In today’s healthy job market and increasingly global economy, implementing a scalable employee relocation program has never been more imperative. But employee relocation is dynamic, constantly changing due to new players, legislation and technology. In order to stay competitive and anticipate these changes, it’s important to stay up-to-date on the relocation and mobility landscape.
Check out this presentation to learn:
How consumer trends affect the way companies relocate employees
The impact of current and future legislation on global mobility
Shifting expectations from different generations in the workforce
How relocation will play a role in an increasingly remote workforce
What the most forward thinking companies are doing to use relocation to attract the best talent
And so much more!
New York TechnoloDonn Morrill and Matthew Evans, Manager of Public Advocacy for CompTIA, discuss the goings-on in Washington and what is being done to help small and mid-sized technology companies survive this difficult economic climate.
Wynne refuses to look at all aspects of housing including modernizing the greenbelt act - https://www.thestar.com/news/queenspark/2017/03/29/greenbelt-wont-be-loosened-to-ease-housing-prices-says-wynne.html
Rural Ontario has been hit hard with electrical policies of Wynne - http://nationalpost.com/news/canada/portrait-of-five-ontario-hydro-bills-how-a-rural-couple-pays-500-a-month-and-toronto-brothers-pay-100
Greenbelt – CPC - http://toronto.citynews.ca/2018/04/30/doug-ford-says-open-greenbelt-development/
Wynne did make changes to Municipal Planning Board - https://www.fraserinstitute.org/blogs/more-power-for-ontario-municipalities-means-more-responsibility-to-build-housing
New York TechnoloDonn Morrill and Matthew Evans, Manager of Public Advocacy for CompTIA, discuss the goings-on in Washington and what is being done to help small and mid-sized technology companies survive this difficult economic climate.
Wynne refuses to look at all aspects of housing including modernizing the greenbelt act - https://www.thestar.com/news/queenspark/2017/03/29/greenbelt-wont-be-loosened-to-ease-housing-prices-says-wynne.html
Rural Ontario has been hit hard with electrical policies of Wynne - http://nationalpost.com/news/canada/portrait-of-five-ontario-hydro-bills-how-a-rural-couple-pays-500-a-month-and-toronto-brothers-pay-100
Greenbelt – CPC - http://toronto.citynews.ca/2018/04/30/doug-ford-says-open-greenbelt-development/
Wynne did make changes to Municipal Planning Board - https://www.fraserinstitute.org/blogs/more-power-for-ontario-municipalities-means-more-responsibility-to-build-housing
WeOwn.in is a real estate company which helps users buy real estate - apartment, villa, plots or farm house, at genuinely low prices AND with no charge or fee.
Human Ventures is a business creation platform, comprised of a venture fund, studio and a corporate innovation agency.
We curate a powerful network of investors, advisors, and corporate partners to invest in ambitious founders who are innovating around the future of human needs.
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MDIA p3 00 WHY SOCIETY NEEDS BETTER METRICSPeter Burgess
Society needs better metrics because the complex modern global socio-enviro-economic system is not achieving sustainable results. The data are clear that the singular focus on profit for the corporation and wealth for owners is not giving a good result for most people nor the environment. Better metrics will be a start to solving this problem of systemic dysfunction. The system is complex. There is no perfect answer, but it is possible to achieve a better world by getting a large number of people to make better decisions. A starting point for that is better metrics. system is complex. There is no perfect answer, but it is possible to achieve a better world by getting a large number of people to make better decisions. A starting point for that is better metrics, and, as Peter Drucker famously said, you manage what you measure!
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HR tech will revolutionize the world of work for all HR professionals and how a new class of new collar employees (deep skills but without a four-year college degree) will create a whole new talent acquisition opportunity for HR leaders.
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In this session, Erik Asgeirsson, CEO of CPA.com, and Daniel Burrus will discuss:
The hard trends report gathered from firms at DCPA 2016
What this means for firms
How to capitalize on the opportunities created by these trends.
Get unstuck from analysis paralysis, and gain tools and inspiration to facilitate your firm’s growth with certainty!
This is the presentation used for a webinar we co-hosted with The CFO Leadership Council in April 2019. This presentation helps organizations see the value of adding Nearshore Outsourcing to their current operating model.
ScottMadden recently joined industry leaders at SSON’s 22nd Annual North American Shared Services & Outsourcing Week (SSOW) to provide strategies for establishing and continuing shared service success. This presentation shares key takeaways from the event, compliments of ScottMadden's Brad DeMent. For more information, please visit www.scottmadden.com.
Successful digital transformation has more to do with people than technology. Presented at Scot-Tech / Digit's Digital Future's conference, 23 Feb 2017
Webinar - Turning the Page: HR and Compensation Trends and Predictions for th...PayScale, Inc.
Join a panel of Payscale executives including Chief Financial Officer, James Redfern; Chief Customer Officer, David Hwang; Chief People Officer, Lexi Clarke; and Chief Product Evangelist, Ruth Thomas as they discuss the biggest challenges, priorities, and learnings that HR and Comp folks faced and could be facing in the new year.
WeOwn.in is a real estate company which helps users buy real estate - apartment, villa, plots or farm house, at genuinely low prices AND with no charge or fee.
Human Ventures is a business creation platform, comprised of a venture fund, studio and a corporate innovation agency.
We curate a powerful network of investors, advisors, and corporate partners to invest in ambitious founders who are innovating around the future of human needs.
TVA p3-01 WHY SOCIETY NEEDS BETTER METRICSPeter Burgess
Society needs better metrics because the complex modern global socio-enviro-economic system is not achieving sustainable results. The data are clear that the singular focus on profit for the corporation and wealth for owners is not giving a good result for most people nor the environment. Better metrics will be a start to solving this problem of systemic dysfunction. The system is complex. There is no perfect answer, but it is possible to achieve a better world by getting a large number of people to make better decisions. A starting point for that is better metrics, and, as Peter Drucker famously said, you manage what you measure!
MDIA p3 00 WHY SOCIETY NEEDS BETTER METRICSPeter Burgess
Society needs better metrics because the complex modern global socio-enviro-economic system is not achieving sustainable results. The data are clear that the singular focus on profit for the corporation and wealth for owners is not giving a good result for most people nor the environment. Better metrics will be a start to solving this problem of systemic dysfunction. The system is complex. There is no perfect answer, but it is possible to achieve a better world by getting a large number of people to make better decisions. A starting point for that is better metrics. system is complex. There is no perfect answer, but it is possible to achieve a better world by getting a large number of people to make better decisions. A starting point for that is better metrics, and, as Peter Drucker famously said, you manage what you measure!
AI & Machine Learning - How Will They Impact HR Now & In The FutureCMP
HR tech will revolutionize the world of work for all HR professionals and how a new class of new collar employees (deep skills but without a four-year college degree) will create a whole new talent acquisition opportunity for HR leaders.
Anticipating the future is hard. But in today’s fast paced world it’s more critical than ever. And there are techniques available that can help you mitigate innovation risk and be more effective at strategic planning. Daniel Burrus, one of the world’s leading futurists on trends and innovation and NY Times bestselling author, uses his success and expertise to teach others how to build their competency of anticipation.
In this session, Erik Asgeirsson, CEO of CPA.com, and Daniel Burrus will discuss:
The hard trends report gathered from firms at DCPA 2016
What this means for firms
How to capitalize on the opportunities created by these trends.
Get unstuck from analysis paralysis, and gain tools and inspiration to facilitate your firm’s growth with certainty!
This is the presentation used for a webinar we co-hosted with The CFO Leadership Council in April 2019. This presentation helps organizations see the value of adding Nearshore Outsourcing to their current operating model.
ScottMadden recently joined industry leaders at SSON’s 22nd Annual North American Shared Services & Outsourcing Week (SSOW) to provide strategies for establishing and continuing shared service success. This presentation shares key takeaways from the event, compliments of ScottMadden's Brad DeMent. For more information, please visit www.scottmadden.com.
Successful digital transformation has more to do with people than technology. Presented at Scot-Tech / Digit's Digital Future's conference, 23 Feb 2017
Webinar - Turning the Page: HR and Compensation Trends and Predictions for th...PayScale, Inc.
Join a panel of Payscale executives including Chief Financial Officer, James Redfern; Chief Customer Officer, David Hwang; Chief People Officer, Lexi Clarke; and Chief Product Evangelist, Ruth Thomas as they discuss the biggest challenges, priorities, and learnings that HR and Comp folks faced and could be facing in the new year.
How to Score Top Controller Jobs in the GTA and What They PayLannick
View our presentation from CPA Ontario's 2019 Conference for Controllers: How to Score Top Controller Jobs in the GTA and What They Pay.
Learning Outcomes:
- Finance transformation and the evolving role of the Controller
- Hiring trends and in-demand skill sets
- Resume review
- Raising your professional profile and your salary
- Leadership and team building
- Job search 101
Being digital: Embracing the future of workaccenture
While the effects of digital disruption on business and operating models are familiar territory, the impact on the workforce could be the Achilles’ heel of organizations seeking to be digital. There is a window of opportunity to take advantage of digital disruption. Our research shows executives and employees are well aligned on the benefits of being digital.
Business leaders need to act on their strategies, adjust their workforce skill sets, and prioritize the workforce changes that will fast-forward their digital journey. Find out why it is time to capitalize on the positivity of the workforce.
Digitalization” is used to describe the integration of computerized technology into virtually every aspect of life and
work. Technology is transforming our lives in ways ranging from how we shop to how we build social relationships.
This transformation is happening both at home and at work.
Finance, marketing, human resources, supply chain, procurement, manufacturing, customer service, and all other areas of business operations are being radically rethought
due to technological innovations such as cloud platforms, machine learning, mobile solutions, the Internet of Things,
and blockchain
Things change fast today: is your HR department keeping up? Operating across six states, Bon Secours transformed its HR department in 30 months, cutting budget and increasing effectives at the same time. Like all leading organizations, this health care system felt the pressures of operating with fewer resources, faster and leaner.
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Redefining Success Through Digital Procurement Services: WNS DenaliSheetalSharma899215
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Breaking Down Benefits: 5 Benefits Trends Driving Change In 2020Aggregage
HR is constantly evolving, and 2019 saw no shortage of changes. With new state regulations impacting everything from parental leave to classifying contract employees, all of these moving parts have made it even more critical for employers to provide benefits that meet the needs of the modern employee. Join Meisha Bochicchio, Content Marketing Manager at PlanSource, to learn the top five benefits trends driving change in 2020 and how to react to these changes.
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2. MICHAEL KRASMAN
CEO & Co-Founder
TODAY’S PRESENTERS
REBECCA STEPHENS
Director, Global Mobility
2
3. ABOUT URBANBOUND
CHICAGO BASED
TECH COMPANY
LEADING PROVIDER
OF EMPLOYEE
RELOCATION
TECHNOLOGY
WORKING WITH
TA/HR
PROFESSIONALS
SINCE 2011
GOAL TO
MODERNIZE THE
RELOCATION
INDUSTRY
3
4. TODAY’S
AGENDA
Consumer trends affecting
relocation & global mobility
The rise of telecommuting
and the impact on relocation
An update on 2018 US Tax
Reform
An open dialogue with
Rebecca, Director of Global
Mobility, Indeed
4
6. Approximately 250,000 jobs were created in the US in
October 2018 and the national unemployment rate
remained unchanged at 3.7%, according to the
Bureau of Labor Statistics.
6
9. 01
Rising expectations
for technology
● Millennials, or “digital natives,” will soon
make up 50% of the workforce
● Digital natives know the difference
between good user design and bad user
design
● The relocation industry is moving online
(finally)-—but beware of bad user design
● Millennials (and post-millenials) don’t just
want intuitive software—they expect it
● It’s not enough just to offer relocation as
a benefit, you must think about how it’s
administered
9
10. 02
On-demand everything
● Consumers can get almost anything they
want, on-demand (car rides, food,
groceries, movies, etc).
● As a result, we have seen a major shift in
the consumer mindset: impatience
● People don’t want to wait for anything
anymore—including their relocation
benefit
● Lump sums should should be disbursed
into an employee’s bank account before
they move
● Relocation services should be available
for employees to book at all hours of the
day.
10
11. 03
The desire to multi-task
● Consumers love to multi-task
● The increased popularity of audiobooks
and podcasts has contributed to this
idea that minds should not be idle
● Consumers own more devices than ever
before—which means they are more
distracted than they’ve ever been
● Employees should be able to plan their
relocation at their own pace, on their own
time, across multiple devices
11
12. 04
Human-like chatbots,
voice assistants &
software
● Consumers are less tolerant of “dumb”
software
● AI is smart enough to understand a user’s
intent—in some cases—before the user
knows his/her own intent
● Relocation technology, and HR
technology in general, should be able to
take an employee’s unique data and
circumstance and provide them with
information that fits their exact needs
12
14. 04
Human-like chatbots,
voice assistants &
software
● Consumers are less tolerant of “dumb”
software
● AI is smart enough to understand a user’s
intent—in some cases—before the user
knows his/her own intent
● Relocation technology, and HR
technology in general, should be able to
take an employee’s unique data and
circumstance and provide them with
information that fits their exact needs
14
15. Consumer trends influence the expectations
employees have with their employers. When you
offer relocation as a benefit, how you offer it, can
impact what potential employees think of your
company.
15
16. REMOTE
WORK
&
RELOCATION
It’s a war for talent,
and in order to be
competitive,
companies must be
flexible. But will
remote work
replace the need to
relocate?
16
17. Relocation vs. Hiring
Remotely
● 40% more US employers offer flexible work than
they did 5 years ago...but only 7% make it
available to all of their employees (Global
Workplace Analytics).
● Telecommuting doesn’t work for everyone
● 57% of companies don’t have a remote work
policy (Upwork).
● Major companies over the last 5 years have
requested that their remote workers return to
the office. (Yahoo, Reddit, IBM, Bank of America).
● Remote work comes at the expense of company
culture
● Consider a flexible culture vs. a remote culture
17
18. U.S. TAX
REFORM:
ONE YEAR
LATER
The Tax Cuts and
Jobs Act eliminated
the moving deduction
for 2018 and beyond.
Making household
good moves, storage
and final travel
taxable benefits.
18
19. As of November 28, 2018*
States that have passed legislation to make
moving expenses deductible or excludable*
19
20. As of November 28, 2018*
States that defaulted to keep moving expenses
deductible or excludable*
20
21. 2018 US Tax Reform Impact
● The cost of relocation has gone up: either for the
employer or the employee
● Grossing-up provides the best employee
experience
● Relocation software provides increased
efficiency
● Donate and discard programs can greatly
reduce the cost of a household goods move,
offsetting the cost of grossing up:
○ Weight = Cost
● Managed lump sum tools can help reduce cost,
without sacrificing support
21
24. Managed Lump Sum
Also known as a capped lump sum, is a credit that an employee can use for
relocation benefits, usually managed by an RMC.
24
25. Managed lump sum
● Money doesn’t go into the employees bank
account—they can use it to book preferred
suppliers or submit receipts for reimbursement
● Historically, managed lump sum was too big a
burden for HR and Accounting because invoices
weren’t in real-time
● Managed lump sum tools solve this problem
● Benefit to employer: easy to budget, no suprises
● Benefit to employee: not held to specific
use-it-or-lose-it benefits
25
26. Relocation Resources
Regional Relocation Council i.e. Austin Relocation Council, Midwest Relocation Council
Worldwide Employee Relocation Council (ERC): www.worldwideerc.org
27
27. What to consider when
building a relocation
policy
● Make sure internal stakeholders are engaged:
Tax/Finance, Payroll, Benefits
● Know your company culture: is relocation
considered transactional or strategic?
● Find a philosophy that aligns your company
culture and goals, and stay within that
framework
29
28. Questions to ask when
evaluating a mobility
partner
● Does their philosophy match your company’s
philosophy?
● What problem are you trying to solve, and how
can they help solve it?
● Are they looking at relocation with a
one-size-fits-all approach?
● What size company is their sweet spot and does
your program fit that sweet spot?
● Ask to speak to clients that have moved on
31