Consulting

Link Mobilité performs a complete audit of your mobility policy. By measuring quantitative and qualitative indicators, we propose simple avenues for improvement to reduce your costs and optimise your HR processes.

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Challenges

Because Human Resources Departments make major investments and efforts to communicate about their internal mobility policies that have a direct impact on the company’s image,

 

Because behind mobility, there are men and women with high added value and high-performance HR processes (career interviews, training, high-potential career paths, etc.), and because mobility also entails risks that must be assessed and reduced,

 

Because Companies and Human Resources Departments need to optimise costs while ensuring good working conditions for their employees to carry out their missions and to meet their targets, 

 

Link Mobilité gives you access to a quantitative and qualitative assessment to ensure optimal financial and operational management of your mobility in France and abroad.

 

Goals

  • Providing you access to a complete assessment of direct and indirect costs, both visible and hidden, for precise and sometimes counterintuitive actions,

 

  • Enabling you to ensure optimal financial and operational management of your mobility nationally and internationally,

 

  • Freeing you of the logistical and administrative aspects of mobility so you can focus on quality Human Resources management (career management, development, return from expatriation, etc.).

 

Link Mobilité is there for you to provide you with advice and to act with a wide range of

customized services to meet your particular needs.

 

Indicators

La poHR policies rely on budgets, with major financial and human investments. They give rise to costs, including for mobility, that have to be assessed quantitatively and qualitatively.

HR marketing budget

 

  • HR communication budget (internet…)

 

  • Job forums and events

 

  • School relations

 

  • Policies for placements and job pools

 

  • Sourcing

  • Selection

 

  • Assessments and tests

 

  • Travel expenses

 

  • Career management

 

  • Training

 

  • High-potential career paths

 

  • Mobility bonuses

 

  • Expatriation bonuses

 

  • Integration processes

 

Ratios HR ratios to be considered

 

  • Number of annual recruits

 

  • Average time for recruitment

 

  • Average time for taking up the position

 

  • Number of recruitment follow-ups

 

  • Number of international transfers

 

  • Number of national transfers

 

  • Rate of job changes

 

  • Number of refusals for mobility

 

  • Turn over

 

  • ...

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