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Pros & Cons of Non-Traditional Global Relocation Programs

Pros & Cons of Non-Traditional Global Relocation Programs. Presenters: Julian Yates Chartered MCIPD, Vice President Global Client Services Trey Delmark, Senior Manager, Global Mobility. June 14 , 2011.

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Pros & Cons of Non-Traditional Global Relocation Programs

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  1. Pros & Cons of Non-TraditionalGlobal Relocation Programs Presenters: Julian Yates Chartered MCIPD, Vice President Global Client Services Trey Delmark, Senior Manager, Global Mobility June 14, 2011 Strategic and operational considerations for policy design, cost and application of non-traditional global assignment programs

  2. Agenda • Traditional global assignment policies do not always fit the multiple variables that face companies in a complex international environment • HR/Global Mobility teams need to craft solutions for their internal customers that meet their needs while being cost effective and consistent with the company’s philosophical and operational standards • Options available for global programs • Real life examples of the approach taken to modify a policy structure to meet business needs and where alternatives are being considered to meet future requirement for this vital segment of a competitive global environment

  3. Types of Assignments

  4. Why So Many Options? Fit policy to the Business need Fit policy to the Assignment Cost Control Accommodate needs while retaining Company principles and philosophy

  5. Tyco International C O M P A N Y I N F O R M A T I O N Employees: 100,000+ Net Revenue: $17B Over 300 payrolls Over 300 payrolls No single office larger than 600 people Diverse cultures across business lines and geographies

  6. Global Mobility Policy Transformation Project Charter

  7. Holistic Program Review Approach

  8. Listen…Listen…Listen… 1:1 Interviews HR Leadership Team Critical stakeholders Online survey HR Assignees Benchmarking

  9. Policy Design – Assignment Purpose Anchored by key value drivers • Business value • Developmental value Value drives key decisionpoints for differentiation • The opportunity • Degree of talent managementintegration • Candidate selection process • Compensation Strategic Position Skilled Position Business Value Technical Need Development Opportunity Developmental Value

  10. Proposed LTA Policy Matrix

  11. Conclusion Key considerations • Cost • Purpose of the assignment • Individual assignee/family personal situation • Company culture More than one option may fit the scenario Clearly developed policies will help the decision making process and the administration of the assignee Benchmarking will help make the policy(s) competitive All assignments have basic components • Visa and work permit requirements • Tax issues • Need for transportation • Accommodations The right choice will lead to efficient use of company funds, better talent management and improved return on investment

  12. Question & Answers Thank You… Julian Yates 630.570.3387 / julian.yates@sirva.com Trey Delmark 609.806.2173 / tdelmark@tyco.com

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