Tag: Talent Management

Categories
Talent Mobility Visas and International Travel

United Kingdom Creates New Settled Status for European Union Nationals and Family Members

Vector Image of The British Flag

The United Kingdom is creating a new Settled Status for European Union nationals and their family members residing in the UK. This new designation arose from an agreement between the United Kingdom and the European Union. The new Settled Status replaces the current permanent residence status that is granted under EU Law.

Negotiations pertaining to the UK’s exit from the EU, also known as BREXIT, continue on specific matters pertaining to the exit process.

What are the important timeline dates?

The Month of March 2019: The application process will be fully open

March 29, 2019: The United Kingdom exits the European Union

The Timeframe from March 30, 2019 through December 31, 2020: Implementation Period for BREXIT

December 31, 2020: Five Year Residency deadline for EU citizens and immediate family members residing in the UK

June 30, 2021: The deadline for applying for the new Settled Status

Who is eligible to apply for the new Settled Status?

  • All European Union nationals and their qualifying family members (spouses, unmarried and civil partners, children) living in the UK on a continuous basis for five years up to December 31, 2020.
    • NOTE: A fee comparable to the current cost of a UK passport (£80) will apply.
  • All European Union nationals who arrive in the UK prior to the December 31, 2020 deadline, have not met the five year residency rule, but who do want to remain in the UK.
    • NOTE: Must apply for temporary “pre-Settled Status” permission to reside in the UK until they meet the requirements for the new Settled Status.
    • NOTE: A fee comparable to the current cost of a UK passport (£80) will apply.
  • Immediate family members of European Union nationals who arrive in the UK prior to the December 31, 2020 deadline, have not met the five year residency rule, but who do want to remain in the UK—ONLY if the family relationship existed BEFORE December 31, 2020.
    • NOTE: Must apply for temporary “pre-Settled Status” permission to reside in the UK until they meet the requirements for the new Settled Status.
    • NOTE: A fee comparable to the current cost of a UK passport (£80) will apply.
  • Current EU citizens residing in the UK who hold permanent residence status or plan to do so before December 31, 2020 must exchange this document for the new Settled Status in order to continue residing in the UK after the deadline.
    • NOTE: There should be no fee to exchange this document if the EU citizen currently holds permanent residence status.

What is the process to apply for the new Settled Status?

The United Kingdom Home Office will be introducing a new online application process. This new process will eliminate the current requirement to complete an application form and provide several supporting documents. The Home Office notes that the new process will link to relevant government departments. Also, the new process will synchronize records to automatically confirm data such as the applicant’s work history.

Applicants for the new Settled Status, or those applying for temporary permission to reside in the UK until they meet the residency requirements for Settled Status, must prove their identity and nationality. Acceptable documents include a current passport, Identification Card, and a recent photograph. Applicants must also declare any criminal convictions on their records.

When will the new Settled Status application system be in use?

The United Kingdom Home Office is targeting the application system to be fully open by March 2019.

What should employers do?

Companies that have current EU national employees residing in the United Kingdom should review their eligibility under the new Settled Status requirements and plan accordingly. EU national employees and their family members should learn about and understand the UK’s new residency and application requirements if they wish to remain in the United Kingdom.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with their country-specific employment, visa, and residency requirements. We can help your company understand how to respond effectively to the United Kingdom’s new Settled Status. Learn how to navigate the changing residency landscape during BREXIT from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

Categories
Global Relocation Challenges Global Relocation Trends Talent Mobility Visas and International Travel

Japan Issuing New Work Permit to Attract More Foreign Workers

3D Japan flag (with clipping path)see more country...

Japan’s government is planning to issue a new work permit in a bid to increase the number of foreign workers. The initiative will address the country’s severe labor shortage that is impacting several business sectors, especially smaller businesses outside of large metropolitan areas. Japan will also permit the entry of unskilled laborers, who have not previously been able to obtain work permits.

Which business sectors does the new work permit cover?

Japan has at least five severely undermanned business sectors. Agriculture, construction, and nursing care make up the largest share of the labor shortage. Adding to the labor shortages are several 2020 Tokyo Olympic construction projects.

Why does Japan need this initiative?

Currently, many employees in Japan often work extensive overtime hours, to the point of physical and mental exhaustion. Additionally, Japan’s working-age population of people between the ages of 15 and 64 will drop by 15 million between this fiscal year and fiscal 2040.

What does the initiative entail?

There may be two methods for foreign workers to acquire the new work permit:

  1. Foreign workers can complete the Technical Intern Training Program, which lasts up to five years. Participants currently must return home at the end of the program. However, the government wants to let them use their new skills in Japan, so that requirement would change.
  1. Foreign workers can pass an exam on technical and Japanese language skills. Workers will need to be able to hold a basic conversation in Japanese. Some workers may receive approval with less proficiency (for example, workers in the agriculture and construction sectors).

The Japanese government understands that it must ensure foreign workers’ assimilation into the local culture. Language skills for foreign workers will help ensure they can integrate into Japanese society, and the government has sponsored Japanese language classes to assist foreign residents.

Working conditions for foreign workers are another government concern. The government will require that foreign workers be paid the same as Japanese workers, and receive the same fair and equal treatment in the workplace. Japan’s “My Number” tax and social security identification system will be revised to track foreign workers and ensure they are not being forced to put in more work hours than the mandated cap allows.

What should employers expect with this change?

When the government in Japan develops the new work permit and related program features, employers should expect greater access to an available pool of foreign workers entering the country for employment opportunities. Employers should also expect the incoming workers might need assistance with language training and assimilating into the Japanese culture.

What should employers do?

Employers should review their hiring plans for foreign workers in Japan to determine their eligibility with these changes. They should also monitor the Japanese government’s progress on creating the new work permit and related program features to determine timeframes for adding foreign workers, what their organizations need to do, and scheduling future projects.

Conclusion

Global Mobility Solutions’ team of global relocation experts has helped thousands of our clients with country-specific employment and visa requirements. We can help your company understand how to gain the most benefit from Japan’s new work permit. Learn best practices from Global Mobility Solutions, the relocation industry and technology experts who are dedicated to keeping you informed and connected. Contact our experts online or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary Visa Program Assessment

Categories
Domestic Relocation Tips Domestic Relocation Trends Global Relocation Tips Global Relocation Trends Household Goods Talent Mobility

Five Tips to Help Your Company Move Employees to Remote and Challenging Locations

Signing documents for a loan

What is the best method to help an employee agree to take a relocation assignment at remote or challenging locations? Or to help a candidate accept a new job offer at a similarly challenging location?

Companies that are not familiar with the relocation process may not realize how important it is to put in the extra effort early on to gain acceptance for assignments while also reducing overall relocation costs. Look for a Relocation Management Company (RMC) that has experience working with clients to place employees in remote and challenging locations. The RMC will provide valuable insight to help your company increase job acceptance rates.

Here are five tips that will help your company move employees to remote and challenging locations:

Five Tips to Help Move Employees to Remote and Challenging Locations

1. Pre-Decision Services

GMS is recognized as the RMC that pioneered the development and usage of many of today’s most effective “pre decision” services.

The use of pre-decision services has emerged in the mobility industry as a critical tool in the retention of an organization’s talent and helping employees relocate to challenging locations. Our corporate clients will tell you that the implementation of this program for both a domestic move and a global assignment results in employees that start work sooner, stay longer, and are a better fit in the corporate culture.

Our systems and processes including high-touch customer service, policy expertise, benchmarking, and flexible reporting options allow clients to manage employee relocation programs with better ease and efficiency.

Pre-decision services include the following:

  • Candidate Assessment – Assess candidate expectation, skills, personal qualities, family circumstance, and financial preparedness.
  • Cost of Living analysis – Cost of living comparison of origin and destination cities to help determine acceptable or competitive salary range.
  • Market analysis – Determines the likely home sale timeline and identifies potential home sale challenges such as negative equity.
  • School Reports – Public and Private School reports provided to the relocating employee to aid community selection.
  • Moving Cost Estimates – Cost estimates on household goods 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.

2. Community Tour of Challenging Locations During Interview

Companies should work with an RMC to set up a community tour during an interview. The focus should be on the many positive aspects of the location. This will help position the company and the location in the best light possible.

For example, a client might be experiencing a loss of candidates due solely to the fact that the candidate arranged their own transportation from their hotel to the company’s facility. If the candidate’s hotel is located near an airport and the surrounding area is not scenic, the candidate will not see any desirable neighborhoods and local points of interest. Partnering with an RMC to provide community tours can address this issue. RMCs provide upfront education on the area to help the candidate see the many positive aspects of the location. As a result, the RMC will help the client increase job acceptance ratios.

3. Include the Family

When a company has determined a candidate is a good fit for the position after the initial interview, a second interview should help finalize the decision process. Companies should consider flying the candidate and their family out for the second interview, before finalizing the job offer.

Including the candidate’s family shows them that the company cares about their well-being, and wants them to feel comfortable in the new location. Work with an RMC that can help the family members learn more about the community, schools, activities, and other points of interest. The RMC will learn what is important to the candidate and their family members during the pre-decision process. The RMC can use this information to highlight the new location in the best manner.

4. Offer Spousal or Partner Assistance

When an employee is offered a relocation opportunity in challenging locations, 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.

Companies should consider offering services that will help the candidate’s spouse or partner and their family members during the relocation process. Such services can include spouse or partner employment support, counseling services, and stress management assistance.

Spouse and partner career support programs promote successful relocations. Employees expect their company’s relocation programs to provide a wide range of services, technology, and tools. These resources 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.

5. Destination Spotlights for Challenging Locations

Employees considering a relocation assignment are looking for information to help convince them that a relocation assignment will be a valuable experience. Companies with successful relocation programs provide as much information about new and challenging locations as possible. This helps their employees and family members gain a favorable impression and acceptance of a relocation assignment.

A destination spotlight showing highlights and exciting activities provides peace of mind. Also, it boosts the confidence of employees considering a relocation assignment. RMCs can provide information on North America and Global destinations that will help employees learn the best features about the new location.

Conclusion

Global Mobility Solutions’ team of global relocation experts have helped thousands of our clients move employees and candidates to remote and challenging locations. We can help your company understand how to design your relocation program. As a result, your program will highlight the best features of a location, and increase job acceptance ratios.

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 or give us a call at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
Domestic Relocation Tips Global Relocation Tips Household Goods Relocation Management Talent Management Talent Mobility

What is the Best Way to Recruit Top Talent in a Tight Job Market?

Image of pretty business leader looking at camera

What is the best way to recruit top talent in a tight job market? Many recruiters and human resource professionals face this question on a daily basis. When an economy is growing, employment opportunities are plentiful. This in turn increases the difficulty of finding top talent for open positions. Competition for highly skilled and talented employees means employers must examine their processes and find new ways to gain an advantage in tight job markets.

Some employers have found unique ways to expand their recruiting efforts. Others have found advantages in offering programs that appeal to job seekers as well as their families. Often, employers must look inward to determine the specific reasons why employees choose to accept or decline their job offers. With this knowledge, employers can improve their recruiting processes to appeal to a larger number of candidates.

Here are five ways employers recruit top talent during a tight job market:

1. Leverage Social Media to Recruit Top Talent

The Society for Human Resource Management’s survey of HR professionals on whether they are using social media for talent acquisition shows that 84% of organizations are currently using social media for recruiting, and an additional 9% have plans to do so. Also, over 30% of organizations are targeting smartphone users with mobile recruiting efforts.

Most of these recruiting programs focus on passive job candidates. Efforts may be as simple as sharing job openings on company Linkedin pages, or digital advertisements targeted to appear when job seekers enter specific terms into a search engine. 71% of companies report these efforts are effective in decreasing the time to fill non-management salaried positions. Interestingly, companies report that these efforts are not as effective for recruiting executive and upper management positions, nor are they as effective for non-management, hourly employees. This divergence may be due to a number of factors including access to social media, interest in maintaining such connections, and overall time commitments impacting these groups in different ways.

2. Pre-Decision Services

Companies that are considering job candidates who may require relocation assistance can gain many benefits from using pre-decision services. Putting in the extra effort early in the relocation process delivers quantifiable results for productivity and cost reduction.

Pre-decision services include:

  • Candidate Assessment – Assess candidate expectations, 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 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.

Companies benefit from using pre-decision services in many ways:

  • Job acceptance ratios increase; failed relocations decrease.
  • Budget accuracy increases.
  • Eliminates the risk of non-acceptance by the transferee/assignee.
  • Streamline new location orientations.
  • Minimizes policy exceptions.
  • Identifies candidates unable or unwilling to relocate so efforts are re-focused on viable options.
  • Reveals concerns and issues prior to relocation, such as cultural differences or family concerns.
  • Proven overall cost savings.

3. Leverage Relocation Package in the Hiring Process to Recruit Top Talent

Companies that struggle to fill positions using traditional hiring methods may not understand how to use their relocation program to attract qualified candidates. In industries with many competitors all trying to attract the same candidates, it is often difficult for a smaller or less well-known company to be seen as an employer of choice. Also, the company may not be able to offer the same level of perks and amenities to job candidates. However, offering benefits such as more flexible work arrangements might help a company attract new hires.

Relocation programs are great vehicles to clearly demonstrate to job candidates how much a company values them and their families, as we have shown in our Case Study on Technology Industry Relocation Programs. Companies can communicate specific relocation program areas that reflect industry best practices, as well as highlight their job offer and relocation assistance package in the best manner to recruit top talent. Depending on the relocation program’s specific features, companies might highlight the package’s home buying assistance, spouse and partner assistance, and full destination services for the transferee’s needs.

4. Policy Exceptions for Relocation Packages

The moving process can be challenging, time-consuming, and result in significant delays for candidates to start their new position. When moving to a new location, house-hunting might require a number of trips to search for homes, neighborhoods, schools, and nearby amenities. Relocation packages should offer some flexibility so that candidates can more easily accept a job offer without having concerns about their ability to successfully complete their relocation.

Companies should have a defined process in their relocation policy that tells candidates how to request a policy exception. Candidates with special needs and requests will feel more comfortable knowing how they should proceed. Companies can also use this information to learn whether their relocation program might need adjustments in certain areas to reduce exceptions as well as to attract new hires.

5. Increase Compensation

Companies may need to increase compensation as a way to recruit top talent that is highly skilled and experienced. Depending on the industry, length of assignment, and job requirements, higher levels of pay that are reflective of the critical need for talent might help a company attract new hires.

Industry growth and increases in employment opportunities may also lead to a rise in compensation, as can be seen in the computer/information technology and healthcare industries. Positions requiring extensive skills, technical training, and significant investment in education and internships often result in higher wages than the median annual wage for all occupations. An increasingly important specialism in IT is cybersecurity, and salaries reflect high demand for new hires who possess the requisite skills and experience.

Conclusion

Global Mobility Solutions’ team of corporate relocation experts has helped thousands of our clients design relocation programs and market them effectively to enhance the attractiveness of their employment offerings and recruit top talent. As a result, we can help your company understand how to increase your recruiting program’s success by using best practices to design a relocation program that provides a clear and distinct competitive advantage.

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.

New SafeRelo™ COVID-19 Knowledge Portal

GMS recently launched its new SafeRelo™ COVID-19 Knowledge Portal featuring a number of helpful resources including:

  • Curated selection of news and articles specific to managing relocation programs and issues relating to COVID-19
  • Comprehensive guide to national, international, and local online sources for current data
  • Program/Policy Evaluation (PPE) Tool for instant relocation policy reviews

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

Request your complimentary relocation policy review

Categories
Domestic Relocation Domestic Relocation Trends Talent Management Talent Mobility

What are the 2018 North America Relocation Trends?

Family With Children And Pet Dog Outside House On Moving Day

What are the major 2018 North America relocation trends shaping the industry? Employee relocation and workforce mobility continue to rise in importance for companies looking for growth. Technology allows employees to work anytime, anywhere, whether traveling for business, or from a remote work location.

Our team of North America relocation experts have identified four key trends that are shaping 2018 North America Relocation.

2018 North America Relocation Trends

Employee Expectations

Many companies respond to employee expectations for relocation assignments. New assignments can provide career opportunities, learning, and growth. Some companies proactively offer incoming employees incentives to locate in other areas that best meets their needs and wants. For companies to grow and succeed, challenging and rewarding relocation assignments are necessary and provide great incentives for employees whether it be global or North America relocation.

Reasons for Moving

Simply Self Storage’s survey notes several moving industry statistics, with 10.8% of respondents indicating “new job/transfer” as their main reason for moving. However, other employment-related reasons for moving include “easier commute” and “other job-related reasons”. These three reasons combine to account for 18% of the reasons for moving. Companies recognize this impact on employees and respond with various programs to promote employee satisfaction and increase home-work-life balance.

Costs

Relocation often is in response to several factors. Of the factors that are location-specific, housing costs and taxes are often cited as both the reason for employees to move away from one area and to move to another area. Companies are responding to cost pressures in their relocation programs as well. Companies understand their ability to draw talent is dependent on providing opportunities for good quality of life for employees.

Talent Mobility Management

Companies in North America compete in a global marketplace. Greater opportunities are available, but include greater challenges in deploying talent to succeed. Mobilizing employees who know the business and understand its future drives relocation trends. Political considerations are another factor for companies looking to open a facility and in turn relocate employees to open and run the new facility. Building a company that provides career growth and professional development opportunities will allow companies to attract and retain top talent.

Conclusion

Thoroughly reviewing your North America relocation policy and benchmarking to industry best practices is imperative. This keeps your company at the forefront of your industry peers, reinforces employee satisfaction, and promotes successful relocations. The North America relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company remain at the forefront of 2018 North America relocation trends, and offer your employees the best relocation experience.

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

Request your complimentary relocation policy review

Categories
Domestic Relocation Domestic Relocation Challenges Global Relocation Global Relocation Challenges

Leveraging Relocation Benefits to Attract and Retain Talent in Healthcare

Family With Children And Pet Dog Outside House On Moving Day

Leveraging Relocation Benefits: Hiring and keeping employees who are talented and have extensive skill sets is an increasingly challenging proposition for many healthcare companies. Health eCareers notes in their 2017 Healthcare Recruiting Trends Report that over the past several years and into the future, demand for healthcare services is predicted to increase dramatically, while at the same time the supply of healthcare providers will decline, with shortages of qualified employees throughout all levels of the industry. Thirty-five percent of healthcare companies plan to broaden their talent searches to a wider geographic region, and sixty percent of healthcare companies are offering to pay for relocation.

According to the Society for Human Resource Management’s 2017 Employee Benefits Survey, HR professionals are increasingly leveraging employee benefits to attract and retain employees. Typically, the range of benefits include health insurance, retirement savings and 401K plans, family and medical leave, and flexible work schedules.

Benefits Attract Talent

Healthcare companies recognize that having a full range of desirable benefits gives them a competitive edge attracting new hires. Many healthcare companies increased their overall benefits during 2017, in order to remain competitive in the talent marketplace. Up to two-thirds of healthcare companies reported difficulty in their recruiting efforts and a shortage of employees with specific skills. Expanding recruitment efforts to include global destinations increases the complexity of the search for talent.

The Benefits Survey notes that HR professionals reported that offering more flexible work arrangements was one of the most effective benefits their company could provide in attracting new hires. This indicates employees are looking for innovative ways to fulfill their job obligations while pursuing active lifestyles themselves and with their families.

Leveraging Relocation Benefits

Since the majority of healthcare companies report a willingness to pay for relocation, their relocation programs should be considered as a highly valuable benefit to attract and retain talent. Leveraging relocation benefits helps employers communicate their interest in attracting new hires and their willingness to help employees overcome challenges related to taking an assignment in a new location. Some of the benefits that healthcare companies can highlight in their recruiting strategies and use to attract new hires include:

Pre-Decision Services

  • Candidate Assessment
  • Cost of Living Analysis
  • Market Analysis
  • School Reports
  • Moving Cost Estimates
  • Community Search and Tours

Pre-Assignment Services

  • Work Simulations
  • Candidate Assessment
  • Orientation Tours
  • Cost Projections
  • Specialized Educational Assessment
  • Cultural Adaptation Assessments

Assignment Services

  • Assignment Management Coordination
  • Visa & Immigration Services
  • Cultural & Language Training
  • Education Assistance
  • Home Finding Assistance
  • Spousal/Partner Assistance
  • Corporate Housing Assistance
  • Vehicle Purchase or Leasing Assistance

Repatriation

  • Consultation and Exit Procedures from Host Country
  • Assignee and Family Reintegration to Home Country

Healthcare Company Relocation Programs

Relocation programs for healthcare companies should be designed to provide companies and their employees the resources and tools they need to ensure a smooth and successful relocation process. A robust program should account for ongoing employee support services, supplier management, candidate selection, relocation benefits, and expense management.

Healthcare companies should consider outsourcing their relocation management to an experienced Relocation Management Company (RMC), one that is a leading industry expert in relocation services management. The RMC will help the healthcare company:

  • Better maintain quality control of the relocation process
  • Quickly adapt to seasonal staffing fluctuations without increasing cost per relocation
  • Leverage cost through economy of scale by spreading costs over a broad client base
  • Provide ongoing support to relocating employees with a single point of coordination
  • Provide expertise in consultative resources, improving organizational and employee productivity

Conclusion

Global Mobility Solutions’ team of corporate relocation experts have helped thousands of our clients develop relocation programs that attract and retain qualified employees. Our team can help your healthcare company by using industry best practices to design a relocation program that is attractive to your new hires, and effectively communicates your company’s value proposition in the healthcare industry.

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

Categories
Employee Development Talent Management

Global Productivity and Employee Development

Closeup front view of mid 30's business team standing in line in their office. Focus on the closest person to the camera, smiling blond woman. There are five people total, two women and three men.

Companies can maintain a competitive advantage if they develop and utilize their employees. Greater automation across routine jobs means the remaining positions are where employees can help companies compete and succeed. What drives global productivity and employee development? There are three key factors companies must take into consideration to increase global productivity:

Job Engagement

What does it mean for an employee to be engaged in a job? Employee engagement is a key company initiative that continually shapes employee performance and promotes continuous improvement. Companies must create a culture that allows employees to become engaged. They can do this by giving them the training and tools needed to make choices that are good for the business. Employees who choose to engage in their job use their training and tools to accomplish tasks. Also, they drive projects to completion, and learn things during the process that make them more valuable to the company.

Talent Management

Talent management might take the form of competing in an international marketplace for employees with specific skills and experience. It might also take the form of inducing higher performance levels from current employees through the use of effective programs both for the individual employee and for the organization as a whole. Continual development and growth through learning opportunities provides many employees with a pathway toward higher job engagement. Job-related educational opportunities have been shown to increase the bond of an employee to an organization. Especially for younger workers, opportunities to learn provide them with a sense of accomplishment and a feeling of worth to the organization. Many learning opportunities might occur within a job assignment at a global location, requiring employee relocation. Pre-decision services can help companies and employees determine if the opportunity will be successful.

Workplace Culture

Creating a growth-oriented workplace culture requires companies to change their approach to managing employees. Companies that focus on performance development as opposed to performance management are more likely to foster a culture of productivity. Managers must evolve into coaches who focus on an employee’s development for their current position, and the future needs of both the employee and the organization. Looking forward to where the organization wants to be will give managers a view as to training and development opportunities current employees can take advantage of for their growth and for the company’s benefit. Older managerial concepts such as annual performance reviews and allowing seniority to determine who should manage need to change. Managers as coaches need to give continual feedback and be available for employees in a fast-moving environment. Employers should give employees with the best skills relating to and inspiring other employees the opportunity to lead teams and projects.

Conclusion

Three key factors drive global productivity and employee development: job engagement, talent management, and workplace culture. The global relocation experts at Global Mobility Solutions (GMS) have the knowledge and expertise to help your company understand how to improve productivity and promote employee development with a well-designed global relocation program.

Contact our team of experts to discuss your global relocation program needs, or call us at 800.617.1904 or 480.922.0700 today.

Request your complimentary relocation policy review

Categories
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

Accessibility by WAH

Looking for something?