An employer’s best allies—and its biggest costs—are its workers. People are the ones who bring creativity, productivity, and profit to a company. Organizing employee relocations can be a huge project. But it can be stressful for the employee. Luckily, Four Winds Bahrain is here to help. If you don’t organize the relocation of employees properly, it threatens your ability to keep the employee. Read on to learn how to prevent the risks of losing someone you have devoted time and money to develop and move.
Human resources often organize the relocation of employees
HR must work with other parts of the organization in order to manage the relocation of employees properly by:
- Firstly, determining a plan by working with internal business partners and managers.
- Secondly, by choosing employees best suited for relocating overseas for work.
- Thirdly, by managing a list of vendors and external service providers by working with the finance department.
- Next, by checking tax or international moving questions with the legal department.
- Finally, HR must plan the total program financially.
Relocation policies have three levels of coverage:
This depends on the group to which an employee belongs:
- New employees have limited experience.
- Employees who have been in the workforce for some time.
- The ones who are more likely to have a home and/or a family in the city.
- Leaders and other high-level workers. They likely have deep roots in the community.
Employers want to offer attractive relocation packages. However, they also face high costs in their efforts to organize the relocation of employees. So there is constant pressure on HR to cut costs.
Elements of a Comprehensive Relocation Program
There is no magic formula when it comes to organizing the relocation of employees. Still, firms must consider certain elements when trying to conduct a relocation.
1. Organize the relocation of employees with bonuses and pay adjustments
Money is generally the main factor in convincing employees to move. The most common packages include assistance with international car shipping, help with cost-of-living, and relocation bonuses.
2. Moving expenses
When employers manage the relocation of employees they offer refunds for expenses like house-hunting, temporary lodging, and movers. Additionally, employees keep whatever might be leftover. Or they pay any expenses the package does not cover.
3. Payback clauses
Organizations invest a lot on relocations. They lose those investments if employees leave shortly after a move. Nowadays there is a payback passage. In this scenario, the employee agrees to pay back the employer all or part of the expenses. It’s for when the employee leaves the organization within a short period. Businesses with high revenue tend to use these clauses more often.
4. Family support
A full relocation program might include assistance services for the spouse. The program helps families to find work, and give them enough time off to find schools and other services. They also help with finding elder care.