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Global Relocation Trends2011-GRTS-cover-art_web

2011 Global Relocation Trends Survey

The 2011 Global Relocation Trends Survey report is the 16th report issued by Brookfield GRS. This issue of the Global Relocation Trends Survey report is based on responses from 118 senior-level human resources professionals from a diverse group of industries and countries. Together they managed a total worldwide employee population of 5.6 million.

The report elicits details pertaining to international assignee demographics, key destinations, challenging destinations, international assignee program management structure, assignment expense management, return on investment, assignment types and policy structures, international assignee selection, localization considerations and practices, international assignee compensation management, repatriation policies, international assignee attrition rates, cross-cultural training, assignment evaluation, and the management of outsourced services.

The 2011 Global Relocation Trends Survey report highlights:

  • 43% of respondents believed the number of international assignees increased in 2010, the first increase since the 2006 report, but still lower than the historical average of 48%.
  • 61% expected the number to increase in 2011, higher than the historical average of 57%.
  • China, Brazil, and India were the primary emerging destinations.
  • While only 5% of respondents reported that the global mobility function reported to talent management, 59% of respondents reported that the mobility function had active links to talent management.
  • In response to economic conditions, 75% of companies reduced assignment expenses. 56% reported increased pressure to reduce costs compared to a year ago — a reduction from 84% in the 2010 report.
  • Critical relocation challenges included assignment costs (15%), finding suitable candidates (12%), career management (12%) and compliance (9%).
  • The top family challenges identified as very critical to companies were partner resistance (47%), family adjustment (32%), children's education (29%), and location difficulties (25%).
  • 22% of respondents had formal career-management processes for international assignees and 18% of respondents had a formal candidate pool for international assignments.
  • 95% of respondents held repatriation discussions, 74% of companies had written repatriation policies, yet only 14% of companies had a formal repatriation strategy linked to career management and retention.
  • 86% of respondents prepared cost estimates before an assignment and 67% tracked costs during an assignment; on the other hand only 25% of respondents compared estimated with actual costs, the lowest percentage in the history of this report.
  • Only 8% of respondents formally measured return on investment (ROI); 50% of respondents indicated that the principal reason for not measuring ROI is that they do not know how to achieve it.

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