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Relocation service

Relocation services, employee relocation, military permanent change of station (PCS) or workforce mobility include a range of internal business processes to transfer employees, their families, and/or entire departments of a business to a new location. Like other types of employee benefits, these processes are usually administered by human resources specialists within a corporation. In the military, these processes are administered by the Transportation Management Office (TMO) and Personal Property Shipping Office (PPSO).[1]

Such business processes can include domestic residential services where an employee moves within a country or state as well as international relocation services which include planning for diplomats, managers, etc. working abroad. An agency providing relocation services directs and manages the process of relocation including arranging necessary documents (visa, long-term stay permissions), finding a new house (accommodation), finding a school for children (education), finding a job for the partner or "trailing spouse", arranging a teacher for the family (language training) and introduce expatriates to the local culture.

International relocations edit

Dating back to the Dutch East India Company, sending an employee to work in another country (sometimes called a "global assignment" in current HR jargon) has carried considerable costs while theoretically opening the potential for financial returns for the employer.[2]

With tax equalization, housing allowance, cost-of-living adjustment, and other benefits, the typical expatriate compensation package is two to three times the home-country base salary. For example, an expatriate with a €100,000 annual salary will cost the employer €200,000-300,000 per year incl. the relocation costs. Shorter term assignments have lower costs, especially when they avoid taxation thresholds.

Reasons why a company might give an employee a global assignment include filling functional needs, developing the employee for upper management, and developing the company itself. Anne-Wil Harzing of the University of Melbourne further categorizes these employees as "bears, bumblebees and spiders".[3] Those playing the role of bears are the long arm of headquarters control. The bumblebees transfer (cross-pollinate) their corporate culture. Harzing's spiders weave the informal communication networks so important in connecting far-flung branches, subsidiaries and all strategic partners.

Responding to a 2005 survey of global assignment management practices commissioned by a US-based third-party relocation management company, 31 percent of surveyed employers indicated that they track exceptions on a per-assignment basis for budgetary purposes, 23 percent track exception on an overall basis in order to identify policy components that need review, and 39 percent do not track the cost or type of exceptions granted. (Seven percent were not able to answer the question.)[4]

Depending on the size and organization of a company, different departments, such as finance or human resources, may administer the relocation program. Some may lack any formal programs while others have highly structured processes. Moreover, different operating units may administer different aspects of the program.

Some may manage and execute all of their relocation processes in-house while others outsource them. This is done to save time, focusing internal resources on company workforce strengths, or for providing better service to each transferee.

Of the companies participating in the 2005 Survey of Global Assignment Management Practices, 43 percent indicated that they either outsource or co-source some assignment management services (staffing 1:58 assignees, 7 percent declined to answer).

See also edit

References edit

  1. ^ "Preparing Financially for PCS Season". Military Times. 2017-08-08. Retrieved 2020-12-15.
  2. ^ Rei, Claudia (2014-01-01). "Careers and wages in the Dutch East India Company". Cliometrica. 8 (1): 27–48. doi:10.1007/s11698-013-0093-3. ISSN 1863-2513. S2CID 255345445.
  3. ^ Harzing, Anne-Wil (2001-12-01). "Of bears, bumble-bees, and spiders: the role of expatriates in controlling foreign subsidiaries". Journal of World Business. 36 (4): 366–379. doi:10.1016/S1090-9516(01)00061-X. ISSN 1090-9516.
  4. ^ "US managers' willingness to accept a global assignment: Do expatriate benefits and assignment length make a difference?". ResearchGate. Retrieved 2021-04-12.

relocation, service, this, article, multiple, issues, please, help, improve, discuss, these, issues, talk, page, learn, when, remove, these, template, messages, this, article, includes, list, general, references, lacks, sufficient, corresponding, inline, citat. This article has multiple issues Please help improve it or discuss these issues on the talk page Learn how and when to remove these template messages This article includes a list of general references but it lacks sufficient corresponding inline citations Please help to improve this article by introducing more precise citations October 2017 Learn how and when to remove this message This article needs additional citations for verification Please help improve this article by adding citations to reliable sources Unsourced material may be challenged and removed Find sources Relocation service news newspapers books scholar JSTOR February 2008 Learn how and when to remove this message Learn how and when to remove this message Relocation services employee relocation military permanent change of station PCS or workforce mobility include a range of internal business processes to transfer employees their families and or entire departments of a business to a new location Like other types of employee benefits these processes are usually administered by human resources specialists within a corporation In the military these processes are administered by the Transportation Management Office TMO and Personal Property Shipping Office PPSO 1 Such business processes can include domestic residential services where an employee moves within a country or state as well as international relocation services which include planning for diplomats managers etc working abroad An agency providing relocation services directs and manages the process of relocation including arranging necessary documents visa long term stay permissions finding a new house accommodation finding a school for children education finding a job for the partner or trailing spouse arranging a teacher for the family language training and introduce expatriates to the local culture International relocations editDating back to the Dutch East India Company sending an employee to work in another country sometimes called a global assignment in current HR jargon has carried considerable costs while theoretically opening the potential for financial returns for the employer 2 With tax equalization housing allowance cost of living adjustment and other benefits the typical expatriate compensation package is two to three times the home country base salary For example an expatriate with a 100 000 annual salary will cost the employer 200 000 300 000 per year incl the relocation costs Shorter term assignments have lower costs especially when they avoid taxation thresholds Reasons why a company might give an employee a global assignment include filling functional needs developing the employee for upper management and developing the company itself Anne Wil Harzing of the University of Melbourne further categorizes these employees as bears bumblebees and spiders 3 Those playing the role of bears are the long arm of headquarters control The bumblebees transfer cross pollinate their corporate culture Harzing s spiders weave the informal communication networks so important in connecting far flung branches subsidiaries and all strategic partners Responding to a 2005 survey of global assignment management practices commissioned by a US based third party relocation management company 31 percent of surveyed employers indicated that they track exceptions on a per assignment basis for budgetary purposes 23 percent track exception on an overall basis in order to identify policy components that need review and 39 percent do not track the cost or type of exceptions granted Seven percent were not able to answer the question 4 Depending on the size and organization of a company different departments such as finance or human resources may administer the relocation program Some may lack any formal programs while others have highly structured processes Moreover different operating units may administer different aspects of the program Some may manage and execute all of their relocation processes in house while others outsource them This is done to save time focusing internal resources on company workforce strengths or for providing better service to each transferee Of the companies participating in the 2005 Survey of Global Assignment Management Practices 43 percent indicated that they either outsource or co source some assignment management services staffing 1 58 assignees 7 percent declined to answer See also edit nbsp Wikibooks has a book on the topic of Packing amp Moving Household Goods Moving company Worldwide ERC Relocation services trade groupReferences edit Preparing Financially for PCS Season Military Times 2017 08 08 Retrieved 2020 12 15 Rei Claudia 2014 01 01 Careers and wages in the Dutch East India Company Cliometrica 8 1 27 48 doi 10 1007 s11698 013 0093 3 ISSN 1863 2513 S2CID 255345445 Harzing Anne Wil 2001 12 01 Of bears bumble bees and spiders the role of expatriates in controlling foreign subsidiaries Journal of World Business 36 4 366 379 doi 10 1016 S1090 9516 01 00061 X ISSN 1090 9516 US managers willingness to accept a global assignment Do expatriate benefits and assignment length make a difference ResearchGate Retrieved 2021 04 12 Retrieved from https en wikipedia org w index php title Relocation service amp oldid 1217330253, wikipedia, wiki, book, books, library,

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