Global Mobility / Relocation

Global mobility refers to the movement of people across national borders or within a country for various purposes such as work, education, tourism, or personal reasons. It’s essential because it facilitates the exchange of skills, knowledge, and ideas, promotes cultural understanding and diversity, and drives economic growth and innovation on a regional and global scale. It’s also important because it enables individuals and families to pursue new opportunities, whether it’s a job opportunity in a different city or country, a change in lifestyle, or a desire for new experiences and environments.

Other terminology used include Relocation, Global Mobility Solutions, International Assignments, Employee Relocation Services, Expatriate Management, Cross-Border Workforce Management, Global Talent Mobility, Global talent management, International Relocation Assistance, Global Workforce Deployment, Mobility Management Services, Expat Support Services, Relocation Policy Development, Global Mobility Trends, International Assignment Management, Overseas Assignment Support, International Employee Transfers, Expatriate Relocation Assistance and International Relocation.

Domesticrelocation refers to a relocation that occurs with a country, i.e. Not cross border.

Factors contributing to the increase in global mobility include globalization, advancements in transportation and communication technology, liberalization of immigration policies in many countries, increasing demand for specialized skills, opportunities for international education, and the desire for new experiences and better quality of life.

Factors contributing to the need for employees to relocate include job transfers or promotions, pursuing higher education in a different location, family reasons such as marriage or caregiving responsibilities, lifestyle preferences such as moving to a city with better amenities or a more favourable climate, or seeking better career prospects and quality of life.

Global mobility allows businesses to access a diverse talent pool, expand into new markets, foster international collaboration, and leverage local expertise. For the workforce, it offers career advancement opportunities, exposure to different cultures and working environments, and the chance to develop cross-cultural communication and adaptability skills.

Common challenges encompass adapting to a new culture, overcoming language barriers, securing work permits or visas, finding suitable housing and schools for children, navigating healthcare systems, establishing a social support network, and coping with homesickness or feelings of isolation. Additionally, adjusting to a different cultural and social environment, forging new social connections and support networks, navigating local regulations and administrative procedures, addressing concerns about schooling and healthcare, and managing the emotional aspects of leaving familiar surroundings are part of the adaptation process.

Organizations can bolster employee support through comprehensive relocation packages covering expenses such as moving costs, serviced apartments, transportation, and settling-in allowances. Professional assistance though a Relocation Management Company (RMC) such as Easy Tiger Group also provides crucial support by organizing the relocation and aiding the employee and their family throughout the transition. Additionally, offering relocation assistance for housing and schooling arrangements, establishing clear communication channels for employees, providing continuous support for career development and repatriation, implementing flexible work arrangements, and ensuring compliance with local laws are essential. Moreover, aiding with visa and work permit applications, facilitating networking opportunities, and providing ongoing support for employees and their families to adapt to the new location are vital.

Key considerations include compliance with immigration and tax regulations, understanding cultural differences and adapting HR policies accordingly, ensuring employee safety and well-being, managing costs effectively, and aligning mobility strategies with business goals and talent development initiatives.

Businesses typically select employees based on their skills, experience, cultural adaptability, language proficiency, and willingness to relocate. They may also consider factors such as family circumstances, previous international experience, and the potential for career growth and development.

Challenges may include navigating complex immigration and tax laws, addressing cultural and communication barriers, managing employee compensation and benefits packages, ensuring compliance with local labour regulations, addressing dual-career issues for accompanying partners, and mitigating risks associated with geopolitical instability or health emergencies.

Businesses can optimize their global mobility programs by seeking guidance and support from professional Relocation Management Companies (RMCs) such as Easy Tiger Group, implementing robust policies and procedures, providing comprehensive support services for relocating employees and their families, fostering cross-cultural training and development opportunities, leveraging technology for efficient communication and administrative tasks, and continuously evaluating and refining mobility strategies based on feedback and performance metrics.

An international assignment refers to a temporary work arrangement in which an individual is sent by their employer to work in a different country or location outside of their home country. These assignments typically involve tasks such as project management, training, consulting, or other professional responsibilities. International assignments can vary in duration, ranging from a few months to several years, and may involve relocating just the employee or include their family to the new location. These assignments are often used by companies to facilitate global business operations, transfer knowledge and skills, and develop international expertise among their workforce.

Companies may offer various types of international assignments, including short-term assignments (typically less than one year), long-term assignments (one to three years or more), commuter assignments (where employees travel back and forth between their home country and the host country), and project-based assignments (for specific projects or initiatives).

Many companies offer relocation benefits to incentivize employees to accept a move to another company location. This can be a simple lump sum of money, reimbursement of approved relocation costs as they occur or a more comprehensive array of benefits. Companies often tie the relocation package contents and value to the employee’s job level and/or homeowner/renter status (with more senior employees and homeowners receiving more generous benefits).

Most companies expect to cover some of the employee’s relocation costs, not absorb the entire cost of the move. Employees do not always realize this, so companies should ensure that they are aware of the costs for which they will be responsible. Companies have moved towards having formal, written corporate relocation policies that spell out what is included and what is not.

These policies should reflect the company’s overall culture and philosophy on employee benefits and the competitive situation within its industry. Relocation benefits can represent a substantial expense for a company, so many companies ask their relocating employees to sign a repayment agreement. If the employee leaves the company within a year or two after the move, he or she is responsible for reimbursing the company for all or part of the relocation costs.

The overarching goals for a relocation package are to help the employee dispose of the current home (sell or terminate the lease), travel to the new location, stay in temporary accommodation, find a new home, new school (if applicable) and move any household goods. International moves will also include visa and immigration services to ensure the employee and family can live and work legally in the host location and usually other settling-in services. Companies usually do not cover 100 percent of the relocation cost but help defray the costs to the employee. The simplest package is a lump sum of money the employee can spend as needed. More comprehensive packages include home sale assistance programs and more generous allowances to cover other relocation expenses.

“Global Mobility Specialist” or “Relocation Consultant” can refer to a Relocation Management Company (RMC) employee who works with relocating employees, or to an employee who manages employee relocation activity in-house for his or her company.

A Global Mobility Specialist or Relocation Consultant at a Relocation Management Company (RMC) usually assists relocating employees with all the varied aspects of their relocation. A corporate relocation specialist usually manages all or part of the company’s relocation function, including working with company employees who are relocating and coordinating services with an outside relocation management company or other providers.

Relocation Management Companies (RMCs) help companies move current and new employees from one location to another. Today, many companies fully outsource relocation programs to an RMC, but some use RMCs to administer only parts of their program.

In a fully outsourced program with a home sale benefit, the RMC manages the entire relocation process for employees, including estimating the relocation costs, formulating Letters of Assignment, counselling on benefits, selling the departure home (or terminating the lease), finding a new home, moving the household goods, reimbursing expenses and more. For global moves, the RMCs also coordinate the visa and immigration and school search processes and other global services included in the company’s policy. The RMC administers the lump sum payment to the employee for simpler lump sum programs.

RMCs offer global mobility technology to help clients monitor their programs and help employees track the progress of their moves, submit expenses and more. They also work with clients to develop and refine their policies and benchmark them against industry peers. RMCs earn most of their revenue from real estate referral fees, so the cost of the RMC’s services is a small part of the company’s relocation budget.

Destination Services refer to the range of support services provided to individuals and families when relocating to a new location, typically in a different city or country. These services are essential because they help ease the transition process by providing assistance with various aspects of settling into a new location, such as housing, schooling, healthcare, and orientation to the local culture and community.

Destination Services often include assistance with finding temporary or permanent housing, arranging school placements for children, navigating local healthcare systems, obtaining necessary permits or visas, providing orientation tours of the new city or neighbourhood, offering cultural and language training, and facilitating networking opportunities with local communities or employee groups.

Destination Services help individuals and families overcome the challenges associated with moving to a new location by providing expert guidance and support tailored to their specific needs and preferences. This assistance not only reduces the stress and uncertainty of the relocation process but also enables a smoother transition, allowing individuals and families to settle in more quickly and comfortably.

Challenges may include unfamiliarity with local housing markets, difficulty navigating bureaucratic processes, language barriers, cultural differences, and concerns about integrating into the local community. Destination Services address these challenges by providing personalized support and expertise, offering insights into local customs and practices, facilitating connections with relevant service providers, and ensuring that individuals and families feel supported and informed every step of the way.

Organizations can ensure effective Destination Services by partnering with reputable relocation companies or service providers that offer comprehensive support tailored to the specific needs and preferences of their employees. They can also solicit feedback from employees who have utilized Destination Services to identify areas for improvement and ensure that the services provided align with the organization’s relocation policies and objectives. Additionally, organizations should communicate proactively with relocating employees to understand their concerns and preferences, and provide ongoing support throughout the relocation process.

Serviced Apartments are accommodations specifically designed for short-term stays, typically ranging from a few days to several months. Unlike traditional rentals, Serviced Apartment options are fully furnished and equipped with amenities such as kitchen appliances, linens, and utilities, providing a more homelike environment. Additionally, Serviced Apartments often offers more flexibility in terms of lease duration compared to traditional rentals. Unlike hotels, Serviced Apartments provide more space, privacy, and comfort, making it suitable for individuals or families needing longer-term accommodations for work assignments, relocation, or other temporary situations.

Other terminology used include Corporate Housing, Temporary Living, Temporary Housing, Short-Term Housing, Temporary Lodging, Furnished Rentals, Extended Stay Accommodations, Serviced Apartments, Temporary Housing Solutions, Short-Stay Rentals, Executive Housing, Corporate Lodging, Business Travel Accommodation and Interim Accommodation.

The length of stay in Serviced Apartments can vary depending on the provider and the specific terms of the accommodation. Some Serviced Apartment options may have minimum stay requirements, such as a one-week or one-month, while others offer more flexibility with nightly or weekly rates. Similarly, there may be maximum stay limits, although extensions are often possible if needed. It’s essential to inquire about the duration of stay options and any associated terms and conditions when booking a Serviced Apartment.

Serviced Apartment options typically come fully furnished and equipped with essential amenities to provide a comfortable living environment. Common amenities may include furniture, kitchen appliances (such as a refrigerator, stove, and microwave), cookware and utensils, linens and towels, washer and dryer facilities or in-unit laundry, utilities (such as electricity, water, and internet), and access to recreational facilities (such as a gym or swimming pool). Some Serviced Apartment providers may also offer additional services, such as housekeeping or concierge services, depending on the specific property and rental package.

Booking Serviced Apartments can be done through various channels, including online booking platforms, Relocation Management Companies, or directly contacting Serviced Apartments providers. When choosing temporary accommodation, consider factors such as location, budget, size and layout of the unit, amenities offered, lease terms and conditions, proximity to transportation and essential services, as well as reviews and recommendations from previous tenants. It’s also essential to communicate any specific needs or preferences with the housing provider to ensure a suitable match for your temporary stay.

Many Serviced Apartments providers offer flexibility for extending your stay if needed, depending on availability and rental terms. If you anticipate needing an extension, it’s advisable to communicate with the housing provider as early as possible to discuss options and make necessary arrangements. Extensions may require signing a new lease agreement or modifying the existing one, and additional fees or charges may apply. Be sure to clarify any extension policies and procedures with the housing provider to ensure a smooth transition and continuation of your temporary stay.