Our recent two-part webinar series on cost optimization drew large corporate attendance, no doubt eager to hear their peers talk at length about their experience collaborating with Weichert to optimize program costs. While three of our four corporate presenters have had their existing programs in place for many years and the other is just beginning its journey as a newly formed company with a developing global mobility program, all four agreed that program optimization is an ongoing, iterative process.
As you might imagine, attendees had plenty of questions for our panelists. And while they did an admirable job of responding, there were too many to address in our one hour sessions. In this post, we present the unanswered questions with feedback from our panelists.
To make sure we only use mobility as a tool to support well thought-out business strategies, I find it critical to hold the line on requiring a business case for each assignment, and thus control costs by eliminating unnecessary assignments. Would you agree? Continue Reading →
With talent shortages well documented and voluntary turnover largely caused by a lack of career development opportunities, your global workforce mobility program can be a strategic tool for supporting diversity and inclusion. What follows are some best practices to consider as you secure meetings with HR/Talent Management to align your 2016 goals:
Unfortunately, women are still in the minority among the expatriate community, as stereotypes often prevent managers from asking females to consider an assignment. For example, assuming a young female executive would rather settle down and have children than advance her career through an assignment. Some ways that companies can increase the number of women considered for international assignments include: Continue Reading →
Companies have been relying on temporary assignments for several years now, as they help them meet short-term business objectives and retain employees who are reluctant to permanently relocate. However, as competition for the most highly-skilled workers intensifies, companies are using temporary assignments in a more strategic way — to fuel their talent pipeline.
Rotational assignments are becoming one of the more commonly used types of temporary moves, with nearly one-third (32%) of companies responding to our annual survey syaing their rotational volume will likely increase.
Rotational assignments are defined as a series of two or more assignments, typically short in duration, upon completion of which, an employee typically settles into a final, permanent location. The selection process is often rigorous, and companies focus on candidates who anticipate staying with the company long-term and possess the ability to transfer skills and experience learned on assignment back into the company. Continue Reading →
Brazil is the seventh largest economy in the world and the largest in Latin America. In recent years, the country has been one of the fastest growing economies in the world primarily due to its export potential. The country’s trade is driven by its extensive natural resources and diverse agricultural and manufacturing production. Also, rising domestic demand, increasingly skilled workforce along with scientific and technological development, have attracted foreign direct investment. However, bureaucracy, corruption and weak infrastructure remain the biggest obstacles to economic development.
The vast majority of expatriates who visit Brazil are surprised to know that they can find some of the same things that they have in their country of origin including food, many accessories, modern buildings, as well as many other expatriates areas as the country has become increasingly international.
The cost of living is also surprising to the assignee community; currently Brazil is very costly, not only in housing but all consumables.
I was proud to have the opportunity to serve as a featured panelist at the 2015 CERC Conference along with my colleague (and millennial) Katherine Bouchard, speaking on millennials and, specifically, how they are impacting the mobile workforce. An important part of that presentation was identifying and dispelling some of the myths associated with millennials. In this post, I wanted to share some of the myths my fellow panelists and I addressed.
More than 12 million strong and representing more than one-third of Canada’s population, Millennials (aka “Generation Y”) is the largest workforce demographic to come after the baby boomers. Research has shown that Millennials make up the most complex demographic to date. They are engaged citizens, connected by technology but disconnected from traditional politics. They’re more tolerant than their parents, yet cling to goals that would resonate with their elders—from owning a house, to marriage and children, to early retirement. Furthermore, this is the most educated generation to enter the workforce—most have graduated or expect to soon and 41% are already working full-time.
If you’re sending employees on temporary domestic assignments, it’s a good idea to have a policy for those moves. Unfortunately, our Annual Mobility Survey revealed that only 37% of companies have a formal policy in place to manage short-term assignments. The danger here is that managing domestic temporary relocations on an ad-hoc basis exposes your company to increased compliance risks because you’re less likely to accurately track the employee’s time in the destination location or withhold appropriate taxes for that time period.
So a domestic temporary assignment policy is a good idea. But what benefits do you offer?
My recommendation is to include temporary living, return trips, travel expenses, tax gross-up and miscellaneous allowances. To enhance tax compliance, many policies state that employees are expected to maintain housing in the home location and it is assumed that the employee will be returning to the original location at the end of the assignment. If the employee does not maintain a home location residence, the company may regard the move as permanent from a tax perspective.
Our 2014 Workforce Mobility Survey polled approximately 200 North American companies on the ways they deploy key talent.
In an effort to shed light how trends cascade across specific industries, we have created a series of infographics showcasing key findings filtered by sector. We believe this data provides good insight to how different industries use workforce mobility to achieve their business goals.
Our latest infographic focuses on an industry that has long used relocation to help land and develop the most highly-prized talent: the energy/gas/oil sector.
Give this infographic a look (you can click it to enlarge). As always, for more information and further breakdown, feel free to contact us.
In fact, according to the results of our 2014 Workforce Mobility Survey, more than half of companies now offer such assignments.
As their usage becomes more widespread, so have some myths concerning temporary domestic assignments. In this article, I’ll address and debunk them.
Myth: Temporary assignments only help us complete project work.
While the majority of organizations use domestic temporary assignments for project work-based needs, our survey revealed that a growing number of companies in the U.S. and Canada use them to develop future leaders and high potentials. In fact, high growth companies (companies with revenue growth of more than 5% over the past year) tend to use fewer short term assignments for “project work” and instead rely on these programs for career development purposes. Continue Reading →