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Lump Sum Global Mobility Policies

Lump Sum Global Mobility Policies
Sophie Watkins, September 9, 2019

Introduction

Lump sum policies have been around for a while in the global mobility world and are certainly not the most glamorous sounding option. On the face of it, it sounds like a simple process. The assignee is given a set amount of money by their employer, which is to be used to cover expenses involved in the relocation process.

The amount of money depends on a number of factors, including seniority level of the employee, household size of the relocating employee, and the destination/distance of the relocation. The employee is usually responsible for organising the relocation services required themselves. So far, so simple – but what are the benefits, and pitfalls of this type of policy?

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International Assignments: Opportunities for Women

International Assignments: Opportunities for Women
Katie Smith, July 31, 2019

Early/Mid-2000s

While expatriation is an exciting challenge, it can also bring with it a wealth of challenges – some of which can, unfortunately, be linked with assignee gender. Even as recently as the early/mid-2000s ERC reports dictated that most international assignments at that time were typically completed by older males, moving from Western to Eastern cultures. Comparatively these days, there are more opportunities to travel from East to West in-line with increasing demands for skilled labour in the West.  

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What is Reverse Culture Shock?

What is Reverse Culture Shock?
Sophie Watkins, April 26, 2019

Returning home

When going on an international assignment, culture-shock in a new country is a very common, even expected, part of the process. Many employers are aware of this and make provisions for their employees, such as ‘look-see’ trips prior to assignments, and cultural training to help combat feeling out of place in their new home. But what about when the assignment is over? Coming home may be thought of as an easy process, however in reality this is often not the case.

This phenomenon, known as reverse culture shock, is experienced by many assignees who find returning home just as difficult, if not more so, than leaving in the first place. After the initial high of returning to your family, friends and ‘old’ life, various negative emotions can rise to the surface.

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How to boost your Global Mobility knowledge and experience

How to boost your Global Mobility knowledge and experience
Amber Pittard, March 27, 2019

With laws and legislations forever changing across the globe, I wanted to take a look at how Global Mobility and HR professionals can boost their own personal Global Mobility knowledge and experience whilst also keeping their global mobility program competitive and relevant (whilst ensuring compliance and retaining talent). To find out how read on...

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Core-Flex Global Mobility Policies

Core-Flex Global Mobility Policies
Sophie Watkins, February 26, 2019

Core-flex policies

Recently, there has been a lot of discussion and interest around 'core-flex' policies as a popular choice amongst global mobility professionals. Recent statistics from Graebel Companies Inc.’s insideMOBILITY Global Mobility Summit survey, indicated that of the participants that did not already have core-flex policies in place, 27% were planning to implement them soon.

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Global Mobility Trends of 2019

Global Mobility Trends of 2019
Sofie Finemore, January 25, 2019

Top Trends

Global Mobility has become an essential factor in a company’s development and can prove invaluable for both the individual on assignment and the company itself. However, in such a fast-paced industry it is important for a company to adapt to the latest global mobility trends if they wish to thrive. Here are some of the top trend’s companies should be anticipating for 2019...

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