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Human Resources Management The globalization tendencies within global economy require that every successful company provide expatriation / repatriation training to its employees. There are about 100. 000 American citizens travel abroad every year to perform certain work duties. Yet, as practice shows, the failure rate among such employees is very high reaching up to 55 %. This is due to the fact that foreign assignments are often viewed as some temporary task, which has nothing to do with employees further professional advancement.
Many companies emphasize that its workers in foreign countries should not mix with locals so the expatriate often thinks of such assignment as unavoidable evil, especially given the fact that living standards in such countries are usually much lower then they are in U. S. or in countries of E. U. This leads to situation when expatriates cannot function effectively, due to the cultural shock. Upon returning back home, theyre often having a hard time adjusting back to American realities, which is often the main reason for such employees lay offs.
I suggest that the following expatriation plan is to be employed for our companys manager, whos going to work in Bulgaria for the period of 3 years: 1. First of all, the person must be given a choice, as it utterly intolerable if any pressure is being applied on him, in order to get his consent to perform work duties overseas. At the same time, it has to be made clear to the employee that his further career prospects directly depend on the quality of his work in Bulgaria. 2. The special provisions will have to made to ensure that the employee is guaranteed to have the job, upon his return back to U. S. 3. The expatriate is going to be provided with Bulgarian language training at no cost.
As practice shows, the possession of basic language skills is important like no other factor, when it comes to getting psychologically adjusted to foreign customs, although its communicational value is doubtful. 4. In order to reduce chances of cultural shock, the expatriate needs to be provided with psychological counseling, at companys expense, prior to his departure. To make an assimilation process easier, the employee will also have to be provided with a mentor the person who has an extensive international experience and who will guide expatriate through the ordeal. 5. The expatriate will also be guaranteed a no-cost connection with home. Besides the fact that this will increase his work efficiency, itll also make the adaptation process easier, from psychological point of view, as expatriate will always feel being in touch with his friends and relatives. This will significantly reduce his work-related stress. 6.
The expatriate will be entitled to have a vacation, at least once a year for duration of one month or longer. His full pay will be retained, while on vacation. Hell also need to undergo a psychological profiling, in order to figure out whether hes fit to continue performing his duties in Bulgaria. 7. A monitoring program will be used to evaluate the quality of expatriates performance. The employee will be required to provide a written report of his work activity on monthly basis.
At the same time, the expatriate is going to be guarantied that monitoring wont involve his private life. 8. To insure that the expatriate always feels as part of a team, Id suggest that the corporate spirit is to be maintained at all times. As practice shows, the best way to accomplish this is to gather all the employees during corporate parties, which are to be organized for at least once a year. 9. The expatriation / repatriation are viewed as two integral parts of one process. Under no circumstances the expatriate can feel that his services are only required through expatriation stage and that hell be less valuable upon returning home. 10. Itll be required from the repatriate, after period of 3 years, to provide company with mentoring plan, which is to be used to help other employees, wholl be required to work in this particular country.
Bibliography: Booth, B. and Spade, J. Expanding Expatriation: The Optimal Zone Model of Mentoring Expatriates (2002). Shippensburg University. Retrieved January 28, 2005 from web
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Research essay sample on Practice Shows 3 Years
