Relocation policy design and review principles factsheet
A factsheet on the principles of relocation policy design and review is now available as part of Relocate’s new Global Mobility Toolkit. Download your free copy.
- Why you need a relocation policy
- Relocation policy objectives
- Influences on policy approaches
- Strategy, structure and culture
- Useful contacts
- Further reading
Why you need a relocation policyPolicy design/review must align with talent management strategy. A documented policy ensures consistency of treatment, rather than relying on oral agreements and negotiations with individual employees. In turn, this ensures equity.The policy should provide allowances and benefits that are tailored to the type of transfer – for example:
- Individual relocation to meet a skills gap, project or development need
- A recruitment to fill a vacancy
- A group relocation
- International mobility
Strategy, structure and cultureA strategic approach to the design and implementation of relocation policy is critical if the organisation is to achieve its objectives through the mobility of personnel and ensure continuing competitive advantage.
Organisational strategyAny policy design or review must be aligned with organisational strategy. In essence, the intentions of the organisation concerning the direction it wants to go in, and the approach it wants to take to managing its human resource talent, must be reflected within it. Current economic conditions necessitate meticulous attention to strategy. Policies must be reviewed regularly, and any alterations made must support strategic change and be flexible enough to accommodate future changes in the economy. The policy should reflect the organisation’s unique strategic guiding principles, whether strategy is planned or emerges in response to a rapidly changing environment.Take competitiveness as an example. In terms of mobility, organisations may want (or need) to be competitive in terms of mobility with others in their industry group (for example, to attract, relocate and retain specialists) and/or be competitive within a particular region (for example, to relocate employees into a tight labour market or a newly industrialising economy). This demands that the necessary mobility strategies, and the policy options that will service them, be carefully thought through.
Structure and cultureThe structure of the organisation will also affect the design and content of policy. While a segmented policy will enable tailoring of provision to support the specific purpose or type of transfer, within this approach organisations with hierarchical structures may use a design that remunerates according to grade and/or salary. Organisations with flatter structures may offer allowances and benefits that reflect a single-status approach.Each organisation has its own culture, which is reflected in the language used from day to day and the way in which it approaches managing people. Policy design/review must value diversity while creating a sense of unified mission.Since each organisation’s strategy, structure and culture are unique, its policies should be, too. Relocating employees, whether this takes place in the home country or internationally, is no exception. Copying another organisation’s policy in the mistaken belief that ‘one size fits all’ is likely to result in disaster, at both strategic and operational level.The policy must attract, place, retain and develop employees with the knowledge, skills and attitudes required for the global business environment – and never more so than in today’s Brexit landscape. (1669k) For information on sponsorship opportunities, call Fiona Murchie, managing editor, on +44 (0)1892 891334, or email email@example.com.
Also in the Relocation Policy Design and Review ToolkitAvailable now:
- Factsheet 2: Process of Relocation Policy Design and Review
- Factsheet 3: International Mobility – Policy Content (Long Term Assignments)
- International Mobility – Policy Content (Short Term, Commuter and Business Travel)
- International Policy Trends Analysis
- International Reward Strategy (Home, Host and Others)
- Domestic Mobility/In Country Relocations
Other Global Mobility Toolkit components available now:Diversity and Inclusion Toolkit
- Factsheet 1: Managing Mobile Careers and Career Pathing
- Factsheet 2: Resourcing and Selection of Talent
- Factsheet 3: Leadership and Management Development Strategies