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strategic HR

Why an RFI is More Important Than an RFP

As a seasoned sales professional in this industry, I have worked on my fair share of RFP exercises spanning both small and large opportunities across corporate America. It still amazes me that in this world of emojis, texts and Instagram, it takes a monolithic research assignment to choose a business supplier partner. As much as I respect a diligent research process for purchasing any product or service (for both consumers and B2B), I think the industry has taken its eye off the ball when it comes to focusing on the three main reasons to work with a specific partner – Team, Culture and Achievements. Unlike traditional RFIs that seem to ask a range of general questions, focus on these three key areas.

This Week’s Blog Roundup

I spend the first part of every morning browsing my favorite blogs and news sources. I read about relocation (of course), HR trends, real estate and tax law (plus a little home décor, cooking, and travel if I’m being totally honest). Most weeks, I work to create content for our readers based on information that I learn from multiple sources but this week is different. This week, I came across too many great posts about too many great topics to choose a direction. So I thought I’d compile a list for you.

Must Do’s for Communicating Your Relocation Policy

If you were to ask your transferees today what’s included in their relocation policy, do you think they would be able to answer the question? If the answer is yes, then good for you because you are doing something right! If the answer is no, then you are not alone. For a variety of reasons, many transferees don’t have a good grasp on their policy, let alone the relocation process. Most of the time it boils down to communication.

3 Issues HR Will Face Throughout 2017

 

Each new year brings new obstacles in the workplace. It’s inevitable as both the workplace, the people in it and the people who run it shift and change with time. Last year was no picnic for HR and upper level management and 2017 will not be without its issues either. Below are three hurdles HR can expect to run into throughout the coming year as well as solutions to power through.

HR Interview: Global Mobility

Frank Schuitema is the Director of Global Compensation for International Flavors & Fragrances Inc (IFF) in New York, New York. IFF is a leading global creator of flavors and fragrances used in a wide variety of consumer productsFrank Schuitema to millions of customers globally on a daily basis. Frank is responsible for the design, implementation, planning and administration of all non-executive compensation programs including job evaluation, benchmarking, market reviews, salary structure and variable pay and the administration of executive compensation programs. He also oversees the management of the global mobility program for IFF.

Three Simple Steps for Relocation Benchmarking

Many of our clients like to hear how their costs, policies and specific benefits compare against a client base of similar size and industry. We are often asked by our clients during our quarterly meetings whether their relocation costs are typical and whether the benefits they are providing in their relocation programs are competitive. Benchmarking is always a smart move. Whether benchmarking against best practices or other companies within your industry, it is important to know and understand how your relocation program stacks up.  Further, it demonstrates to senior management that you have done your due diligence and have made informed recommendations and decisions.

How to Combine Relocation Policies after a Merger

When two companies merge, human resources is immediately tasked with ensuring that there is one benefit plan for all employees. In many cases, employees will just inherit the benefit plans from the acquiring company.  When it comes to relocation, however, this can be tricky as transferees can be in process while the ink is still drying on the acquisition deal.

Cultural Awareness: The Do’s and Don’ts for Living in China

Have you ever experienced culture shock? It’s as disheartening as it is inevitable. When you don’t understand local customs or how to communicate, it is very easy to feel isolated and intimidated. When you add the uncertainly and stress of relocation to the mix, culture shock can easily be considered the most common reason why international assignment fail. Since culture influences everything that we do, from working with colleagues to making new friends, employers need to ensure that assignees understand local so that they can be successful in their new location.

HR Interview: The Future of Relocation

Last year, at a CMARC conference, I had the pleasure of meeting Maggie Huffman and Jason Beane, both of whom support relocation programs for Time Warner Cable. Maggie was a panelist speaking about global mobility and Jason was there to provide support and additional insights based on his experiences. Later, when I was asked to author this blog, I immediately thought of Maggie and Jason because they are both so engaging and they make it a point to stay on top of domestic and global relocation issues and trends.

What’s the Difference Between a Tier I and a Tier II Supplier Diversity Spend?

As many know, XONEX Relocation is proud to be certified by the Women’s Business Enterprise National Council as a Women’s Business Enterprise. I’m lucky enough to get to go to all the conferences. It’s a great group of people and we learn a lot from each other about supplier diversity and its impact on organizations. As such, I get asked a lot of questions about Tier I and Tier II supplier diversity spending in organizations. So much so that I recently wrote a whitepaper on supplier diversity trends. We received a lot of good feedback and it dawned on me that a blog post on Tier I and Tier II spending would be of interest to our blog readers. 

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RICK CALANNI
VP of Business Development Northeast Region

 

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