Company Presentation

TO: Human Resources Executive Director

FROM: Human Resource Manager

DATE: January 31, 2016

SUBJECT: Reducing Expatriate Turnover

Our company has been facing a problem regarding expatriate turnover, which has ultimately affected the production level of this company. As the Human Resources Manager, I felt it was necessary to search for solutions that would reduce the increasing turnover rate and I discovered two strategies that could potentially reduce the level of expatriate turnover we are experiencing. Strategy one, is focusing the mission and goals of this company on knowledge, creativity and world-wide leadership development. The second strategy is to send expatriates that have exemplary technical skills that surpass their cross-cultural abilities on assignments in other countries.

This company has been sending expatriates abroad solely on the basis of rewarding and recognizing those particular employees for their efforts, and also for the need of fulfilling urgent business demands. Such factors have contributed to the company’s increased expatriate turnover rate. The employees that are usually sent abroad either do not finish the assignment or upon completion of their assignment the employees return home and usually quit their jobs. I would strongly suggest, that the leaders of this company take the first strategy into consideration. As a result of implementing strategy one, we will offer the expatriates’ posts in the foreign nations the opportunity to yield and channel knowledge, as well as develop global leadership skills. By doing so, I believe the expatriates will be remain motivated while on their assignment and the expatriate turnover rate will reduce drastically.

Our company has been sending expatriates on assignments based on the assumption that because they perform their duties well at home, the expatriate will succeed globally. These sort of assumptions has caused this company a significant amount of expatriate turnover. In many cases, some employees find the living conditions and culture changes in other nations difficult to adapt and adjust to. When situations such as those previously mentioned take place, the second strategy should then be considered. The second strategy requires the company to send expatriates that have excellent technical abilities. Expatriates being sent on a particular assignment must be comfortable with working in other countries and able to readily adapt to the changes in their working environment and lifestyle.

The points made are critical to the success of this company as we need people that have strong cross-cultural abilities. The expatriates that are being sent on assignments should have a strong desire to communicate, be very sociable and have strong cultural flexibility. Hiring personnel should take the mentioned abilities into consideration when they are seeking candidates for expatriate positions within the company. Employees with the aforementioned abilities should be sent on expatriate assignments and by doing so, the company’s expatriate turnover rate will decrease.