Relocation policy design and review process factsheet
A factsheet on the process of relocation policy design and review is now available as part of Relocate’s new Global Mobility Toolkit. Download your free copy.
- When to undertake policy design/review
- Key drivers and future-proofing
- Consultation and communication
- Approval, launch and policy evaluation
- Useful contacts
- Further reading/information
When to undertake policy design/reviewOrganisations new to mobility seldom have a formalised, written policy. However, once the numbers being relocated reach a critical mass, a policy is required to ensure equity, transparency and cost control.For organisations with a policy, review is required when the existing arrangements no longer meet organisational needs – for example:
- When there is a change in strategic direction, such as globalisation into new markets
- When there is significant expansion in existing locations
- When increased flexibility in mobility is necessary
- When cost containment is required owing to economic imperatives
- When a revised approach to – or increased emphasis on – talent management and career development is expressed
Key drivers and future-proofingThe process of designing or reviewing policy must reflect key drivers of organisational change. HR and global mobility professionals should ensure that the process addresses:
- Current/future locations of operation
- Current/future mobile personnel required – For instance, senior, middle or junior management, graduate trainees, specialised skillsets
- Current/future assignment types/transfers required – For instance, out-and-back foreign assignments, permanent transfers, self-initiated mobility, short-term, commuter or rotational working, international business travel
- Known/proposed organisational change – New projects, new countries of operation, joint ventures, mergers and acquisitions, group moves
- Known/planned mobility drivers – Mobility may be required to fill skills gaps, complete/manage projects, train/develop local staff, develop relocatees as future global leaders, or spearhead growth in newly industrialising countries/challenging locations
- Who is being moved currently? – Age and family profiles, levels of experience, diversity
- Where are the main movements of personnel taking place? – Large volumes into key locations, or a more disparate picture?
- From where are the relocations managed? – Head office, regional office, local level
- How does existing HR policy support relocation? – Are HR policies linked into mobility policy?
- What is the role of third-party service suppliers in implementing policy?
- How successful is existing policy/practice in supporting mobility? – Are assignments rejected? If so why? How are successful transfers defined?
- Will any of these issues change going forward? – If so, why and how?
To download other Global Mobility Toolkit components as they become available, subscribe online.For information on sponsorship opportunities, call Fiona Murchie, managing editor, on +44 (0)1892 891334, or email email@example.com.A range of aligned products and resources will be available from the Relocate Global e-commerce store, coming later this year.
Also in the Relocation Policy Design and Review ToolkitAvailable now
- Factsheet 1: Principles 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 nowDiversity 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