HRO Today September 2016 - 65
Relocation
The goal of a relocation
is that the employee
would serve an essential
function in their new
location and return with
important knowledge
and experience that will
grow their organization's
business opportunities
and success.
to represent the organization from afar, but if that
employee has never had a leadership role or been outside
of the headquarter country, they may not have the
necessary skills for a mobile assignment.
" The experience and professional maturity of the
employee will be a more important variable for
consideration for relocation than actual time spent with
the company, " says Ivana Gibson, vice president of client
management for MSI.
In addition to taking adaptability and leadership into
account, managers should factor in family situation,
familiarity with the new location and culture and, of
course, the employee's feelings about the assignment.
Does the candidate have young children or responsibility
for a sick family member that may make a relocation
difficult to manage? Do they speak the language or
understand the culture in the area they'd be moving to?
Are they excited for the opportunity or just sweating the
details?
An employee that feels adequately prepared emotionally
and professionally for their assignment will adjust to
their new surroundings more quickly and be able to
spend more time working strategically to achieve talent
management goals. Needless to say, the process of
selecting these candidates from the existing talent pool-
or in some cases recruiting them-should look different
than the process of hiring a traditional employee or
selecting someone for a promotion.
Plan for repatriation: For most globally mobile employees,
their time on an assignment is temporary, yet inadequate
planning for repatriation can make them feel separate
from the rest of the team-and from its talent goals-
when they do return.
" Employees who no longer feel valued upon their
return-whether it is because their former job no longer
exists and/or because they feel that no one values their
experience-often leave their companies within a year
or two of their return, " Franchi says. " Many also end
up working for competitor companies, where they can
leverage the knowledge and skills gained while on
assignment abroad. "
The goal of a relocation is that the employee would serve
an essential function in their new location and return
with important knowledge and experience that will grow
their organization's business opportunities and success. If
that knowledge is underutilized upon repatriation, then
the entire relocation becomes a waste of both time and
money.
In this way, making repatriation planning an ongoing
process that begins pre-assignment and continues after
the employee returns is a matter of maximizing return on
investment.
" The pre-assignment stage is actually the optimal time to
plan an employee's repatriation, " Gibson says. " To ensure
a successful repatriation, employers should begin with
the end in mind and clearly articulate the assignment's
purpose to the employee and the company's expectations
for him or her upon return as early on as possible. Will
there be a return to the same job, a lateral transfer, or a
promotion? Long-term career planning is critical. "
SEPTEMBER 2016 | www.hrotoday.com
[65]
http://www.hrotoday.com
HRO Today September 2016
Table of Contents for the Digital Edition of HRO Today September 2016
HRO Today September 2016 - 1
HRO Today September 2016 - 2
HRO Today September 2016 - 3
HRO Today September 2016 - 4
HRO Today September 2016 - 5
HRO Today September 2016 - 6
HRO Today September 2016 - 7
HRO Today September 2016 - 8
HRO Today September 2016 - 9
HRO Today September 2016 - 10
HRO Today September 2016 - 11
HRO Today September 2016 - 12
HRO Today September 2016 - 13
HRO Today September 2016 - 14
HRO Today September 2016 - 15
HRO Today September 2016 - 16
HRO Today September 2016 - 17
HRO Today September 2016 - 18
HRO Today September 2016 - 19
HRO Today September 2016 - 20
HRO Today September 2016 - 21
HRO Today September 2016 - 22
HRO Today September 2016 - 23
HRO Today September 2016 - 24
HRO Today September 2016 - 25
HRO Today September 2016 - 26
HRO Today September 2016 - 27
HRO Today September 2016 - 28
HRO Today September 2016 - 29
HRO Today September 2016 - 30
HRO Today September 2016 - 31
HRO Today September 2016 - 32
HRO Today September 2016 - 33
HRO Today September 2016 - 34
HRO Today September 2016 - 35
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