Company Presentation

Expatriate

Professor Keith Lipscomb

BUS 325: Global Human Resource Management

Felicia Griffin

January 27, 2019

Strategy of reducing expatriate turnover

TO: C.E.O ABC company

FROM: Human resource manager

DATE: January, 23, 2019

SUBJECT: Strategy for reduction of expatriate turnover

Expatriate turnover means the return of the stakeholder back to their home country as a result of failure to accomplish the required task overseas. High expatriate turnover can result in high losses for the company since the company ends up losing most of their skilled employees that they are dependent on.

Benefits and compensation

One strategy that can be applied to reduce the expatriate turnover in the company is the provision of good benefits and compensation to the expatriates (Hon & Lu, 2015). Many companies are experiencing high expatriate turnover because the expatriates are not satisfied with the compensations they are getting. This is because many of them leave their countries and move to foreign countries in such of greener pastures only to be disappointed. Therefore company needs to develop policies that provide expatriate workers with benefits suitable to them. The company should also to consider a regular review of this compensation and benefits packages and also try to update them according to with the trends in the market. This benefits at the end of the day encourage this workers that their decision of leaving their home is not in vain.

Hiring the right workers

Another strategy of reducing expatriate turnover is hiring people with the required skills and training from the start (Kassar & Lythreatis, 2015). The company should carefully interview and vet workers, and they should not only consider their skills and qualifications but also their ability to fit well with the company’s culture, norms and also their management. This helps employ workers who are ready to accept expatriate positions and can easily adjust to the new cultural environment hence making it easier for the workers to perform their required task efficiently (Andresen & Volodina, 2018).

Kind Regards,

HUMAN RESOURCE MANAGER.

References

Andresen, M. G., & Volodina, A. (2018). Do overwhelmed expatriates intend to leave? The effects of sensory processing sensitivity, stress, and social capital on expatriates' turnover intention. European Management Review, 15(3),, 315-328.