従業員移転の基礎知識

リロケーション業界について少し理解できたところで、リロケーション・ポリシーをどのように構成するかを考え始めるとよいでしょう。リロケーション・ポリシーを成功させるための最も一般的なアプローチは、階層型アプローチとアラカルト型アプローチの2つです。

段階的アプローチ

階層化された方針により、企業はどの従業員がどのような福利厚生を受けるかを容易に選択することができます。当社の調査によると、リロケーション・ポリシーの階層は平均4つである。これによって、各ベネフィット・パッケージに十分なバリエーションを持たせながら、管理を複雑にし過ぎないようにすることができます。

While a tiered policy gives the ability for a company to be selective regarding which benefits are offered and to whom, some benefits may be offered to all packages. For instance, a household goods move may be offered to all relocating employees, but only certain employees might receive a home sale benefit. You will need to consider which benefits make the most sense for your different levels of employees.

Companies also use policy tiers to keep an eye on relocation costs. Some companies offer home sale benefits to all relocating homeowners while others prefer to restrict that offering to higher-level employees, as home sale is one of the most expensive and complex (yet helpful) benefits you can offer.

ティアの構築

There are several different factors companies use when creating a tiered policy. In fact, most companies use multiple factors. The most common criteria for determining an employee’s relocation benefit is job level. This is largely tied into the rarity of the skill set required and impact the individual will make to the organization in the new role. The next most common factor is homeowner status, as the costs and timeline to move renters versus homeowners consistently differ.

アラカルト・アプローチ

階層型保険の代わりに、アラカルト（メニュー）型保険を利用する方法もある。これは、どのような特典を与えるかについて、個人単位で極端に選択することを好む企業にとって理想的な方法です。

ビルディングアラカルトの特典

The discretion used in deciding which benefits to offer are up to you for each relocation. This can be based on the need for the employee to relocate, the distance in which the employee is moving, or simply based on budget.

The employees themselves can also be in charge of deciding which benefits they receive. The company may offer an employee a specific lump sum amount or use a “points” system. The employee can then determine, based on the dollars or points being received, which benefits they would like provided by the employer versus what the employee would like to manage on their own.

Your company’s culture, talent development strategies, and much more need to be taken into consideration when you’re deciding how to develop your employee relocation policy. Offering too many benefits can prove costly to your organization, while not offering enough can negatively impact your success in recruiting and retaining your employees.