Your organization's investment in its mobile work force—from flight costs to technology to relocation fees—can far exceed the cost of an employee's benefits package. Still, many employers manage mobile workers in a fragmented and inconsistent way, which hurts efficiency and expenses.
Example: A field sales rep has to work with HR for policies and relocation, with finance for T&E reports, with IT for technology issues and with his supervisor for sales quotas, etc.
"When everybody owns it, nobody owns it," said Greg Harper, president of Runzheimer International, on mobility policies practices.
Harper suggested that employers consider creating a "chief mobility officer" position to integrate employee mobility issues. "Whether the position resides in HR or finance is really a company-by-company decision," said Harper.
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