Tag Archives: global mobility

Shelly Bishop Appointed to the Worldwide ERC Ambassador Committee!

We are pleased to announce that Shelly Bishop, Director of Global Business Development for Relocation  America International, has been selected by the Worldwide Employee Relocation Council to be part of the Ambassador Committee for the Americas Mobility Conference being held May 17-19 in Atlanta, Georgia, USA.

The purpose and scope of the Ambassador Committee is to positively represent Worldwide ERC® – its vision, mission and initiatives – at industry events and to others who could benefit from our industry information. The Committee provides support to the value proposition of membership with Worldwide ERC® and encourages participation from existing and future members.

In addition, Shelly is also a featured speaker at the conference.  We look forward to networking with industry colleagues and gaining new insights into employee global mobility.  For a complete list of speakers please click on the link below:


See everyone next month!

About Relocation America International

Relocation America International is a full service relocation management company headquartered in Southfield, Michigan dedicated to providing innovative relocation services, value added support, and superior service to clients relocating families domestically and internationally.

Visit http://www.rainternational.com for more information about our services or contact us at mobility@rainternational.com.

Talent Mobility in China Survey: Volume Remains Stable, Focus on Local Talent Development Rising


Worldwide ERC®, the workforce mobility association, has released the findings of its 2016 Talent Mobility in China survey. Worldwide ERC® analyzed assignment volume and location activity, trends impacting mobility policy and key challenges in the region.

Highlights of the results include:

Mobility Volume Remains Stable, Trend Expected to Continue

  • A majority of companies report moves into China, localization of expatriate employees, and moves of Chinese nationals outside of the country all generally remained stable or increased in 2015 and that these trends are expected to continue in 2016.
  • Shanghai (87 percent) and Beijing (57 percent) remain the top two destinations for expats. While Guangzhou and Fuzhou tied for third place in a 2013 survey, this year’s results show Guangzhou and Shenzhen tying for third place, at 20 percent each.

Cost-control Goals Result in Focus on Assignment Types, Developing Local Talent

  • A clear majority of respondents cite high levels of pressure from management to reduce assignment costs.
  • Developing local talent continues to be a key component of companies’ cost-control strategies.  When asked to rank various cost-lowering measures “reducing the number of traditional long-term assignments” and “increasing the focus on training local talent” were the top two, used to a “high degree” by 55 percent and 49 percent of respondents, respectively.

Top Mobility Challenges: Environmental Concerns and Family Resistance

  • Environmental concerns are the most frequently cited significant challenge to moving expatriates into China (indicated by 56 percent for long-term assignments, 52 percent for permanent moves and 44 percent for short-term assignments), while “family resistance to moving” ranks as the most frequently cited significant challenge to moving Chinese nationals within China (cited by 48 percent for long-term assignments and 54 percent for permanent moves).

“Companies need agile, skilled workforces to respond to rapidly changing opportunities and fulfill their strategic goals.  As the Chinese economy transitions from one driven by export growth to one of internal innovation, the required skill sets are changing.  Businesses are meeting new demands with a balance of flexible assignee programs and a greater focus on developing local talent,” says Peggy Smith, SCRP, SGMS-T, President and CEO of Worldwide ERC®.  “Our survey findings support that this combined approach is helping organizations fill critical talent needs and skills gaps.”

Conducted in January 2016, this survey includes data from 163 companies representing 24 industries. Complete survey results are available on a complimentary basis to corporate human resource and government agency members of Worldwide ERC®.  Please visit www.Worldwideerc.org/Research for more information.

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Global Mobility and Immigration Updates from the ASE 2015 Global HR Conference

UntitledDave Foess, VP of Global Business Development for Relocation America International, was in attendance for this year’s American Society of Employers Global HR Conference held at the University of Michigan campus in Dearborn, Michigan on August 18th.

The event titled “Putting the Expatriate Mobility Package Together” was sponsored by Deloitte and centered on global compensation and mobility from the HR side of the equation. A number of pertinent topics were examined in great depth including global immigration trends, international employment law, and expatriate mobility packages.

Current Global Immigration and Mobility Trends

Most companies today are focused on the rapid deployment of talent, attracting top talent, compliance, and minimization of negative publicity. Other current global immigration trends identified during the conference include:

  • Short term assignments comprise most employment-based immigration compliance violations
  • Financial exposure to companies is increasing due to the large volume of employees on assignments. The continued increase in offshoring and cross border joint ventures is cited as a main reason why expatriate assignments are increasing.
  • With increased focus on security, there continues to be an impact on immigration processing the “on arrival” experience for international travelers.
  • Global companies continue to promote short-term assignments to avoid overhead and tax costs associated with long-term assignments.

Unstable political environments, including tensions and current events, continue to impact visa processing and mobility of global talent.  Where high unemployment continues to be a concern, compliance and worksite enforcement efforts remain focused on protecting local workforces.

Other factors continuing to impact global mobility include

  • Family issues
  • Dual-career issues
  • Career progression
  • Working remotely
  • Personal safety
  • Increased technology
  • Cost containment directives
  • Diversity issues

Overall the conference offered a great opportunity to network with top HR professionals and gain knowledge about those issues which are impacting both global immigration and global mobility. For more information regarding current global immigration trends  examined and discussed at the American Society of Employers Global HR Conference, click on the following link:

Global Immigration Trends