In these challenging times, companies are being faced with exceptional circumstances. One of these exceptional circumstances is when the assignee is packed to go on assignment but the assignment is cancelled last minute. Companies will typically pay for the costs directly linked to the relocation, such as shipment and medical expenses, but what about incidental costs?
This past Wednesday, AIRINC hosted a webinar with Kerwin Guillermo, Global Head of Employee Mobility at Hewlett Packard Enterprises, and Inez Nomidis, Director of Advisory Services in America for AIRINC, in a show and tell of the innovative approaches to mobility at HPE. The discussion focused on differentiated investments, “Pay for Performance”, and Making Good Mobility Decisions.
Remote work is a hot topic. In my last post, I wrote about how industry, risk aversion, and culture impact a company’s approach and receptiveness to employee remote work requests. Here, I’d like to share some insights into how companies make the call on whether or not to approve requests.
After eight weeks without any domestically transmitted coronavirus cases, Beijing now faces more than 180 new COVID-19 cases over the last five days. Authorities believe this recent outbreak originated at the Xinfadi wholesale farmer’s market in Fengtai District.
I recently interviewed several Mobility leaders to learn how their companies approach employee requests to work remotely. Each of the companies had remote work policies in place prior to the Covid-19 pandemic.
Price elasticity can be defined as a measurement of the change in demand when the price of a good changes. While this number can range from 0 to infinity, it is most commonly thought of as 0 to -1 and referred to in absolute value (positive values only) terms.
AIRINC APAC recently hosted an online panel discussion to understand how organizations are coping and realigning their global mobility programs in the wake of changes caused by COVID-19.
Hewlett Packard Enterprise (HPE) set out with a goal — to help the business differentiate investments in mobile talent.
Eleven weeks after COVID-19 was officially declared a pandemic, companies and employees have begun to settle into new ways of life around the world, though there are many questions which still remain unanswered about the future.
With fewer people moving during the pandemic, some Mobility functions are taking a strategic look at their programs and resources. Clear communications that are designed from the employee’s perspective improve employee experience and strengthen Mobility’s brand and reputation.