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Sending Expatriates Abroad

Sending Expatriates Abroad
Introduction
The issue of international staffing is important to international companies. 80% of mid size and large companies currently send professionals abroad and 45% plan to increase the number on assignment. With globalization on the increase, and even small to medium size organizations becoming players, sending expatriates abroad is becoming increasingly important. However, high failure rates suggest that many of the methods currently implemented in sending expatriates abroad are unsuccessful and need reconsideration. In U.S organizations a 15% staff turnover rate is generally considered to be too high. By comparison, the average turnover rate for expatriates is 30%, illustrating changes must be made. Studies also show a third of U.S expatriates become "brownouts"- that is they stay abroad but consistently under-perform (Morosini, 1999.)

In many circumstances, organizations fail to implement any international strategy for managing expatriates. In response to the problems associated with sending expatriates abroad, recent trends indicate an increase in the use of host-country nationals. This paper addresses the reasons why expatriates fail overseas. It specifically focuses on the social problems associated with assigning employees overseas and the social issues that they face once they begin working in their host country. Finally, this paper proposes that that sending expatriates abroad is a viable option if companies implement suitable strategies to deal with the issues faced.

Topic A – Selection of Expatriates

Introduction Topic A

Some Americans view international assignments as a welcoming challenge to expand their global horizons. However, many view it as an ordeal (Black, 1999.) Many organizations often make critical errors when deciding who to send abroad

Home country managers often make mistakes in deciding the type of person they want to send overseas because they ignore a fundamental principle of...