Relocation

Moving Millennials

Younger workers seek out mobility assignments for professional growth. Organizations achieve better retention rates. Advice on how to do it right.

By Audrey Roth

Stereotypes of Millennials are in no shortage, ranging from their brief attention spans to a need for incessant affirmation—but they aren’t all bad. Millennials are also assumed to be tech-savvy, interested in work that has value, and curious about the world around them. This curiosity may be driving an increased interest in corporate relocation.

According PricewaterhouseCoopers’ report Millennials at Work: Reshaping the Workplace, 70 percent of Millennials want or expect an overseas assignment at some point in their careers. And with 1.8 billion Millennials globally predicted to make up 50 percent of the workforce by 2020, employers need to ensure their relocation programs are attractive to this generation.

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HRO Today 2016 Resource Guide

By The Editors

 We know that the readers of HRO Today magazine turn to us as the go-to resource in the industry that delivesr trends, insights, and the top resources for all of their human resources operations and service needs. In our annual 2016 Resource Guide we aim to showcase providers and product vendors across 18 sectors of HR services.

Here you will find providers of everything from recruitment process outsourcing (RPO) to benefits administration to multi-process HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products.

We hope that our 2016 Resource Guide will serve you well as a starting point in your search for an appropriate vendor.

View the 2016 Resource Guide Here

Mobility: ‘Recruiters looking for a differentiator’

Helping to secure commitments from best candidates

By Bill Hatton

Relocation is often seen as tactical, but can it be more strategic? To find answers to that and related questions, we reached out to global relocation providers who could both speak to the evolving role of mobility as well as speak broadly about trends within the European Union.

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HRO Today Global 2016 Resource Guide

We know that the readers of HRO Today Global magazine turn to us as the go-to resource in the industry-a resource that delivers trends, insights, and the top resources for all of their human resources operations and service needs. In our 2016 Resource Guide, we showcase providers and product vendors across 14 sectors of HR services.

Here you will find providers of everything from recruitment process outsourcing (RPO) to benefits administration to multiprocess HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products. We hope that our 2016 Resource Guide will serve you well as a starting point in your search for an appropriate vendor.

Click here to view the HRO Today Global 2016 Resource Guide

Focus on Flexibility

Experience the benefits – knowledge transfer, skills develop, cost savings – of short-term mobility approaches.

By Debbie Bolla

As global mobility becomes a more important part of talent management, organizations continue to look to leverage savvy strategies to help recruit and retain the right employees while containing costs. Relocation opportunities are playing a larger role in enhancing a company’s brand, culture, and reputation as an employer of choice. Valued employees are looking to relocation assignments as growth opportunities to gain job skills and global exposure.

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Benefits of Going Local

What organizations need to consider when leveraging a local-based approach to long-term international assignments.

By Lisa Johnson

As companies continue to expand and grow globally, so do the needs of their international assignments. The one-size-fits-all, home country balance sheet policy has been the backbone of long-term assignments for many years. However, this policy may no longer suit emerging assignment types and a local plus approach may need to be considered.

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Measuring Mobility

The value of global relocation assignments can be a complicated calculation.

By Audrey Roth

Relocation assignments are on the rise with 50 percent of multinational companies expected to increase the number of employees they transfer during the next two years, according to the 2014 Trends in Global Relocation: Global Mobility Policy and Practices survey from Cartus. Companies are continuing to value the importance of mobility programs, yet tracking both cost and return on investment is still an obstacle that many organizations have yet to overcome.

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Defining the Global Business Traveler

Keys for understanding the evolving definition of global mobility assignments—and the visa and immigration compliance concerns that accompany these shifts.

By Jennifer Igva

Most companies today are in expansion mode, sharpening their focus on growth inside and outside their home country; they are positioning their workforce to take full advantage of regional opportunities everywhere in the world. It is an exciting time, but also one that brings with it a range of global assignment types and added demands for visa and immigration compliance.

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