HRO Today November 2014 - 34

Relocation
FAST FACT:
92 percent of companies expect their relocation
volume to increase or remain steady through 2015.
Source: 2014 Workforce Mobility Survey by Weichert
Workforce Mobility
qualifications is essential. " Businesses have a tendency
to look at one thing when relocating an employee-the
employee's professional credentials and technical skills, "
Franchi says. " The company needs a chemist or a scientist
in a certain location for a particular duration, and takes
nothing else into consideration. But, not everyone has
the ability to adapt to a different culture. "
Responding to this risk, MSI has developed a set
of relocation candidate assessment tools that are
customized to each client's needs and budget. The
provider follows up the assessment with in-person
interviews with the assignee, and in many cases his or her
family, asking questions about cross-cultural adaptability,
work-life balance and flexibility, and family concerns
and issues. MSI then presents its in-depth analysis to the
customer's HR leaders. " We leave it up to the company to
determine what's best, " Franchi says.
Gulik from Xerox Relocation and Assignment Services
presented another approach to selecting the right
employee for the right relocation-a multigenerational
and multicultural global talent mobility department.
" It helps to have people the same age and/or from the
same region of the world where the talent is going to be
deployed to as a means of determining who is best suited
for an assignment in a particular region, " she says.
She makes a good point, as the relocation needs of a Gen
X transferee are likely to differ from those of a Millennial
generation transferee. A Gen X employee, for instance,
is apt to have a spouse and children and thus a desire
for a house in a suburb with good schools. A Millennial,
on the other hand, is probably single and looking for an
apartment in a more exciting urban environment. The
same desire might even be said of an empty-nesting baby
boomer. Relocate each of these generations to the wrong
environment and it could backfire in reduced worker
productivity and a failed transfer.
To help clients in making these decisions, MSI's own team
is demographically and ethnically diverse. " It assists us
[34]
HRO TODAY MAGAZINE
| NOVEMBER 2014
perceive potential conflicts before they crop up, " Franchi
says. " The goal of talent relocation always is to have the
right skill sets in the right place, but the right place may
be different for each transferee. "
Global talent mobility increasingly involves another type of
mobility-mobile technology tools. Selders from Paragon
Relocation cites the increase use of mobile applications by
client employees. " People today, particularly those in the
Millennial generation, expect technological proficiency
from their employers, " he explains. " They don't want to
be physically signing paper documents or fielding phone
calls with mortgage brokers, transit companies, and all
the other vendors involved in the relocation process. They
want to simply text or click. "
And they want to do it on their own time. " The 'anywhere,
anytime' convenience of the SIRVA Connect digital
platform puts companies and employees in touch with
all the tools and resources they need to enhance the
relocation experience, " says Smith.
Cormier from Express Scripts agrees. " We need our
transferees to be able to do a lot of self-service, using their
mobile devices to access reports, click here and there, and
not have to always pick up the phone to ask me or Paragon
what their year-to-date spend was, for instance, " she says.
Among the mobile applications assisting these needs
are e-signature solutions. Paragon recently added this
functionality to simplify the signing of multiple contracts.
It also recently added an expense-processing tool to the
solution obviating the need to collect and send paper
expense receipts to accounts payable. " The transferee
clicks on the app, takes a picture of the receipt, and then
all the rest happens in the background, " Selders says.
These various movements are combining to create yet
another trend-a seat at the HR strategy table for
relocation specialists. " Talent mobility has always been a
pressure on the bottom line, " says Franchi. " The costs add
up quickly and the benefits are hard to discern. This is
why it is vital to partner with a provider that understands
the strategic value of aligning mobility to your specific
global business needs. "
Russ Banham is a veteran business journalist and author. His
new book, " Higher: 100 Years of Boeing " , will be in bookstores in
December. He can be reached at www.russbanham.com
http://www.russbanham.com

HRO Today November 2014

Table of Contents for the Digital Edition of HRO Today November 2014

HRO Today November 2014 - 1
HRO Today November 2014 - 2
HRO Today November 2014 - 3
HRO Today November 2014 - 4
HRO Today November 2014 - 5
HRO Today November 2014 - 6
HRO Today November 2014 - 7
HRO Today November 2014 - 8
HRO Today November 2014 - 9
HRO Today November 2014 - 10
HRO Today November 2014 - 11
HRO Today November 2014 - 12
HRO Today November 2014 - 13
HRO Today November 2014 - 14
HRO Today November 2014 - 15
HRO Today November 2014 - 16
HRO Today November 2014 - 17
HRO Today November 2014 - 18
HRO Today November 2014 - 19
HRO Today November 2014 - 20
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