Until a few years ago relocations were a relatively simple business. Companies selected their most career-oriented employees, got them to pack a few belongings and move with their family to the other side of the globe. The relocations and international assignment business has come a long way since then. As globalization steadily continues, companies are now more cost conscious than ever and it has become imperative for companies to evolve. Most companies are now changing their relocation policies to adapt to the current economic, social and technological environment and also to ensure the employee receives much needed support during a move. Consequently, managing assignments has become more complex as more assignments of shorter durations have come into play. Also, according to recommendations from the recent Asia Pacific Global Workforce Summit, a macro-economic power shift away from the U.S. and toward Asian economic powers will cause policies, practices and processes to originate in the East.

How committed is the potential assignee? In today's complex world of relocations, no matter how simple a move may seem, the demands of working overseas cannot be underestimated. It requires a great deal of commitment from the employee, that is far greater than that of someone who agrees to relocate from New York to Los Angeles or vice versa. The company must determine as best as possible how committed the employee will be on an overseas assignment. Tools such as assignment selection, cross-cultural training, and pre-departure counseling can help resolve potential issues and bring other major issues to light. This assists in deciding if the employee is not the best candidate for an assignment and inevitably saves the company thousands of dollars by averting a failed relocation.

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First Published: Jan 26, 2008