雇员迁居101

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.