| Issue |
Diagnosis |
Recommendations |
Capital's Solution |
|
Ineffective reporting mechanism. |
The company's current reporting was segmented and incomplete. This led to significant difficulty in understanding 'all-in' costs or gaining access to critical information on an ad-hoc basis. |
Company needed reporting mechanisms that could provide both a breadth and depth of information. Company also needed standard reporting and the ability to customize for on-demand reporting. |
Our proprietary reporting program, Capital Views' will promote the flexibility to create virtually any type of report you may need. Our typical reporting frequency is monthly, though this can be adjusted if desired and ad-hoc report can be produced straight from the system - on to the clients desktop. |
|
Cost Control |
Company worked with multiple suppliers and their relocation policy had not been reviewed or benchmarked in some time. This led to an unacceptable number of exceptions, and made effective cost control impossible. |
Company needed a comprehensive cost control structure that addresses both small and big expenses and focuses on exception management and accountability. Compliance with IRS home sale guidelines and Sarbanes-Oxley was critical as well. |
Capital will sit down with you to determine the critical results your relocation program needs to drive. We will then review your current policy and all costs related to implementing that policy to determine how each cost impacts the result your company is aiming for. This typically results in lower total costs for the program and better results.
|
|
The development of an effective policy that ensures an effective implementation. |
Company lacked sophisticated reporting and feedback systems that are critical to ensure that a policy is implemented effectively.
|
Company needed a vendor that could partner with them to take over the management of their relocation program. They required a team that could develop and implement a program that would work effectively.
|
Capital Relocation Services is unique in the relocation market in that our focus is first on understanding the results a client needs, then developing a program to attain those results.
This result is directed specifically in the first two stages of The Low-Stress Relocation Process.™ |
|
Turnkey process that enables transferees to get on the job and be fully productive immediately, especially in remote locations.
|
Company had a variety of locations and job needs that required relocation. This resulted in a wide variety of people impacting and being impacted by the relocation program. |
The company needed to ensure that their relocation program takes into account and addresses the issues that reduce the effectiveness of a transferred employee and increase the time to full productivity.
|
We understand that while certain corporate results must be met, at the end of the day we are dealing, not with a logistics issue, but with a people issue. The third and fourth steps of The Low-Stress Relocation Process™addresses this issue directly.. |
|
"High touch" service for transferees
|
Currently the company manages its relocation program in-house, ensuring that the proper service levels are maintained.
|
One risk associated with outsourcing a program that 'touches' employees as frequently as relocation does, is the risk that service levels are not maintained or that the program does not align with a company's values or culture
|
We are firm believers in:
High Tech, High Touch, and
The Four Seasons Philosophy:
Systemize the predictable so you can humanize the unpredictable.
The Low-Stress Relocation Process™ was designed specifically so that companies can achieve the results they need, win the talent war and provide a superior service experience. |
Diagnostic