Want More Bang for Your Buck from Your Global Mobility Program?

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Jun 15, 2017
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To get the most out of your global mobility program, you need a plan. Check out top highlights on how mobility managers can be more strategic in containing costs and increasing global mobility ROI.

Talent Segmentation and Program Alignment: Ensure your program supports all types of talent movement within your organization.

The Value Proposition: Encourage global talent mobility by setting clear value propositions on the benefits of a career with global experience.

Mobility Program Audits: Formalized mobility program audits (preferably conducted by specialized relocation auditing firms) can provide full, end-to-end audits of compliance documentation, policies, processes, approval mechanisms, key performance indicators (KPIs) and statements of work (SOWs).

Exception Management: Through the proactive identification of policy exception trends, mobility leaders can make policy adjustments, support unique situations, or identify more cost effective alternatives.

Insourcing vs. Outsourcing: Balance the outsourcing and insourcing elements of mobility programs to drive cost savings, service delivery improvements, and efficiencies (including consolidating vendors and invoicing and leveraging reporting data).

Localization of existing assignees: Have a defined localization practice to minimize excessive mobility spend beyond the anticipated assignment end date. 

Lump Sum Payment for Allowances: Lump sums with uses that are clearly defined can replace allowances that regularly lead to exceptional overspending or create administrative burdens. 

Check out the full white paper Cost Containment - Getting more Bang for your Buck from your Global Mobility Program to get more insights, and learn from success stories of two large global companies. 

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SIRVA

SIRVA is a leading partner for corporations to outsource their mobility needs, relocating and moving their executives and staff globally.

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