你需要知道的一切

Employee

迁居101

Employee relocation occurs when a company chooses to move a new or existing employee from one location to another. This can include across the US or across the world! The reasons for relocating an employee have benefits for both the employer and employee including taking on a new role, support business expansion, or enhancing operational efficiencies. The relocation process typically encompasses various logistical, financial, and personal aspects, including arranging housing, covering moving expenses, and providing support to help employees and their families adapt to their new environment.

Employee Relocation 101 provides valuable information and resources for both U.S. Domestic and International assignments:

Employee Relocation 101 provides valuable information and resources for both U.S. Domestic and International assignments
WHR Global relocation services support both US Domestic and International Employee Relocation

什么是员工迁居?

Employee relocation, also known as global mobility and corporate relocation services, is an important task that allows employers like you to remain competitive in your search for top talent. Understanding the fundamentals of employee relocation is crucial for organizations aiming to retain talent and ensure a smooth transition for their workforce. The relocation industry exists to help you manage and move your best and brightest talent to wherever they need to be in order to increase personal performance and company revenue.

Typical benefits offered to employees for relocation (may differ if move is the move is U.S. Domestic or International) and often include:

决策前咨询
WHR Global Mobility Services include providing Pre-Decision Counseling to potential transferees
Helps employees assess and plan for a potential relocation by providing information and guidance on the feasibility, impact, and logistics of moving to a new location

离境服务
WHR Global Mobility Services include assistance with Departure Services
These can include property vacating services such as
selling a home, renting,
termination of a lease
or purchasing a new home

家庭用品运输
WHR Global Mobility Services include coordinating and assisting with Household Goods Moves

Assistance for household goods moves can be via a rental truck (self-move), van line, or air freight (typically for international assignments)

目的地服务
WHR Global Mobility Services include coordinating and assisting with Household Goods Moves Destination Services
Services include
Area Orientation,
临时住房
and Settling-In Services

Employee Relocation 101 states that a relocation policy is a set of guidelines and procedures that a company establishes to manage and support the process of moving an employee

What is a Relocation Policy and why do I need one?

A relocation policy is a set of guidelines and procedures that a company establishes to manage and support the process of moving an employee from one location to another or on a temporary assignment overseas. It outlines what is covered and provided by the company, including financial support, services offered, and responsibilities of both the employer and employee during the relocation.

Essentially, a relocation policy is like a workflow that dictates what each employee will receive for benefits, typically based on what are commonly known as “tiers.”  Tiers determine the level of benefits each relocating employee will receive based on criteria important to you, such as employment level (manager/executive), homeowner status (owner/renter), or any other criteria you deem critical.

A well written relocation policy provides consistency in your program, clarity as to what the employee can expect, and helps manage and control relocation expenses.

Visit our Relocation Toolbox for a wealth of information to help get your relocation program on the right track!

Employee relocation services and policy tiers typically differ for those employees who are relocating domestically or internationally and are outlined in a policy.

What are typical Employee Relocation Services?

Employee relocation services, or benefits, are typically outlined in a relocation policy.

This takes the guesswork out of handling each individual relocation and allows consistency within your program. 

Services and policy tier typically differ for those employees who are relocating domestically or internationally.

美国国内迁居服务

For employees relocating within the U.S., services might include a combination of 7 categories (based on the policy tier):

1) Employee Counseling

    • Initial Consultation
    • Policy/Benefits Review
    • Needs Assessment

2) Household Goods

    • Movement of Household Goods
    • Storage (SIT/Long Term)
    • Automobile Transportation
    • 宠物运输
    • Claims Administration

3) Home Sale

    • Home Marketing Assistance
    • 买方价值选择(BVO)
    • Guaranteed Buy Out (GBO)
    • 直接报销

4) Home Finding

    • Rental Assistance
    • 购房
    • 抵押贷款援助

5) Destination Services

    • Preview Trip
    • 地区定位
    • 临时住房
    • School Search
    • Spouse/Partner Assistance
    • Settling In Assistance

6) Quality

    • In Process Surveys
    • Overall Satisfaction Surveys

7) Financial

    • 异常管理
    • Expense Management

Curious how industry specific relocation services compare?

国际迁居服务

For employees relocating internationally, services might include a combination of 7 categories (based on the policy tier):

1) Employee Counseling

    • Initial Consultation
    • Policy/Benefits Review
    • Needs Assessment
    • Immigration Assistance
    • Language Training
    • Cultural Training
    • On Assignment Support

2) Household Goods

    • Movement of Household Goods
    • Storage (SIT/Long Term)
    • Freight Forwarding/Customs Assistance
    • 宠物运输
    • Claims Administration

3) Home Sale

    • Home Marketing Assistance
    • Buyer Value Option
      (BVO – US Only)
    • Guaranteed Buy Out
      (GBO – US Only)
    • Property/Tenancy Management
    • Lease Cancellation Assistance

4) Home Finding

    • Rental Assistance
    • 购房
    • 抵押贷款援助
    • Closing/Title Assistance

5) Destination Services

    • Preview Trip
    • 地区定位
    • 临时住房
    • School Search
    • Spouse/Partner Assistance
    • Settling In Assistance
    • Furniture Rental
    • Home Leave
    • 离境服务

6) Quality

    • In Process Surveys
    • Overall Satisfaction Surveys

7) Financial

    • 异常管理
    • Expense Management
    • Lump Sum Assistance

Curious how industry specific relocation services compare?

迁居资源

学习图标

全球移动性基准研究

导游图标

房屋出售的好处指南

工具箱图标

迁居工具箱

发电机图标

搬迁招标书生成器

发电机图标

美国国内政策设计师

估算器图标

美国国内搬迁成本估算器

白皮书图标

美国国内迁居信样本

白皮书图标

国际迁居信样本

What to expect from your Relocation Management Company?

When partnering with a relocation service provider (RMC), companies should expect comprehensive support that includes expert guidance on polices, best practices, and compliance, while offering customized services designed to meet the individual needs of your relocating employees. A reliable RMC will facilitate a seamless relocation by managing everything from household goods transportation to home sale, destination, and settling-in services, ensuring your employees have a positive experience throughout the relocation process.

Having a partnership with a Relocation management team, like WHR Global, that is resourceful and knowledgeable is one of the most critical elements in a successful relocation program

Relocation Management Team
and Employer
 

Relocation Management Team<br />and Employer

外包搬迁项目时,您的RMC将为您指派一名客户经理。这个人是您的专职联系人,负责项目管理、服务绩效监测以及持续的政策咨询和基准制定。拥有这个足智多谋、知识渊博的联络人,是一个成功的搬迁计划中最关键的因素之一。

你的客户经理的职责可能包括。

    • 账户监测和质量保证
    • 对行业最佳实践、趋势、税收和法律的了解
    • 每月、每季度和每年的客户会议
    • 报告
    • 政策咨询
    • 政策标杆
    • Third-party oversight (e.g., employees’ real estate agent or household goods mover)

You can expect your account manager to provide regular updates on VIP employees/relocating executives, exception requests to your policy (e.g., an employee needing an extra month of storage), and help coordinate custom reports.

Their main goal is to be proactive and work in your best interest throughout your relationship with the RMC.

Ready to learn how WHR Global can partner with you?

Transferring employees are assigned a relocation counselor to help explain, manage, and deliver all services being received as part of the employer’s policy

Relocation Management Team
and Transferring Employee

Relocation Management Team<br />and Transferring Employee

Relocating employees are assigned a relocation counselor to help explain, manage, and deliver all services being received as part of the employer’s policy. This relocation counselor serves as the transferring employee’s main point of contact throughout the lifecycle of the relocation, and their main goal is to provide consistent policy guidance, program knowledge, and to ensure that all services and timelines are managed to the satisfaction of the employee plus contract requirements. Leveraging relocation technology, counselors are guided through all outstanding tasks and deliverables from home marketing assistance to home-finding to helping your significant other find employment in the new location.

The relocation experience itself begins after you authorize an employee for a relocation—usually through the RMC’s technology or by email. Within 24 hours, the assigned relocation counselor will reach out to the employee, introduce themselves as the main point of contact, and schedule a time for an in-depth initial phone call.

Initial Employee Communication

在这个电话中,辅导员对雇员和/或家庭进行需求评估,同时解释所有符合条件的服务。这为辅导员提供了机会,使雇员的期望与你的政策保持一致,例如:。

  • 房屋出售或租赁-中断援助
  • 家庭营销和家庭搜索
  • 无论是通过卡车租赁、全方位服务的货车公司,还是国际货运公司,家庭用品的搬运过程都是如此。
  • 目的地服务概述,包括仓储、临时住房和语言培训
  • 适用时的最终股权融资
  • 符合报销或免税条件的费用

在最初的电话之后,咨询师确保所有的信息在搬迁技术中得到储存和保护,以推动整个过程,直到最后一次服务结束。

Ongoing Employee Support

Throughout the relocation process, the Relocation Counselor coordinates each service as the employee’s advocate, setting appointments, confirming status updates, and ensuring they provide consistent and timely updates on each service along the way, such as:

  • 寻找临时住房
  • 预订房地产或租赁代理
  • 寻找评估师和房屋检查员
  • 预订和监督家庭用品/货运代理人员

At the completion of service, your employee will have the opportunity to rate their satisfaction with the process, relocation counselor, and any third-party service providers. This process helps the RMC with maintaining quality standards and ensuring your employee has a positive relocation experience.

There are a lot of terms and jargon associated with employee relocation. We have assembled a comprehensive glossary with over 165 employee relocation and assignment management terms!  See our Global Mobility Glossary.

What challenges are presented
in Employee Relocation?

Whether domestic or international, can relocation present several challenges for employees and employers.

Relocating employees can present several challenges for Employers
EMPLOYER CHALLENGES
Compliance – State/Federal Tax Regulations, Immigration/Country Registrations, Risk Management
Cost Management – Budget constraints, Exceptions, Return on Investment
Consistency – Service Quality, Employee Support, Employee Retention

Relocation can present challenges for the transferring employee and their family

EMPLOYEE CHALLENGES
Family Considerations – Spouse/Partner Employment opportunities, Children’s Education, Elder Care
Emotional/Social Adjustment – Homesickness, Adapting to a New Life
Logistical Hurdles – Selling and Buying a home, Moving Household Goods

Relocation Myths

The myths surrounding relocation are vast, however you are not required to be an expert or work for a Relocation Management Company, (RMC), to understand everything.

The relocation industry is constantly changing based on current trends and best practices in the global workplace, which is why companies typically contract with an RMC like WHR to manage relocations for them.

What kinds of costs are involved in managing an Employee Relocation?

Relocation costs should be transparent. There should never be a surprise when you review a relocation invoice, which is why we have created this list of common fees to help you better understand and negotiate a reasonable contract for relocation services.

While fees vary from company to company, they are, in general, similar across all Relocation Managment Companies (RMCs).  Costs charged by an RMC for overall program administration, including salaries, overhead, and profit.

Transparency in these costs is crucial to ensure that you understand what is being charged and why, helping you to avoid unexpected expenses and maintain a cost-effective relocation program.

Transparency in Employee Relocation management costs is crucial to ensuring that you understand what is being charged and why, helping you to avoid unexpected expenses and maintain a cost-effective relocation program
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服务费

Service fees are the actual fees for the actual services provided to the employee either directly by the RMC or a 3rd party provider. (i.e., Temporary Housing Provider or Destination Services Provider)

推荐费图标

转介费

你或RMC收到的收入,如采购房地产经纪人或专门从事企业搬迁的货运公司的任务。

固定费用图标

固定费用

一般在政府合同中发现,这种类型的费用反映了在转售财产中的预期运营成本,并包括在服务搬迁中发现的成本。

不合规费用图标

违约金

当房产不符合你的搬迁政策或RMC合同的规定时,可能收取的额外费用。

其他费用图标

其他费用

接管、取消、或延长市场时间的费用。 

WHR全球的定价方法

Regardless of whether an international relocation is permanent or simply a short-term assignment, all relocation-related expenses will likely raise tax issues in both departure and destination countries

Are International Relocation Policies tax compliant?

Regardless of whether an international relocation is permanent or simply a short-term assignment, all relocation-related expenses will likely raise tax issues in both departure and destination countries. This is why it is critical that the potential tax exposure from relocation reimbursements be monitored so that accurate tax returns can be filed in both the old and new country locations.

美国公民需要对其全球收入进行报税,无论其收入来自何处,而且除了在派驻国需要报税外,还需要报税。当雇员调离美国时,他们仍然必须申报美国联邦所得税。然而,美国确实提供了一个外国税收抵免,可以适用于雇员的申报,这意味着在美国的欠款可能是没有的,或者是一个可以忽略不计的数额,但他们仍然需要申报。

It is strongly suggested that the employer provides tax equalization for employees relocating internationally. This allows employees to pay taxes as they would in their original country, with you covering the difference.

Your RMC will work with you, your preferred tax provider, and employees to assist with maintaining a tax compliant relocation program.

 

常见问题解答及更多

我如何建立一个搬迁政策?

现在你对搬迁行业有了更多了解,你可以开始考虑如何构建这些搬迁政策。在制定成功的搬迁政策中,有两种最常见的方法,即分层法和点菜法。

分层的方法

一个固定的、分层的政策使公司能够轻松地选择哪个员工将获得哪个福利方案。我们的研究表明,任何搬迁政策中平均有四个层次。这使得每个福利方案之间有足够的差异,同时又不会给管理带来太多的复杂性。

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.

建立你的层级

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.

自选方式

与分层政策相比,另一种方法是采用点菜式,或菜单式政策。这对于那些喜欢在个人基础上对哪些福利进行严格选择的公司来说是非常理想的。

建筑自选的好处

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.

我为什么要把员工搬迁工作外包出去?

在数量较少的年代,人力资源专业人员可以在没有专家帮助的情况下轻松地管理一些关键员工的搬迁。这些搬迁可能是一笔丰厚的费用,并有机会获得首选的家庭用品承运人,但虽然这在过去是可行的,但搬迁的最佳做法和劳动力行业本身已经发生了重大变化。

为了寻找最合适的人才,公司必须有一个符合当今最佳做法的全球搬迁计划,同时也要掌握最新的税收和法律要求。

创建并成功运行一个在当今全球市场上具有竞争力的搬迁计划是一项艰巨的任务,需要比以往更多的时间和理解,这就是人力资源部门传统上将搬迁过程外包的原因。使用RMC可以通过提供这些基本好处来减轻满足对顶尖人才需求的负担。

  1. 获得知识渊博的搬迁专家的帮助
  2. 有更多的时间让你专注于你的其他工作职责
  3. 以优惠的价格连接到一个庞大的第三方网络,提供找房、临时住房和家庭用品搬运等服务。
  4. 有机会将您的迁居计划与其他客户进行比较,以确保最佳做法和对顶尖人才的竞争力
  5. 利用第三方的折扣和税收优惠,增加成本节约
  6. 获得搬迁专用的技术,使你的项目以最有效的方式运作

为了更好地了解将搬迁计划外包给像WHR Global这样的搬迁专家的优势,请查看我们的《搬迁计划外包的7大好处》。

我应该如何选择雇员搬迁供应商?

在你开始寻找员工搬迁公司之前,你和你的企业的其他决策者需要确定你在供应商中最需要的是什么。

把你最想要的和需要的东西列一个清单,并在整个选择过程中坚持这个清单。从考虑你自己的公司开始。成本是你们公司最重要的激励因素吗?是服务满意度吗?是两者兼而有之,还是其他完全不同的因素--如RMC的管理结构或多年的经验?

还要考虑到你公司的规模和每年预计的搬迁次数。区域管理中心的规模不一,有的跨越多个大洲的数千名员工,有的公司设在一个办公室内,以简化交付和沟通。你是想成为大池塘里的小鱼,还是需要成为小池塘里的大鱼?真正深入了解你的公司在供应商中最看重的是什么。

为了帮助你开始,这里有一些在选择RMC时需要注意的重要因素。

  1. 如果RMC只是作为贵公司的另一个供应商,或者是贵公司搬迁工作中的一个合作伙伴来运作
  2. 随着你的公司或你的员工的需求的发展,RMC能够保持灵活和响应变化的能力。
  3. 在客户服务方面努力超越,因为雇用一名新员工比重新安置一名优秀员工的成本更高。
  4. 有能力将客户服务工作与节约成本的举措结合起来,以证明你的员工的这种重要资源的支出是合理的。
  5. 供应链管理经验,因为RMC使用他们自己的实地供应商网络来完成公寓旅游、宠物运输和员工语言培训等任务。

要想在选择搬迁供应商方面获得更多帮助,请查看以下8项在搬迁供应商中需要注意的事项

雇员迁居的历史

二战后,随着美国各地业务量的激增和人员需求的增加,雇员搬迁行业也随之发展起来。20世纪60年代,随着公司的发展,需求不断升级,以协助 "受让人",有时,他们被期望在很短的时间内到达一个新的地点。

员工搬迁房地产咨询委员会(ERREAC)(现为全球ERC®)于1964年在芝加哥成立,以满足国家日益增长的员工搬迁需求,促进发展和提高生产力。20世纪80年代和90年代,随着公司的持续增长,每年都有成千上万的员工搬迁,搬迁量达到了高峰。

世纪之交后,由于技术和成本的提高,搬迁活动有所消退,但在许多行业,特别是美国政府,搬迁活动仍然是一个强大的福利。国际活动大幅增长,福利广泛,需要为愿意接受这些独特任务的人提供非凡的客户服务。

今天,45%的雇主说他们找不到他们所需要的技能。这就是为什么WHR Global支持其客户将求职范围扩大到本地区域以外,因为最适合这个角色的人并不总是在你的城市。

迁居技术

RMC Technology 

大多数RMC的工作是基于某种形式的搬迁专用技术。这可能是他们自己的开发人员创造的东西,或者有现成的产品可供购买,然后根据RMC的品牌进行定制。

雇员的迁居顾问通过技术手段工作,通常为每项授权服务触发行动项目。从营销援助到配偶/伴侣服务,每个项目都有系统接触点和触发器,以确保顾问的一致跟进。

请记住,你的RMC的技术不应该取代与员工的定期和一致的沟通。相反,它应该允许采取积极主动的服务方式,而不是对员工的需求、愿望或关切作出反应。任何搬迁技术的基本因素都是推动指定的服务,并提供结果,在发生之前避免任何错误步骤或失效的时间框架。

雇主技术

你和你的搬迁管理团队的任何其他成员都应该被赋予对定制客户技术的安全访问。这项技术将提供对以下功能的访问。

  • 搬迁授权工具
  • 发票历史
  • 搬迁成本估算工具
  • 实时报告
  • 所有搬迁的概述,并具有深入研究的能力
  • 员工满意度评价
  • 迄今为止的授权以及按保单类型的授权

Employee Technology
Employees are usually given access to their own relocation technology. Their access is customized to show only the services available to them. Employees can expect the following from their relocation technology access:

  • 所有分配的服务摘要
  • 事件和到期任务日历
  • 费用管理工具,以提交适用的旅行收据并跟踪报销情况
  • 对他们的搬迁很重要的数字表格和文书工作
  • 他们的辅导员的联系信息
  • 指定的第三方的联系信息,如他们的房地产经纪人或评估师
  • 移动友好的体验

WHR Global(WHR)成立于1994年,是一家私人的、家族式的国际搬迁管理公司。我们与从财富100强企业到美国政府的各种组织的人力资源、旅行部门和全球流动部门合作。自成立以来,WHR一直是一家独资和独立经营的企业,所有权没有变化。我们致力于通过为我们的客户和他们的员工提供白手套的专门服务来推进生命的进步

美国总部 - 威斯康星州佩沃基市

在瑞士和新加坡的国际办事处

+1 800-523-3318

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