Global HR continues to grow -- and so this issue focuses on getting the right people in the right place, puts a spotlight on a growing European market, and digs deeper into the Asia-Pacific region. Among the highlights:
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.
There are some decided shifts in the types and lengths of global assignments, with a continued trend away from “fully loaded” long-term assignments to more shortterm and commuter assignments; international transfers, localisation and intra-regional assignments, as well as a rise in the visibility of extended business travelers (EBTs) and frequent business travelers (FBTs).
Long-term assignments usually last three to five years and are costly, in part because they come with a higher tax commitment, include numerous benefits and allowances, and support accompanying dependents.
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Tim O’Shea, vice president consulting services, Graebel Relocation, shares his thoughts on the biggest challenges companies face in relocation.
By Bill Hatton
As part of our special section on Global Mobility and Relocation, we asked Graebel’s Tim O’Shea to comment on the state of the relocation market.
What are the biggest challenges that companies (i.e., your clients and potential clients) face right now in international relocation?
Speed is the biggest challenge for all of us – speed to understand everything about a new location or changes in a familiar location and speed to ensure expats or one-way transfers are in place, productive and delivering value as soon as possible. It seems we’ve found ourselves in a hyper-responsive world where complex questions with far-reaching ramifications need answering immediately, either by corporate relocation teams or by RMCs and their industry partners. Senior leaders ask simple questions like, “When can these three expats be on the ground in Kuala Lumpur? Why don’t we already have all the answers we need? I need them there tomorrow!” Whether expectations are fair or not, that’s the challenge we’re facing.
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