Get a Quote
Everyone is talking about Data and how powerful it can be; here we look at why and how we can use management data for Employee Relocation
As part of Bournes Relocation Solutions series of articles “Guidelines for a Successful Move Management Tender” here we discuss information that an organisation should try to provide potential suppliers in order to encourage the strongest, best value responses.
A tender should minimise the number of questions raised with suppliers and should all together eliminate ambiguity and confusion. A proven approach is by prefacing the tender with an executive summary, describing the background, scope...
In procuring suppliers for the relocation of your employees’ one of the first places to start is selecting the appropriate international relocation supplier model for your organisation that provides the best value for your budget at the same time as maximising the service provided to your employees and supporting them in a smooth transition.
Global mobility can be a minefield, and if you or your company is new to the requirements of relocating employees overseas then there could be a lot to learn. We’ve asked the Bournes Relocation Solutions team of Consultants for their top advice to help you in Getting Started with Relocating Employees and their tips highlight some of the things you can do to help ensure a successful programme.
Our relocation consultants would be happy to meet with you to provide further guidance specifically...
I recently read a blog post of a mother in despair. 7 years ago she relocated to Australia with her husband for his job along with their son. From the outset the father was very happy with the assignment, enjoying his life and his successfully developing career down under but she had failed to settle.
In a recent post in the ‘confessions of a global mobility manager’ post by the Forum for Expatriate Managements anonymous blogger we read about the cultural sensitivity issues experienced by one global mobility manager – from dealing with religious holidays like Ramadan and the implications of shorter working days and fasting colleagues from social faux pas such as kissing on the cheek or the mis-use of local slang.
If Africa and other hardship locations are on your agenda for forthcoming employee relocation activity here are some areas you might want to consider, in addition to the normal relocation support your global mobility policy provides.
We are pleased to promote the publication of our article Going ‘Home’: Successful Repatriation of International Assignees on the Re:Locate Magazine Website.
Summer is a difficult time if you need short notice removals services for your employees. It's peak season in the relocation industry and with the majority of household goods moves being carried out over the summer period capacity of moving companies can be a real issue, especially where a company has not planned for your peak season relocations or does not have a system for ensuring resources are always available for your employees.
Relocating to a new country can be a daunting prospect for employees – especially if they are uprooting their entire family.
We’ve put together our top ten tips for international assignees to help with the practicalities of physically moving abroad, to make it easier to settle the whole family emotionally and psychologically on arrival and to help Global Mobility managers consider how they might be able to use their policies to assist.