U.S. Immigrations and Customs Enforcement (ICE), you must have forms available for all employees within the required maintenance period. Investigating officers will usually ask for a current payroll list to confirm the company’s existing employees.

  1. In the event of a corporate reorganization, change, merger, or acquisition, employers must assess Form I-9 requirements.

Employers who have purchased or merged with another company may either choose to treat employees continuing in employment as “new hires,” meaning that a new Form I-9 must be completed for all employees, or they may choose to treat them as “continuing in employment.” The latter allows the employer to obtain and maintain the previously completed Form I-9s for each employee. Those who choose the “continuing in employment” option assume any risks or liabilities of the previous employer in relation to the I-9s, such as errors or omissions, or missing forms. Employers should audit the documents in the event of any corporate change.

  1. For inspections, ICE will usually arrive and present an I-9 Notice of Inspection (NOI) outlining documents it needs to inspect.

The NOI generally requires the employer to present the requested documentation within 72 hours. The NOI may grant an exception to this requirement on rare occasions. Documents often requested include Form 1-9s, payroll records, Articles of Incorporation, business licenses, names of any contractors or subcontractors, and proof of E-Verify enrollment (if any).

Resource Tips

  1. Your immigration attorney should help you develop a specific plan to prepare your company for an audit.

Industry experts with knowledge and experience in managing site audits are an invaluable resource and can provide guidance on what a site audit entails, including how to utilize technology, conduct internal audits to verify compliance, and educating sponsored and unsponsored employees on how to respond in case of a site visit.

  1. Refer to USCIS Handbook for Employers M-274 if you have questions about Form I-9 compliance.

This handbook includes USCIS guidance on employer best practices for completing, storing, and maintaining Form I-9s. You can find answers to questions such as how to correct a Form I-9. The USCIS updates the handbook semi-regularly, so be sure you are accessing the most recent version.

  1. If you are not sure about the best practices for your global immigration program in general, contact an industry expert.

Industry experts with knowledge and experience in managing Form I-9 compliance and site audits are valuable resources and can help you with your compliance and site audit plan, as well as understanding these nine tips.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients with Form I-9 compliance requirements. We can help your company understand how to be in compliance and how to respond to a site audit. Contact our experts online 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 Trends Global Relocation Trends Talent Management Talent Mobility

Human Resources Innovation and Talent Management

Gen z employees working in an office
Group of young people employee workers with computer in startup studio - Human resource business and teamwork concept on laptop working time - Start up entrepreneurs at office - Teal and orange filter

How does human resources innovation impact talent management? Human Resources is central to a company’s ability to attract, keep, and manage talent. In the current work economy, with technology driving so much change in company processes, human resources innovation might include new and varied ways to promote communication on a local and global level. This ensures employees remain fully engaged and informed wherever their current assignment may be.

Technological Advances

Technological advances that promote greater communication include video conferencing and social media engagement. On the employee-specific level, personal recognition including rewards for health and wellness efforts, social responsibility programs, and fostering creative cultures.

Talent Management in Human Resources Innovation

Talent Management can leverage Human Resources innovation by embracing technology. Additionally, it can utilize new thinking regarding what companies need to do to attract and retain talent. In some cases, technology can be used to help employees manage their own work processes, styles, education, and times that result in greater collaboration and employee satisfaction. Companies should provide employees access to several helpful online resources and guides for education.

For example, the Clinical Psychology Education Guide, Online Counseling Programs, and the Online Counseling Degree Guide all provide extensive information that employees can use to further their educational pursuits. The focus on talent management might improve with a new initiative on allowing employees to manage themselves.

Those employees interested in earning their MBA in Human Resources can easily find several resources for an Online MBA in Human Resources. Online education is gaining in popularity due to its ease of access and flexibility for scheduling. Financing MBA education options and descriptive guides to taking the Graduate Management Admission Test (GMAT) help employees determine how best to proceed with their future education.

Workforce Mobility and Employee Relocation

Workforce mobility and employee relocation also benefit from human resources innovation. Transferees are more likely to accept assignments knowing they have a wealth of technological resources, programs, and support for themselves and their families to assist in their relocation. Leading relocation technology that can be used anytime, anywhere provide a direct link from the company to the transferee. The technology promotes communication and provides employees with ease of mind regarding the challenges they face during their relocation.

Future of Human Resources Innovation

The 2017 Deloitte Global Human Capital Trends report notes the future of work is in the augmented workforce. This refers to reinventing jobs due to artificial intelligence (AI), robotics, and cognitive tools. These tools are growing in use and sophistication. This fundamental shift in the future of work will lead employers to focus more heavily on the role of human skills, the customer and employee experiences, and redefining the employment value proposition—what they offer employees and why employees would want to remain with the company. Companies can utilize an augmented workforce approach with their relocation programs to create unique and creative assignments for transferees. Relocation assignments that focus on new technology will help both the company and the employee learn and grow successfully.

Conclusion

The corporate relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company manage its talent and provide your employees the best relocation experience. Contact our team of experts to discuss how we can help your talent management and employee relocation process, request a demonstration of our relocation technology, or call us directly at 800.617.1904 or 480.922.0700 today.

Request a relocation technology demo

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Global Relocation Global Relocation Tips Immigration Rules Visas and International Travel

India e-Services Online Portal Launched by Bureau of Immigration

family in living room looking at laptop
Three young Indian businesspeople working together and having fun while doing it.

India e-Services Online Portal provides visa and associated services for all foreign nationals residing in areas covered by the Foreigner’s Regional Registration Office (FRRO) in Chennai. The FRRO is the primary agency responsible for regulating the registration, movement, and duration of foreign nationals staying in India. The Government of India Bureau of Immigration is launching e-Services Online Portal near the end of February 2018.

Who Does This Affect?

  • All employers sponsoring foreign national employees residing in areas covered under the jurisdiction of the FRRO in Chennai.

What Does India e-Services Online Portal Provide?

All foreign national employees residing within the jurisdiction of the FRRO in Chennai should seek visa and associated services through the India e-Services Online Portal. Employees need to register and submit an online application within the Portal. The Portal will also let employees upload the relevant documents that must accompany their online application. Once complete, employees should submit the online application for further processing.

As a result of the new India e-Services Online Portal, foreign national employees do not need to visit the FRRO office in person. All communication regarding visa and associated services will go through the India e-Services Online Portal and other electronic means such as email or text messages. Given the country’s size and logistical challenges, the Portal should provide significant cost and time savings for foreign national employees.

Conclusion

Global Mobility Solutions’ team of global relocation experts understand how visa and associated services should be arranged for a smooth international relocation process. Our team of experts can help HR teams understand the new process, communicate with their employees about India e-Services Online Portal, and determine how best to proceed with these new requirements.

Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

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Global Relocation Global Relocation Tips Immigration Rules Visas and International Travel

Australia Permanent Visa and Transitional Arrangements: New Criteria in March 2018

Vector of nice Australian flag.

Australia has confirmed new criteria for Australia Permanent Visa and Transitional Arrangements starting in March 2018. The changes will impact clients sponsoring transferees and current 457 Visa holders. There will be new, stricter requirements regarding occupation, salary, age, and work experience. Clients will also face a new skills levy that will fund training programs for Australian workers. Major changes include:

  • Salary must meet the Temporary Skilled Migration Income Threshold (A$53900)
  • Residency period waiting time increases to three years from the current two for permanent residency
  • Applicants must have at least three years of work experience in the employment category
  • Age limit is reduced to 45 from the current 50
  • Training levy of A$3000 up to A$5000 depending on company size

What is the Australia Permanent Visa issue?

Changes to permanent employer-sponsored skilled-worker categories are effective in March 2018. Consequently, the 457 Visa program will end. A new Temporary Skills Shortage Visa will replace the 457 Visa. Some 457 Visa holders will be subject to transitional provisions starting in March 2018.

Who is eligible for transitional provisions?

Transferees holding a 457 Visa as of April 18 2017, and those who applied for a 457 Visa as of April 18 2017 and were granted it on a later date, are eligible for transitional provisions. These transitional provisions allow the previous occupation requirements, maximum age of 50, and minimum length of two years in their employment.

What does this mean for you?

Clients who have a transferee working in Australia on a 457 Visa should communicate the upcoming changes. Transferees holding 457 Visas who are eligible for permanent residence should apply prior to March 2018. The new requirements may limit the number of skilled employees that clients are able to sponsor for permanent residency.

Conclusion

Global Mobility Solutions’ team of global relocation experts can help HR teams understand and prepare for issues related to Australia Permanent Visa, 457 Visas, the new Temporary Skills Shortage Visas, and the changes becoming effective in March 2018.

Contact us online or give us a call at 800.617.1904 or 480.922.0700 today.Request your complimentary Visa Program Assessment

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Corporate Relocation Domestic Relocation Global Mobility Relocation Management

What is Employee Relocation or Workforce Mobility?

Young couple unpacking cardboard boxes at new home.Moving house.
Young couple unpacking cardboard boxes at new home.Moving house.

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

Some of these terms may be used interchangeably. However, the terms global relocation and North America relocation may differ in the range of services commonly required for relocating an employee. Reference to global relocation is usually as an umbrella term, and includes North America relocation processes. Reference to North America relocation usually excludes processes commonly needed for international employee relocation such as visa acquisition, repatriation, and 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 vary between companies due to size, need, or destination.

The overall process of employee relocation is usually 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 is approximately $97,000. For this reason, companies seek assurances that an employee is a good fit for relocation. Pre-decision services aim to uncover any potential issues that may arise prior to the employee’s relocation. As a result, these services 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

Examples of a few common pre-decision services include:

Candidate Assessment – Services that 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 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 for Employee Relocation

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

Expense Management – Establishment of expense reporting and management services for both the company and employee. Also, this is 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, and home buying programs.

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.

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, and property maintenance.

Destination Services for Employee Relocation

Destination services account for all services necessary at the transferring employee’s destination location. The range of destination services sometimes includes a further segmentation of “settling in services.” These services are aimed at helping the employee and their family 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, and home finding tours.

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, and locating a primary care physician.

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

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

Return or Repatriation Services

In most cases, employee relocation services for individuals returning from temporary North America assignments are equivalent to services provided at departure. While there are some short term North America relocation programs among 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: 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 retention. According to Atlas surveys, around 40% of expatriate employees leave their sponsoring company after assignment. Repatriation services seek to close this gap. They also help organizations maximize their workforce investment. As a result, they 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 cultural differences, and re-acclimate to North America life. Additional services may include:

  • Lease termination assistance
  • Home services termination (includes utilities)
  • Tax equalization

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, please visit the following pages:

Global Relocation
North America Relocation

Conclusion

The corporate relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company remain competitive, reduce costs, and offer your employees the best relocation experience.

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 team of experts to discuss how we can help improve your company’s corporate relocation program, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

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Corporate relocation tips Domestic Relocation Domestic Relocation Challenges Domestic Relocation Tips Global Mobility Global Relocation Global Relocation Challenges Global Relocation Tips Relocation Best Practices Relocation Challenges Relocation Management

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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