Creating a Global Mobility Program

How to Develop a Program That Meets Your Needs

For companies that move a large number of employees across the globe each year, creating a global relocation program that’s right for your company is essential. You need to ensure that your program maximizes cost, optimizes productivity, and provides excellent support to your employees.

However, figuring out the best way to achieve a successful program for your company and your employees can be difficult; there’s no magic formula to guarantee a perfect fit. As you begin to develop the plan that’s right for your organization, here are a few key considerations to keep in mind.

Five Considerations for Your Global Mobility Program

As you develop a global mobility program and policies that are right for your organization, consider these tips:

1. Benchmark and source competitor offers. Keeping up with trends can help you test your ideas and programs and ensure that you’re able to compete.
2. Understand your company culture. Consider important factors like employee preferences and management style to develop effective policies for your organization. 
3. Ensure alignment with compliance regulations. Research the standards you need to meet for your global mobility program to be compliant.
4. Maintain consistency with other employee programs. To minimize confusion and maximize the success of your relocation program, use your organization’s existing employee initiatives as a guide to developing policies and workflows. 
5. Consider a value-based approach. Applying a talent management approach to your relocation program can help you evaluate and identify the development value and business value of each relocating employee. Learn more about how this approach can provide tremendous value to your global mobility program below.

A Value-based Approach to Global Relocation

If your company has a talent management program already in place, you can use that structure to assess and design your global relocation program according to the various needs and budgets of the employee and business groups. A value-based approach provides a lens for mobility based on the investment costs and returns — to the employee and the company.