Elevating mobility by dancing to the beat of data and analytics

VARC & CMARC have combined forces and created a conference with the theme of “Rhythm in Relo”! Known as “Relopalooza 2024”, this conference is just around the corner. I'll be there to moderate a stellar panel of corporate mobility experts in a session entitled “Data Beats: Remixing Business Strategy with Analytics”. This session will showcase the power of data-driven insights by sharing some real-world case studies and best practices that are being used to streamline processes, mitigate risks, and enhance decision-making across all facets of global relocation programs. 

The true stars of that panel session will be:

In advance of that, let's consider some baseline information that we see many of our clients drawing from when fine-tuning their mobility programs. You know that effectively managing a relocation program requires relevant and accurate data. Specific data needs may vary depending on the organization and program, but here are some key types of data that frequently support program decisions:

1. Cost and Budget Data: Tracking relocation costs and budgetary information is crucial for managing expenses and making informed decisions. This includes data on relocation packages, housing allowances, transportation costs, tax implications, and any other financial aspects related to relocation.
2. Talent and Performance Metrics: Understanding the impact of relocation on talent acquisition and performance is essential. This data may include metrics such as employee retention rates, employee satisfaction and engagement surveys, performance evaluations, and feedback on the effectiveness of relocation support services.
3. Compliance and Legal Requirements: Ensuring compliance with local laws and regulations is critical for global moves. Data related to immigration, work permits, visa applications, and legal compliance measures can help identify compliance gaps and potential risks.
4. Destination and Housing Data: Collecting information about destination cost of living, housing availability, quality of schools, healthcare facilities, and local amenities can assist in making informed decisions about support options and relocation services.
5. Employee Feedback and Satisfaction: Gathering feedback from relocated employees about their relocation experience provides valuable insights. This data can help identify areas for improvement, assess the effectiveness of support services, and measure employee satisfaction and engagement throughout the relocation process.
6. Performance and Business Impact: Measuring the impact of global talent relocation on business outcomes is essential. This may involve tracking metrics such as employee productivity, performance against key performance indicators (KPIs), and overall business performance before and after relocation.

A perfect dashboard for managing a global talent relocation program would include a comprehensive overview of these key data points in a visually appealing and easy-to-understand format. It would allow HR and mobility professionals to track and analyze relevant metrics and help them make data-driven decisions. For example, the dashboard could include visualizations of relocation costs by region, employee satisfaction scores, immigration compliance status, housing availability rates, and maybe even performance metrics. The dashboard should also enable the ability to drill down into specific data points for further analysis and provide real-time updates to ensure up-to-date decision-making.

By leveraging such a dashboard, program managers can identify trends, spot areas for improvement, optimize processes, allocate resources effectively, and make informed decisions that enhance the success of the global talent relocation program.  In this way, we can elevate mobility by dancing to the beat of data and analytics!