Imagine you are an HR manager, and you have been challenged with the task of reducing expatriate turnover. Think of one or two (1-2) strategies to accomplish this task and write a one (1) page memo to your boss summarizing your ideas. Persuade him that this is the direction to go.
To:
From:
Date:
Subject: Strategizing for a reduction in the Expatriate Rate of Turnover
This memo is dedicated to focusing on putting forward strategies for expatriate turnover. This memo will provide the solutions that would guide us in reducing the expatriate turnover rate. Any company considers it expatriates as one of the main strengths of its human resource as it helps it in gaining and maintaining its competitive advantage. In this era of globalization, expatriates’ policies have become increasingly more important. With distances becoming shorter and countries gaining access to a global workforce, keeping the specialized workforce at bay is a tough job for any company. Because, like employers, workers have better access to global markets as well, providing them with better opportunities. The Expatriate turnover or the expatriate failure is the situation in which the employees of a company leave their companies and go back to their home countries. It is crucial for a company who depends on expatriates for its competitive advantage. Furthermore, it is extremely devastating for the company as the company name is tarnished and it is also a very expensive activity to hire expatriates.
For combating this situation of expatriate turnover, two strategies are presented to help the company. Firstly, organization and more specifically, human resource management should consider reevaluating its hiring process to adopt a more effective process in which the right people are hired for the job. The turnover rate of expatriates tends to increase usually because the manager does not consider the job correctly and overestimates the potential of the employee. Furthermore, it can also be because the expatriate is not feeling fulfilled or satisfied regarding the job experience if the expatriate is a specialized expert. Therefore, it is required to carefully devise the hiring process which can help select the right people. The organization can research it by looking at its practices and following the procedure which works best for them. Also, the procedure for hiring should be multi-step as various steps would yield more information on the expatriate’s potential strengths and weaknesses.
Furthermore, another strategy for combating this problem would be well equipping the expatriates by giving the needed training and workshops. Training programs related to the job position and related to living abroad should be provided. Facilitation for the accommodation of their problems related to living in an entirely new place should be provided in time. The training programs would also aid in making the expatriates prepared for the cultural shock. It would also aid the expatriates to be willingly prepared for the change in culture. Any individuals who lack the potential or do not feel themselves fitting in could be flagged during this stage. Moreover, individuals finding the training difficult would not join and leave the process at this stage, making it easier for the company to select the ones who find the job compelling enough to pursue and go abroad. All in all, the training process would give an easier transition period for the expatriate as well.
An expatriate turnover or expatriate failure is a very concerning issue for any organization and is considered a blow to the organization and its human resource strategy. However, it is definite that the proposed strategies if implemented effectively can sure reduce the turnover rate of expatriates substantially. It is to be noted that the process of improvement in the hiring process and the training content should be constantly pursued to make it more adaptive and effective. Furthermore, there is a need to survey the expatriates who have left and found the reasons for their job quitting in order to have a better-targeted improvement process.
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