RES Forum Survey - Programme Management and Compliance - Annual Report 2018

Dear RES Forum Members,

We are already working on producing the RES Forum Annual Report for 2018!

The report will be authored by Professor Michael Dickmann, Professor of International HRM at Cranfield University, School of Management, and we would like to ask for your help to complete our research survey.

The survey will take approximately 10 - 15 minutes to complete and everyone who completes any FOUR of the research surveys for the 2018 report that will be shared between now and November will be entered into a prize draw to win a 200GBP (approx 225EUR/ 265USD) Amazon shopping voucher.

The RES Forum Annual report is truly unique in the HR mobility space in that it reflects the hot topics and issues for global mobility professionals as identified by global mobility professionals. By participating in this survey and therefore our Annual Report research, you are helping to shape global mobility thinking, policies and practices. The data is also used for research purposes and wider dissemination. 

In addition, we are starting to analyse longitudinal trends, so your participation is especially important.

If you have never seen our annual reports before, do take a look at last year's report at the following link (you will need to log in to view the full report)-
http://theresforum.com/annual-report/


Thank you in advance for your participation!

Michael, Andy, David, Jose & Heather

[Professor Michael Dickmann (Report author) & Andy, David, Jose & Heather (The RES Forum Team)]

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SURVEY DEFINITIONS-
For the purposes of this survey, the following applies-

* IN-HOUSE/ INSOURCED MOBILITY PROGRAMME is one where the management of the assignment programme is carried out in-house, though you may outsource some or all of the services such as household goods shipment, destination services and house-hunting, assignee tax support and immigration to a relocation vendor. The vendors are instructed and managed by the in-house mobility team, and your in-house team manages direct contact with employees etc


* OUTSOURCED MOBILITY PROGRAMME is one where you may write your own policy and design your programme, but the management of the programme is fully outsourced to an external service provider (e.g. a professional services firm such as EY, Deloitte) or a Relocation Management company (e.g. Cartus, Brookfield) who manages all contact with the assignee, and probably calculates assignment compensation, instructs any additional vendors for things such as shipment of household goods, assignee tax support and destination services etc

PROGRAMME MANAGEMENT AND MOBILITY TECHNOLOGY

* 1. Is your organisation's mobility programme; (PLEASE REFER TO DEFINITIONS SECTION ABOVE BEFORE ANSWERING THIS QUESTION)

* 2. If your programme is managed in-house (insourced), how is your assignment management team structured?

* 3. If your programme is managed in-house (insourced), are you considering moving to an outsourced model in the future?

Now to go question 6.

* 4. If your programme is predominantly outsourced, do you operate a “one vendor model” whereby you outsource the provision of the management of your whole mobility programme, including third party vendors, to an external service provider (e.g. a professional services firm such as EY, Deloitte) or a Relocation Management company (e.g. Cartus, Brookfield), or do you operate a “multi-vendor model” whereby you select and manage the vendor relationships in house?

* 5. If your programme is predominantly outsourced, and if you outsource based on the multi-vendor model, why? Please tick all that apply.

* 6. Regardless of whether your programme is predominantly insourced or outsourced, which of the following services do you outsource (tick all that apply)

* 7. How important are the following factors in your decision to use outsourcing providers?

  1- Not at all important 2 3 4 5 6 7- Very important
Cost savings
Filling a skills/knowledge gap in the organization
Increase of GM management service quality
Increase in service reliability
Access to new technology/services
Reduction of capital spending
Reduction of training needs
Increase in GM response agility
To achieve compliance

* 8. In your own words, what works well with the areas that you manage in-house, and what works well with the areas that you outsource within your own programme?

* 9. During your outsourcing relationship, how important are the following characteristics?

The outsourcing provider's team.....

  1- Not at all important 2 3 4 5 6 7- Very important
Has excellent knowledge / skills
Is accountable
Uses the latest technology
Charges a low price
Passes relevant knowledge and learning on to my organization
Cooperates well with my organization’s staff
Is flexible and reacts to non-standard requirements well

* 10. REGARDLESS OF WHETHER YOUR PROGRAMME IS INSOURCED (BUT YOU WORK WITH EXTERNAL VENDORS FOR SOME SERVICES) OR IS FULLY OUTSOURCED, would you recommend any outsourcing providers that you work with now, or have worked with in the past?
If so, please NAME THEM in the box below next to the outsourcing service that they provided, AND STATE THE REASON FOR RECOMMENDING THEM (i.e. quality of service, speed of service, reliability, cost etc)

* 11. How satisfied are you with the outcomes of your GM outsourcing?
Generally, my organization is......

* 12. In your own words, what doesn't work well with the areas that you manage in-house, and what doesn't work well with the areas that you outsource within your own programme?

* 13. If you feel you have reason to be dissatisfied,…
What impact did the following factors have on your dissatisfaction with the outsourcing service provider?

  1- No impact 2 3 4 5 6 7- Extremely high impact
Lack of vendor knowledge of my business
Lack of vendor knowledge of global mobility
Lack of vendor innovation
Attrition of key resources
Lack of business case attainment
Poor vendor resources
Lack of timely project/service request execution
Poor vendor performance
Lack of service level attainment
Vendor underestimated scope/effort
Poor communication between my organization and Vendor
Poor cultural fit between my organization and Vendor
Other (please specify)

* 14. Does your organisation have a Global Mobility Centre of Excellence (COE)?

* 15. If you have a mobility Centre of Expertise (COE) in your organisation, what mobility functions does your COE manage for your organisation? (Select all that apply)

* 16. How are your mobility managers positioned within your organisation?

* 17. How does your organisation track assignee movements?

* 18. Does your assignee tracking system interact with other HR systems such as payroll and HRIS systems?

* 19. Using the assignee tracking tools available to you within your organisation, do you have a clear picture at all times of the exact assignee population, including locations of all assignees?

* 20. Do you use your assignee tracking tools to track assignees for tax and immigration compliance?

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ASSIGNMENT COMPLIANCE

* 21. What methods do you use to track regular business visitor activity (pls tick all that apply)?

* 22. How would you describe your approach to the following elements of compliance?

  Mainly outsourced to a specialist provider Mainly managed by in-house resources Mix of both Other (please specify)
Immigration compliance work (eg. visa applications and renewals, assessment of actions required for individual situations)?
Personal tax compliance work (e.g. tax return preparation, tax equalisation calculations, assessment of share option taxability?
Corporate tax compliance work (eg. assessment of PE risks and transfer pricing structures)?
Social security compliance work (e.g. certificate of coverage applications, assessment of actions required for individual situations)?
Expat payroll compliance work

* 23. What do you perceive as your key challenges in ensuring assignment compliance within your organisation ?

* 24. What do you think the impact of Brexit will be on GM work within your organisation. Please comment also with respect to compliance and out-sourcing decisions.

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ORGANISATION INFORMATION

By providing the following data, you will enable us to carry out a more in depth analysis of the data with regard to industry, size of organisations, and regions.This will be helpful to establish better benchmarking information.

* 25. What is the TOTAL GLOBAL ASSIGNEE POPULATION of your organisation?

* 26. For each of the following assignment types, what is the TOTAL global assignee population of your organisation?

  1 - 25 26 - 50 51 - 100 101 - 250 251 - 500 501 - 1000 1000 + Unsure
Short Term International Assignment (3 - 12 months)
Long Term International Assignment (12 months or more)
Local Plus assignment - all assignment durations

* 27. For each of the following assignment types, what is the TOTAL global assignee population of your organisation? (employees on the following assignment types may also be included in your long term assignment population and have been accounted for in the previous question of this survey)?

  1 - 25 26 - 50 51 - 100 101 - 250 251 - 500 501 - 1000 1000 + Unsure
Business Driven/ Strategic Assignment
Business travellers
Career Expats/Global Nomads
Commuters
Graduates
Personal Development Assignment
Other assignment type (please specify)

* 29. What is your organisation's global TOTAL EMPLOYEE POPULATION?

* 30. How many countries does your organisation operate in globally?

* 31. How many countries does your organisation send international assignees to? 

* 32. How would you describe your organisation in relation to its international mobility approach?

* 33. Where does your global mobility function report into within HR?

* 34. Please answer the follow questions.
Please note that if you provide your personal details, we may contact you about this survey or about other RES Forum news and information/ surveys. We will never share your data with other organisations or suppliers without your permission.

* 35. If you’re not a member of the RES Forum, would you be interested in finding out more about how to join to obtain a copy of the survey results?

Thank you for responding to our survey!


Michael, Andy, David, Jose & Heather

[Professor Michael Dickmann (Report author) & Andy, David, Jose & Heather (The RES Forum Team)]

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