Funding an overseas assignment for an employee can be very expensive for a company, therefore it is vital that the right program is given to the most appropriate candidate. One of the most important things to understand is that not all employees are the same – consequently, the cookie-cutter approach to Global Mobility Programs cannot be applied. For example, a millennial employee will probably need a much different program from that of a baby boomer employee, and what will work in Nigeria may not work in Italy. While some basic services can be applied across the globe, the ability to tweak the service regarding local market nuances is essential, in order to have the most successful assignments possible.
Global Mobility Policy
Through my HR Counsel service, my objective is to work with you to assess existing policies, or to create a brand new one, in the case where no policy currently exists. The focus throughout this service is to put in place the best policy possible that will be cost effective, aimed at high assignee satisfaction, as well as the implementation of strategies on a day-to-day basis that will facilitate HR in going to the next level regarding their mobile colleagues.
Personalized & Bundled Programs
Depending on the local market and what the assignee is looking for, it may be best to approach the home-finding program with some flexibility, rather than from a rigid one. In some markets, it may only take a half-day program to complete the home-finding, but in other markets, it may require a few days. Adapting the service through a personalized and / or bundled program will go a long way in making the assignee feel supported in their move. Likewise, different individuals and markets require different amounts of time for settling-in, therefore applying the one-show-fits-all approach, may be extremely detrimental to the success of the relocation. Again, the focus in this part of the service will be to find the best program possible for the assignee in question based on their profile, needs, and requirements.
The last thing you want as an HR manager is to have an assignee stopped, or worse, held at an airport because their immigration documents are not in order. Once more, the cookie-cutter approach to compliancy regarding immigration is becoming ever more challenging, especially now with immigration being such a hot topic is so many countries. Even the registering of an EU citizen in another EU country is becoming more complicated – therefore, it will certainly behoove your organization to review the checks that are presently in place to make sure that they are thorough and up-to-date. This part of the service will focus on making sure that your compliancy policies take into account all the necessary reporting required to guarantee that your cross-border assignments are compliant with local regulations.
Choosing the Right Vendor
When it comes to outsourcing your mobility management needs, you need to make sure that you are working with the best RMC (Relocation Management Company) or DSP (Destination Service Provider) for your specific requirements. In some cases, it may be best to use a layered approach regarding suppliers, but in some cases, it may be best to go directly with a local solution, especially where quick turnaround and local knowledge are imperative to the success of the assignment. This part of the service will assist in helping you to choose the best partner possible and how to best carry out effective due diligence on potential vendors.