Global Human Resources Management

Running head: HUMAN RESOURCE MANAGEMENT.

Title:

Student’s Name:

Institution:

Tutor:

Course:

Code:

Date:

HUMAN RESOURCE MANAGEMENT

To:

From: Human Resource Manager.

Subject: Suggestions to decrease expatriate turnover.

Date:

In this memo, strategies of reducing expatriate turnover are provided. Detailed

information of expatriate turnover is also provided. The expatriate assignments are crucial for the

company or organization because it keeps it on the competitive edge in the global market.

Expatriate turnover also known as expatriate failure are situations when individuals quit their

jobs and return back home. This is very devastating to the company as it is expensive and it

tarnishes the organization’s name.

To combat cases of expatriate turnover, they are two strategies that the organization can

use. The first strategy is that there should rigorous steps in selecting the right employee for

international assignment. Most turnover cases occur because managers underestimate the

problem and fail to pay much needed attention when considering factors for selecting expatriates.

In order to decrease expatriate turnover, the selection of the right candidate must be carefully

considered. Candidates selected to be able to succeed in the foreign environment.

Secondly, after a preferred candidate is selected for international assignment, they should

be prepared and trained. The intense training programs will serve to prepare the candidates for

the cultural shock of transferring abroad. The training also will assist the candidates to go faster

through the transition period in the foreign environment and help them adapt smoothly.

Expatriates turnover is a serious issue and a blow to the organization, however if the two

strategies above are implemented am sure the turnover rate will reduce significantly. Please let

me know if you have any contrary opinion, thank you.