Abstract
Expatriate selection, training, and placement is a complex process that often costs an organization. Additionally, expatriate workers are exposed to new environments with distinctive cultural shifts, social characteristics, and unique demands. Therefore, several factors can inhibit their productivity, thus limiting them from performing as expected. The following essay discusses the recommended solutions to maximize expatriate productivity using the case “Finding the Right View: Developing Local Talent in Local Markets.”
How Employees Will Be Selected For Expatriate Assignments
Selecting employees for expatriate assignments is the most crucial step of expatriate preparation because it allows HR to pick an individual with the required set of skills. However, human resource managers should look at several other factors, including cultural competence, flexibility, interpersonal skills, and ability to adapt to their environment, since these factors might promote or limit initiatives (Feldman & Bolino, 2000). Addressing these factors will help select capable and willing individuals for the expatriate assignments.
What Pre-Departure Discussion Points Will Be Discussed?
Subsequently, it is essential to discuss with the expatriates their willingness to partake in assignments and the influence of their careers on their families and personal relationships. In the highlighted case, Thomas seeks to provide services that will increase the value of the company and ensure sustainability. Unfortunately, his family’s feelings are in the way of his decisions since he does not know how they will respond to a one-year extension (Dowling et al., 2017). Thus, it is crucial to deal with such issues beforehand to prevent potential setbacks.
How the Training and Orientation Plan Will Prepare Expatriates Prior To Departure
A training and orientation plan is necessary before departure because of two reasons. Training and orientation inform expatriates of the attributes of their new environments and the common challenges they might face during their transition. In addition, it creates awareness about the issues that expatriates might experience after settling (Huang, 2013). During the training and orientation phase, employees should be evaluated on their ability to function and deliver on responsibilities outside their comfort zone.
How Employee Anxiety And Fear Of Overseas Work Will Be Mitigated
In other words, the management should assess how the expatriates react to social discomfort, fear of reparation, and other social anxiety factors to establish whether they will thrive in a new environment. Although Thomas seeks to improve outcomes by training a reliable leader, he is uncertain of the implications of his rating since he wants to avoid any potential conflicts (Dowling et al., 2017). Nevertheless, his fears come in the way of his decision-making ability, thus introducing more barriers.
How a Repatriation Program Will Be Instituted, Potential Problems And Solutions
Expatriate workers must always be allowed to design their programs to match their needs and the organization’s best interest. Unfortunately, repatriation can cause issues, especially if the expatriate is uncertain whether they have achieved their goals or met the organization’s objectives (Huang, 2013). However, given an opportunity, Thomas would have designed a program that would allow him to complete his tasks comprehensively and achieve higher satisfaction.
How the Transfer of Knowledge of Global Assignments Benefits Future Expatriates
Sharing knowledge and information about expatriate experiences is crucial for the preparation of others and increasing success rates. For example, on returning home, Thomas would have had the chance to transfer knowledge of his new skills and experience, which can help expatriate staff prepare for assignments and identify the objectives they should prioritize to realize the organizational goals more efficiently (Feldman & Bolino, 2000). Consequently, they will know of occasional setbacks and solutions to counter them.
Strategies to Increase the Participation and Success of Women in Expatriate Assignments
Women often experience more issues than men when sent out for expatriate assignments. However, organizations can support the engagement of omen by providing them with a comprehensive support system to address issues and counter the challenges they experience overseas (Huang, 2013). It is critical to deliver the appropriate amounts of training, prepare expatriates to adapt to a changing environment, and evaluate their abilities or competency levels to ensure that they realize a return on investment from the whole process.
References
Dowling, P. J., Festing, M., & Engle, A. D., Sr. (2017). International human resource management (7th ed.). Cengage Learning. Web.
Feldman, D. C., & Bolino, M. C. (2000). Increasing the skill utilization of expatriates. Human Resource Management, 39(4), 367-379.
Huang, J. (2013). Developing local talent for future leadership. China Business Review, 40(1), 28-30.