Week 4 Discussion

Expatriate: Predeparture Planning and Training

International human resources (IHR) can be a daunting task for a human resources (HR) professional to manage for an expatriate, whereas the expatriate may initially �nd the upcoming experience to be exhilarating and �lled with many opportunities. One of the biggest hurdles the HR professional can help the expatriate overcome is the predeparture planning. The predeparture training will give the expatriate the chance to understand his or her new position as well as speci�c details to acclimate him or her to the host country, culture, and customs. Even if the individual has the knowledge and experience to successfully manage a US operation, the expatriate may not be the perfect candidate for the assignment. Some barriers that can affect the performance of the expatriate may be external as well as internal. For example, a female expatriate may not be the best candidate to place in an assignment where females are not respected in the host country or business setting. In addition, the expatriate may not to be able to give complete attention to the assignment if her spouse and children are not able to adjust to the new environment. Since the cost of sending an expatriate on an assignment could be as high as $1 million annually, it is critical that the expatriate has everything he or she needs to succeed.

IHR Management Criteria for Selection of Expatriates As per Wintersberger (2017), “There are a range of recruitment methods available, and the choice of which methods to use can in�uence the number and quality of candidates applying for a position” (p. 131).

Use a panel interview.

Assess the mental and emotional stamina.

Assess the expatriate’s adaptability to change.

Select the candidates that have previous expatriate experience.    

Select the candidates that have:

Excellent interpersonal skills

Cultural and diversity awareness

In addition to the expatriate being improperly prepared for the cross-cultural experience, he or she could unintentionally sever the client relationship due to lack of training. It would be very bene�cial if the HR professional developed a predeparture handbook based on the actual assessment of the host country combined with any personal experiences of former expatriates and their family members. Predeparture planning and onsite training are vital for successfully transitioning the expatriate.

Predeparture Handbook: Example The HR professional should design a predepature handbook in order to the assist the expatriate with the transition.

Review each tab to know more.

Bene�ts or Compensation

Orientation Program for Family

Emergency Planning or Security Planning

Housing

Pet Policy

Cultural Awareness Training

Taxes

Respect for diverse viewpoints

Fluency in the language

Understanding of the customs 

Evaluate the adaptability of the candidate’s family to the new environment.

Use employee branding strategies.

Use external agencies.

Example

Information on:

Reimbursement for loss of sale

Equity assistance

Repayment of equity

Rental storage

International driver’s license

Automobile Policy

Additional Materials

From your course textbook, Managing a Global Workforce: Challenges and Opportunities in International Human Resources Management, read the following chapter:

Managing International Assignments

From the South University Online Library, read the following articles:

Ups and Downs of the Expatriate Experience? Understanding Work Adjustment Trajectories and Career Outcomes (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=edsovi&AN=edsovi.10.1037.apl0000073&site=eds-live)

The Expatriate Intern in a Japanese Organization: Predeparture Training, Intercultural Communication, and "Learning How to Learn" (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=ufh&AN=35506893&site=eds-live)

Previous International Experience, Cross-Cultural Training, and Expatriates' Cross-Cultural Adjustment: Effects of Cultural Intelligence and Goal Orientation (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=eric&AN=EJ979790&site=eds-live)

The Adjustment of Expatriate Teenagers (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=edb&AN=50285928&site=eds-live)

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