Consider service first, not price

Article Abstract:

Companies seeking relocation services for their employees should first form a committee to determine both the company's and the employee's needs. The four general types of company needs from a relocation company are: service to the corporation and the employee, cost controls, the capital and staff of the relocation company, and its flexibility. Bidding should be limited to six companies. Tours of each should be scheduled and sensitive or difficult topics should not be avoided. After review and selection of the winning candidate, it is time to negotiate the contract's terms, conditions, and fees. Items to be included in the negotiations are: the definition of covered property and special property; indemnification for non-property-related losses; authority limits for sale price, repairs or improvements; property condition disclosure forms; and the billing cycle.

Employee relocation

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How to sabotage HRMS planning

Article Abstract:

Implementation of an HRMS strategic planning system is made difficult by rapid advances in technology, regulations and markets and require constant modifications in response to changing conditions. To avoid problems, it is suggested that goals be made reasonable and flexible with an acceptable scope. Coordination between the various corporate divisions and the proper designation of authority and responsibility are also necessary. Furthermore, it is necessary that short-term plans be made that support the long-term goals and that contingency measures be provided for. It is recognized that despite such measures, problems would crop up that would require deviations from the established plans. HRMS strategic planning requires input and active cooperation from the financial, marketing and product development groups of the establishment.

Methods, Human resource management, Strategic planning (Business), Human resource management systems, Human resource information systems

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