- Jim, human resources company.
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.ASK A QUESTION
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.
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