Most respondents indicated that Lump Sum relocation programs, which are becoming increasingly popular as a way to control costs, should be blended into the overall mobility strategy as a cost containment element.

When respondents were asked about their use of Lump Sum relocation programs over the last year, 43 percent said that they are not using Lump Sum provisions as part of their overall relocation program. In addition, more than half of survey respondents -- 53 percent -- said they don't track how Lump Sum money is spent.

"What the survey shows is that companies aren't quite sure how to take advantage of Lump Sum provisions as part of an overall relocation policy. There is clearly a trend toward increased usage, but companies seem unsure how to structure this for the best results," said Carmelita Brown, vice president, Global Consulting Group, Prudential Relocation. "Companies need to consider using a Lump Sum policy provision for miscellaneous expense allowance (MEA), travel and temporary living expenses, and to utilize a debit card to make those funds available to the transferee."

When asked how companies are using Lump Sum programs currently, only 30 percent of companies said they are using it to cover MEA travel and temporary living. That means that 70 percent of those surveyed may be able to benefit from adding this provision to their relocation policy.

"Transferring employees like the freedom to spend these dollars in their own way and employers can realize significant benefits in reduced administrative hassle associated with traditional reimbursement with receipts and expense processing," added Brown.