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Dear Workforce What Are Eligibility Requirements for Employees Being Transferred

Don't forget to consider spouses and partners in the mix. Also, remember that relocation may not suit your employees.
March 25, 2001
Related Topics: Workforce Planning, Dear Workforce
QDear Workforce:

    I currently workfor a large international IT consulting firm and we are re-thinking our internaltransfer policies. Can you give me an idea of typical eligibility requirementsfor employees looking to transfer locations or positions within a company?

- Jim, human resources company.

Dear Jim:

    When consideringemployee transfers or relocations within a company, it is paramount that you first thoroughly assess your business needs and the human assets that you have.That is:

  • What are your business objectives?
  • What competencies do your peoplehave?
  • Where do these assets need to bedeployed?

    To ensure yourcompany achieves optimum results, it is essential that you have the right peoplein the right places doing the right things.

    You should note,however, that relocation is not appropriate for all employees. In a recentglobal study, Drake Beam Morin found that although 23 percent of North Americanexecutives are willing to relocate within their country, only 15 percent arewilling to move overseas. Also, usually the employee and/or spouse voiceconcerns about employment when returning to the country of origin after anoverseas assignment has been completed.

    Spouse or partnersupport is a critical ingredient for successful employee relocation. Trailingspouses and partners have different and specific career-transition needs. It isimportant to be sensitive to the individual needs and wishes of both youremployees, and their partners or spouses, to ensure the highest possible chanceof a successful relocation assignment.

    I recommend thefollowing tips for addressing relocation issues with employees:

  • Provide resources and a decisionmodel to enable employees and their partners to examine relocation optionsrealistically

  • Make country-by-country adaptationsto accommodate differences in attitudes (i.e. be culturally sensitive)

  • Reinforce to your employees that youare trying to put their skill set to the best use, while being sensitive totheir wishes

  • Consider providing comprehensivecareer relocation assistance for partner

  • Be certain that you have assessedproperly the need for the employee to relocate before you approach him/herabout it

  • Be sure you have a company policyabout employment after the international assignment is completed.

    Successfulrelocations occur when the company and the affected individual work together,with open communication, to ensure that both the organization's and theindividual's goals are met.

SOURCE: Ken Kneisel, senior vicepresident, U.S. field operations, Drake Beam Morin, Feb. 15, 2001.

The information contained within this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or legal opinion. Also, remember that state law may differ from federal law.


 The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.

If you have any questions or concerns about, please email or call 312-676-9900.

The Workforce fax number is 312-676-9901.

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