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Place your order now for a similar assignment and have exceptional work written by our team of experts, At affordable rates For This or a Similar Paper Click To Order Now Learning Goal: I’m working on a business multi-part question and need an explanation and answer to help me learn.1.What are the major concerns for corporations in developing and retaining
expatriate employees, especially managers?2. Using this week’s lesson and article by DeVany as a start, locate three research studies that deal with the management of people with their individual differences and diverse personalities. Use online, peer-reviewed journal research (case study research is preferred) to inform your writing. Summarize the takeaways from the articles that can support greater skill in managing people. Place your order now for a similar assignment and have exceptional work written by our team of experts, At affordable rates For This or a Similar Paper Click To Order Now Only pay once! Clear pricing system with no hidden fees, direct line to your writer, 24/7 customer support. Our reputation is built on delivering top-quality papers. No matter how small the task, we give customers our best. Missed due dates can result in a serious loss of marks. We strive to finish everything with time to spare. With the rise of globalization, international experience is becoming a critical asset for global companies. International assignment experience is valuable. In the right context, it can create a competitive advantage — both for expatriates and the companies that employ them. I realize there are many problems with expatriate/family repatriation back into the home country. However, I will limit the discussion here to career issues. Returning expatriates (returnees) bring these things to the company:
Why is this process so difficultSo why is the repatriation process so difficult? It should be simple. Returnees should be placed in jobs that utilize their newfound skills/knowledge. However, a 2010 survey by Brookfield Global Relocation shows that 38 percent of returnees quit within 12 months. What is worse is that these figures have been consistent for the past 30 plus years. That results in a terrible ROI for companies that have spent 2-4 times the returnee’s pay during the assignment. Not only is it costly, but having returnees leave the company sends a warning signal to employees that taking an expatriate assignment may be “career threatening.” This is not just a problem for small to medium size companies that have little experience with expatriates. It includes large multinationals that have been sending expatriates overseas for years. Some of the problems include:
Management simply does not grasp that a reassignment as a sales manager for Wyoming, Montana, and Utah, doesn’t cut it for a person that has been the regional sales manager for Europe, for example. Then they are surprised when that person leaves. And to top it all off, the receiving company is thrilled to hire someone with international experience! What can be done about it? What advice can be given to companies wanting to keep their returnees, and to returnees themselves? What companies can doCompanies can:
What returning employees can doIn turn, returnees can:
Companies must be able to capitalize on their returnees’ skills and knowledge. In order to do so, they need to cultivate a global vision and corporate culture. Companies that support returnees, value their international experience and utilize their global knowledge and contribution will realize true growth in the strategic development of the company. Jacque Vilet, president of Vilet International, has more than 20 years’ experience in international human resources with major multinationals such as Intel, National Semiconductor, and Seagate Technology. She has managed both local/ in-country national and expatriate programs and has been an expat twice during her career. She has also been a speaker in the U.S., Asia, and Europe, and is a regular contributor to various HR and talent management publications. Contact her at . Author ArchiveWhat are the main challenges faced in training and development of expatriate managers?Some of the challenges faced by the HR in training expatriate managers are: Decoding the appropriate time for training. Aiding and assisting them in ensuring that they are able to adjust to the new system in the country. Understanding the pace of training which will ensure the trainee picks up the material easily.
What are some common issues challenges faced by expatriate managers?Challenges that expats often encounter while living abroad. Challenge #1: Fitting in. ... . Challenge #2: A language barrier. ... . Challenge #3: Being lonely. ... . Challenge #4: Finances & money management. ... . Challenge #5: Healthcare.. What are the factors affecting expatriate performance?Introduction. ... . Self-Efficacy. ... . Cultural Sensitivity. ... . Previous International Experience. ... . Social Network. ... . Direct and Indirect Support. ... . Expatriates Adjustment. ... . Job Performance.. What are the major success factors for expatriates?5 expat success factors international HR managers should know about. Send employees abroad for the right reasons. ... . Choose the right person. ... . Include their family. ... . Pre-departure training. ... . Plan for returning expats.. |