Understanding how your policy components and administration can impact your program costs is critical to creating a mobility program that achieves the balance between engaging your mobile talent and restraining overall spend.
Understanding how your policy components and administration can impact your program costs is critical to creating a mobility program that achieves the balance between engaging your mobile talent and restraining overall spend.
The next in our series of navigating the pandemic from a professional perspective, we explore how to stay mentally healthy and socially connected during social isolation and the lack of human connection.
One of the most immediate and apparent impacts of the Coronavirus has been to the way we work. Companies worldwide that have the ability to do so have enacted alternative work policies to encourage social distancing, stop the spread of the virus and keep their talent safe.
The fluidity of the coronavirus news makes for an uncertain and stressful time for everyone. This is heightened further for parents as they manage their own wellness in addition to their family’s physical and mental health.
Hear from one of our International Move Management Coordinators on his journey working within the mobility industry and the unique way he describes mobility to others in a fun new way.
Ellie was thrilled to participate in the NERA meeting and moderate the trending topic of “Understanding the Employee Experience” alongside panelists, Vladimir Dziak, Liberty Mutual and Jack Jampel, Stryker Corp.
It still seems a little surreal that after years of discussion and negotiation, we are now a month post-Brexit. Yet, questions still remain: what will happen after the transition period and how will it impact global mobility?
With the focus on diversity and inclusiveness, supporting the needs of relocating employees, and enhancing the employee experience, it’s time to explore the topic of gender diversity and how companies can encourage more women to relocate.
This is the time of year when we show love and while everyone loves that heart-shaped box of chocolates and bouquet of roses on Valentine’s Day, the most impactful gifts are the personal ones. The same can be said for your mobile employees.
Everyone’s talking about the gig economy these days, and the mobility industry is no exception. The “gig economy” is a labor pool characterized by non-traditional, short-term working relationships, typically independent in nature (think Uber for freelancers).
It’s that time of year, when everyone is making (and hoping to keep!) their New Year’s resolutions. Many people choose to start a healthy lifestyle which begs the question: how can your mobility program support this resolution for your mobile employees?
Hear from one of our Canadian Senior Coordinators, Tax and Compensation, on her "not so" millennial perspective on the mobility industry and how it led her to a Legendary and exciting career.
With the holiday season upon us, business travel is getting a little more complicated. Time-off requests and a high demand for airline tickets could take a bite out of your end-of-year productivity or make business travel financially difficult.
Mobility professionals cannot stop talking about our interactive roundtables at ERC’s India Global Mobility Summit as we discussed the latest trends within the world of mobility in India.
Mobility is changing. From a demographic shift in the mobile population, to the largest multi-generational workforce, to the change in policy trends for those relocating, to the focus on the employee experience.
Mobility in India continues to be on the rise and we are very excited to be at the forefront of the discussion on the trends and challenges impacting mobility into, out of, and within the country.
In this post, we highlight two roundtables coming up at Worldwide ERC’s India Summit, November 13, 2019. Our Client Service Directors, will each be hosting a roundtable where they will discuss the latest trends within the world of mobility in India.
When most organizations think about cost of living, high housing costs come to mind but there are other costs beyond housing to consider when calculating cost of living.
We are constantly gathering research on flexible approaches on mobility to help companies understand how these provisions should be used, to link more effectively with the overall company and talent goals.
While lump sums have been common in domestic programs for some time, more organizations are discussing whether it is a viable option for international mobility programs.
We live in a digital world, where we have shifted from print to digital, newspapers to online, books to e-readers and everything in between. With the demand and fast-paced world we are all in, many agree that the simpler, the better.
Over the past few years we have seen a steady decrease in the number of long term assignments and many mobility professionals are expecting this to continue.
The theory of diversity and inclusiveness fosters innovation, but it is eye-opening to hear people lament that their organization’s overall inclusive practices – or lack thereof – are not up to the same standards and principals of diversity.