Relocation

Editor’s Letter: Relocation Remedies

headshotBy Belinda Sharr

Relocating for a new job can be stressful and intimidating for the employee. Not only do you have to get to know a new position and company, but you also have to adapt to a new city and environment at the same time.

HR professionals can make it easier on their new hires to relocate by providing advice and suggestions, which can go a long way in making an employee feel comfortable. As an employee packs up and moves into town, knowing what to do along the way is a great help. HRO Today offers many articles this month on new employees and how to get them through the door in the best possible manner.

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A Moving Experience

Ivory, BenjaminGlobal Mobility Professional’s Lessons Learned

By Benjamin D. Ivory

My wife and I relocated to Prague in December 2012. I am what I call a late-bloomer expatriate. Over my 40-year career in the relocation industry, I have traveled extensively, but this was my first experience living and working outside of the United States. When the opportunity to lead our growing EMEA center as its managing director in Prague arose, I raised my hand to volunteer.

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Stacey Myhro promoted at Plus Relocation – 1/12

Plus Relocation is pleased to announce that Stacey Myhro has been promoted to the role of vice president of contracts and compliance. With more than 18 years at Plus as vice president of supplier relations, Stacey will now be leading the charge to ensure Plus is proactive and compliant with international laws and regulations.

The relocation industry continues to increase in complexity with a heightened focus on compliance. With Stacey’s promotion, Plus continues to dedicate resources to building expertise and identifying opportunities in affected areas such as global data security, data privacy and risk management. Stacey’s focused attention on international laws and regulations will strategically position Plus for the future.

Susan Schneider, Plus president, is excited for this step forward as she comments on Stacey’s outstanding work over the years, “Anyone who has worked with Stacey knows her attention to detail, inquisitive nature and sensitivity to different cultures. Her knowledge of ever-changing regulations and their effect on the business is priceless.”

About Plus Relocation

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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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