We recognize our activities impact on the environment. Consequently we embrace the principles of sustainable development and we are committed to a process of continual environmental improvement and pollution prevention.
We shall identify opportunities to reduce the resources we consume including energy, water and other natural resources, thereby also minimizing the amount of waste we produce. Where practicable, we shall reuse materials, recycle waste and procure recycled products.
We shall endeavor to comply with all relevant environmental legislation and regulations. Moreover we shall treat these as the minimum standard and seek to exceed them wherever possible.
We shall document and communicate our policy to employees, suppliers, business partners and the public and provide guidelines to support the implementation of our policy.
ALS Moving fully support the government by minimizing waste, conserving energy, promoting “re-use” and “recycle” of resources and reinforcing all staff members’ awareness and participation in conserving the environment by observing the following:
The Environmental policy is communicated to all staff during Induction Training.
Throughout the office and warehouse there is signage and reminders.
ALS Moving provides international, domestic, local, office move services as well as storage services to a wide variety of customers from around the world. As an industry leader in China, it is critical for ALS Moving to set the standard for the protection of information assets from unauthorized access and compromise or disclosure. Accordingly, ALS Moving has adopted this Information Classification Policy to help manage and protect its information assets.
All ALS Moving associates share in the responsibility for ensuring that company information assets receive an appropriate level of protection by observing this Information Classification Policy:
All ALS Moving information and all information entrusted to ALS Moving from third parties falls into one of four classifications in the table below, presented in order of increasing sensitivity.
Information is not confidential and can be made public without any implications for AEMovers or its customers. Loss of availability due to system downtime is acceptable risk. Integrity is important but not vital.
Information is restricted to management approved internal access and protected from external access. Unauthorized access could influence ALS Moving' operational effectiveness, cause an important financial loss, provide a significant gain for a competitor, or cause a major drop in customer confidence. Information integrity is vital.
Information received from clients in any form for processing client shipments. The original copy of such information must not be changed or reproduced in any way without written permission from the client. The highest possible levels of integrity, confidentiality, and restricted availability are vital.
Information collected and used by ALS Moving in the conduct to of its business to employ people, to log and fulfill client services, and to manage all aspects of corporate finance. Access to this information is very restricted within ALS Moving. The highest possible restricted availability is vital.
Let's face it, moving to China is not a small step for anyone. When relocating both to and from China, expatriates and their families have to deal with the language barrier, cultural differences, job change, and moving their home. Changing to a job and moving a home are two of the most stressful experiences one can have. If your company decides to transfer employees, it's part of your job as HR Manager to manage the expectations of your relocated expats and their families. When transferring employees, you are responsible for ensuring that the move runs as smoothly as possible, minimizing stress for the transferee and his family. If a transferee's relocation does not go as planned, the employee's relationship with the company or their length of stay could be negatively affected. Considering the high costs of recruitment and employment of expatriates, the HR Manager must be knowledgeable and helpful when relocating an expat.
First impressions only happen once. Looking competent, caring and helpful to your senior expatriate managers and their families begins and ends with a successful relocation into and out of China. Effectively managing your expatriate's relocation plays a major role in how you, the HR Manager, are remembered. A well-organized relocation always helps you look good in the eyes of your expatriate managers and their families.
Here are 6 ways to look good to your expatriate transferees:
If your company has a high number of transfers each year and a well-staffed HR department, assign one person or a group solely to relocation. With specific people to consider all aspects of the relocation, the chances for a problematic transfer will be reduced. If the company is smaller or has few transfers, be sure to assign a one-contact person for the employee to communicate regarding the relocation. With one-contact person, the transferee will know who to call with concerns, saving time and improving communication with the HR department.
Begin the relocation process by asking your employee about his needs surrounding the move. First determine his expectations including monthly housing allowance, housing standards, and travel. Take into account how the employee's family is affected by asking about the family members' needs as well. Are the kids in school ? What is the spouse's career ? Also, ask about the employee's desired timeline; you don't want to rush the process or take too long. Finally, ask the employee about his goals, desires, and career motivations to gain an understanding of his long-term plans. Knowing what the employee needs will take the guess-work out of satisfying his expectations.
When developing a relocation policy, it is important to include information covering all aspects of the relocation. topics to consider are home sale and purchase, shipping of household goods, travel, temporary living upon arrival at the new location, and allowances. Adjustments for the cost-of living or transfer incentives should be included as well. Be sure to construct a clear financial policy to avoid haggling with the employee leaving the company or the relocation does not work out. Including these points in the policy allows for clear communication between you and the employee. You are also protecting the company from potential dispute with the transferee in the future.
Be sure to inform your employee of all necessary information for the move. Provide a relocations manual with a timeline and charts illustrating the relocation process. Periodically update the transferee with progress for reassurance that the process is running smoothly.
Moving to a new location is a big change in anyone's life. By providing the little "extras" that facilitate the moving process, the employee will be more satisfied with the move and the company as a whole. A company is wise to include a welcome package with the new location information such as directions, shopping, tips, bars, restaurants, medical treatment, activities, and nearby school information. Providing a handyman and/or maids to clean the apartment before arrival is also helpful. Some companies ask the transferees for special requests provided upon arrival. It's the little things that count when settling into a new home.
Helping you understand how to address the needs and impress your expatriates and transferees is what a professional moving and relocations company is all about. The right company will be able to help you create a program to address these 6 tips. As an HR Manager, it is worthwhile to consider meeting with an expert in the moving and relocations industry to see how they can help. Even if your company currently uses a specific moving and relocations company, take the time to consider other options. There are many more choices available today when it comes to moving and relocations companies. Each has different offerings, levels of services, and quality of staff. Don't rely on your predecessor's decisions of what company to use; see for yourself what is available. You may be surprised of what other services and options are out there.
In order to meet your objectives as a HR Manager, Asian Express centralizes the process by assigning one single point-of-contact person for relocation concerns. The company offers services such as performing a needs assessment and creating a relocation policy. Asian Express provides you and transferees with a relocations "Welcome package" described in the "Remembering the Little Things" section above. Services include complete door-to-door relocation services, home searches, pet relocations, orientation programs, and others. Asian Express addresses needs on 3 levels: Relocating Expatriates and Transferees, the HR Department, and the Corporate Client.
ALS Moving was found in 2000 with the goal of providing the highest quality relocation services, while satisfying the needs of each and every client. Over the years, ALS Moving has grown to include over 100 highly trained staff members in 4 locations covering the main entry ports of China.
Today, ALS Moving is proud to be a leading relocation company in China, setting the standard for expertise and service quality in Asia. We attribute our success to our personalized services, international partnerships, high quality standards, dedication to customer satisfaction, talented staff and modern facilities.
ALS Moving provides real-world, custom-made, quality-service solutions that address the distinctive needs of the corporate HR Manager and corporate shipper. We are able to provide you with truly comprehensive, need-specific and highly efficient quality services because:
Always aiming to improve our infrastructure, we have invested in the very latest web-based information technology which has been tailored to the highly rigorous standards of the FIDI-FAIM (FIDI Accredited International Movers) Quality System which is based on the ISO 9001 standard to which we are accredited. Administered by Ernst & Young, this system demands the very highest standards of performance for international movers.
Furthermore, we value our reputation as a people-focused business and a responsible corporate citizen.