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Companies are increasingly turning to technology to enhance or improve their mobility programmes. Whether HR and global mobility teams need to drive efficiencies or improve the overall experience for their assignees, improved technology is widely regarded as the solution to increase performance and create more time for value-added services.

So what technologies are available and how can international HR teams take advantage of them? 

Technology can improve efficiency  

HR and global mobility roles can, in general, be ‘admin-heavy.’ Departments, therefore, face an increased pressure to achieve greater efficiencies and to streamline processes, so they can spend more time on value-add services. New and emerging software can tackle this problem and help teams to:

  • Automate processes - such as data entry, reporting and communications (especially high-volume notifications)
  • Centralise data – for example, tax records and global compensation data. This enables teams to share data, access one system and see the same things, which helps to save time and eliminate data discrepancies.
  • Make analytics and reporting more concise – teams can focus on relevant information and access data in a click. Reports can be detailed or simplified based on needs.
  • Achieve more intelligent reporting & KPIs – allows teams to review the effectiveness of their programme and identify areas to improve     
  • Enhance budgeting, cost controls and cost projections – ensures budgets are understood and controlled                          

All of these can be achieved, either by teams proactively sourcing their own solutions and products or by utilising the experience and expertise of third parties, such as their Relocation Management Company (RMC), to help source, manage or directly deliver a solution. Companies can also engage vendors to work together to create a bespoke solution, assuming they can collaborate successfully.

Technology can ensure better monitoring and reporting

Technology solutions can also improve the effectiveness of monitoring and reporting on international assignments – which can prove challenging for HR teams. Some digital tools improving the quality of data are:

  • AI/tech-based integration - 'machine learning'
  • Predictive data using analytics and reporting 
  • Bespoke tailoring
  • User-defined dashboards 
  • Total programme visibility, monitoring and reporting, from pre-authorisation to repatriation 

The above examples can support client level strategic planning and decision making, to help teams become smarter at what they do and make more informed decisions. Businesses can use the data-analytics to measure/mitigate risks effectively, streamline processes, identify areas for improvement and support driving costs down. Tools can be standard or bespoke and tailored precisely to reporting needs. 

Technology improves assignee experience

Research has shown that relocating assignees value their independence – being able to do their own research and make their own decisions, but call on expert help when they want it, at a time that suits them. Wanting to give assignees independence, yet maintain their control of the policy, costs and benefits, means that companies are seeking technology options that allow for a ‘self-serve’ model, for example:

  • A platform (Desktop/Mobile App) where assignees can log in and clearly see their configured relocation package
  • Assignees can access all the services in one place and book services themselves
  • Options to support different packages and payment options – e.g. lump sum, managed lump sum or flexible benefits programs
  • Giving assignees 24/7 access to support

These platforms can further enhance the assignee’s experience by providing:

  • A timeline of where they are in the process and notifications on what to do next
  • Relocation guides to help prepare them for various parts of the move
  • City guides to help educate them about their new destination
  • All wording in layman’s terms
  • Concise information on what they need to know (unpacking the company’s 40-page policy)
  • Checklists

As the world becomes more technologically savvy, assignee’s expectations, in terms of what their company offers, are rising. Assignees want streamlined and intuitive processes and quick, anytime access to information and support. Technology must meet these expectations and standards and evolve to remain current.

Teams are also wanting flexibility, for example being able to configure packages. This allows personalisation, such as setting the relocation budget, assignee’s access to that budget (e.g. lump sum or ‘core flex’ options) and what services they can choose from. Having this flexibility allows a certain level of control, whilst giving the employee complete oversight and choice.

The importance of human care

A platform which shows the assignee information, services and to do’s pertinent to their relocation package offers a personalised user experience. The option of “self-service when they want it and human support when they need it” achieves the right balance of technology to human care.

Overall, although there are many great ways teams can harness technology to achieve efficiencies and deliver a finessed relocation program for their assignees, there remains a core requirement for human support. Relocating around the world is still a very personal experience and so the knowledge and care of professionals who understand how this undertaking can affect an employee is critical.

The future of global mobility technology

As time goes on, technology will continue to advance, providing more solutions for teams who are increasingly under pressure to achieve cost and process efficiencies. Such as:

  • Automation tools to cut down time-consuming tasks make business sense and drive centralised data as teams seek to collaborate across borders.
  • Compliance solutions that will help companies ensure 100% compliance always and have this data readily available for audits.
  • Reporting tools are also expected to improve by taking advantage of advancements in AI and machine learning. This will help teams deliver accurate, real-time reporting and deliver on critical decisions at strategy level.

Technology is expected to grow exponentially into the future and will ever-improve and revolutionise global mobility programmes for international HR teams – taking away administration duties, compliance issues and in the process creating more time for teams to make the assignee experience as human and personable as possible.

NES and Global Mobility Support

Understanding the assignment management technology out there can be challenging – if you’re looking for a new solution and want to ensure a successful implementation our dedicated Global Mobility experts can support you.

We offer consultancy, policy reviews and benchmarking, compliance audits, vendor management and more to alleviate the mobility burden. To find out more, get in touch with our experts today.

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