There is a question that many of us have and are asking ourselves right now - How can I make a difference?
With hundreds of thousands of people sitting behind closed doors across the globe, we have all been inspired to witness many kind, generous acts, innovative new ways of connecting with each other, and individuals stepping up in a time of need across our communities and our countries.
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?
Sending staff on assignment can be very expensive, therefore companies want to ensure they are providing the best chance of assignment success. Unfortunately, international assignments regularly fail due to several common factors including a lack of support, health concerns and culture shock. Focusing on health concerns, companies are establishing ways to combat this problem…One solution could be a pre-assignment health check.
Spousal support can play a vital role in the acceptance and refusal of an international assignment. Family concerns make up 38% and partner’s career makes up 40% of the top reasons for refusal.
Managing risk for relocating employees, whether for illness or injury, is a vital part of global mobility. Sometimes difficult destinations that reside in Asia or Africa can pose particular challenges in terms of infectious diseases, generic health and safety and even pollution.
