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One option may be to pay a similar base salary at the company or regional level and offer expatriates an allowance based on the specific market conditions in each country (Carland, 1993). This is called the balance sheet approach. This approach to remuneration consists of the expatriate having the same standard of living as he or she would have had at home. Four groups of expenses are taken into consideration in this approach: If the home country manager evaluates the expat`s performance, he may not have a clear indication of performance, since managers and expats do not work together every day. A study by Gregersen, Hite and Black suggests that a balanced group of host and home country evaluators and more frequent evaluations are positively linked to the accuracy of performance evaluations (Gregersen, et al., 1996). They also indicate that the use of a standardized form is negatively related to perceived accuracy. Carrie Shearer, an international HR expert, agrees that the standardized form, when used, should also include specific aspects for the expat manager, such as.B. how the expat adapts well to culture and adaptability (Shearer, 2004). The employee`s spouse and children may also experience much of the stress felt by the expat. Children attending new schools and lack of social networks, as well as potential victims of a spouse`s career goal, can have a negative impact on the task. Many companies offer training not only to the employee, but also to the whole family when they command a mission abroad.

For example, global technology and production company Honeywell offers employees and their families a two-day cultural orientation on the region in which they will live (Klaff, 2002). Some of the reasons for a lack of adaptation on the part of family members may be the following: training in the goals and expectations of the expatriate worker is important. Since most people accept a mission abroad to promote their careers, clear expectations and an understanding of what is expected of them are the expat`s success upwards. Language training is a fundamental but necessary factor for the success of the mission. Although for many, English is the international business language, we should not neglect the ability to speak the language of the country in which you live. Look at Japan`s largest online retailer, Rakuten, Inc. It has imposed that English be the default language by March 2012 (Thregold, 2010). Other employers, such as Nissan and Sony, have given similar mandates or have already introduced a purely English directive. Nevertheless, a large percentage of your employee`s time is spent outside of work, where language proficiency is important to enjoy life in another country. In addition, the ability to discuss and negotiate in the native language of the country can bring your staff greater benefits in working on a mission abroad. .

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Posted on September 11th, 2021 | filed under Uncategorized |

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