Description
This is a presentation describes about what is expatriate, variables influencing performance of expatriates, compensation plan for expatriates and its objectives.
EXPATRIATE Anyone living and/or working outside their home country.
Expatriate Success Factors
? Willingness and motivation to go abroad
? Technical ability ? Adaptability
? Good interpersonal skills
? Good communication ability ? Supportive family
Reasons for expatriate failure in the US and Japanese firms (in descending order of importance)
US Firms Japanese firms
Inability of spouse to adjust
Manager’s ability to adjust Other family reasons
Inability to cope with larger international responsibility
Difficulties with new environment Personal or emotional problems
Manager’s personal or emotional maturity
Inability to cope with larger international responsibility
Lack of technical competence
Inability of spouse to adjust
The foreign assignment cycle
Home country
experience
Foreign country
experience
1.Selecting and
training “unrealistic expectation
2. Arrival and
adjustment “culture shock”
4. Returning home and adjusting “recovery shock”
3. Settling in and acculturating “lack of support
?AVOIDING CULTURE SHOCK
? WORK related problems were found to be major problems
for repatriated Finnish, Japanese, and American employees
Ways to build cross cultural relationships
? Be a good listener
? Advocate participative leadership ? Compromise rather than dominate
? Build rapport through conversations
? Be compassionate and understanding ? Nurture others (develop and mentor)
Variables influencing performance of Expatriates
? Compensation package
? Nature of assignment ? Support from HQ ? Cultural adjustment of individual and
family members
Paying expatriates
Problems in structuring compensation systems ? Discrepancies in pay between parent-country, hostcountry and third-party nationals ? Compensation issues related to re-entry into parent country ? Using compensation programs that have not changed sufficiently over time to deal adequately with the new international business environment
Objectives of compensation plan
? Attract qualified employees interested in international
? ?
?
?
assignments Facilitate movement of exoatriates Provide a consistent and reasonable relationship between pay levels of HQ, domestic affiliates and foreign subsidiaries Be cost effective Easily understood and easy to administer
doc_301470712.pptx
This is a presentation describes about what is expatriate, variables influencing performance of expatriates, compensation plan for expatriates and its objectives.
EXPATRIATE Anyone living and/or working outside their home country.
Expatriate Success Factors
? Willingness and motivation to go abroad
? Technical ability ? Adaptability
? Good interpersonal skills
? Good communication ability ? Supportive family
Reasons for expatriate failure in the US and Japanese firms (in descending order of importance)
US Firms Japanese firms
Inability of spouse to adjust
Manager’s ability to adjust Other family reasons
Inability to cope with larger international responsibility
Difficulties with new environment Personal or emotional problems
Manager’s personal or emotional maturity
Inability to cope with larger international responsibility
Lack of technical competence
Inability of spouse to adjust
The foreign assignment cycle
Home country
experience
Foreign country
experience
1.Selecting and
training “unrealistic expectation
2. Arrival and
adjustment “culture shock”
4. Returning home and adjusting “recovery shock”
3. Settling in and acculturating “lack of support
?AVOIDING CULTURE SHOCK
? WORK related problems were found to be major problems
for repatriated Finnish, Japanese, and American employees
Ways to build cross cultural relationships
? Be a good listener
? Advocate participative leadership ? Compromise rather than dominate
? Build rapport through conversations
? Be compassionate and understanding ? Nurture others (develop and mentor)
Variables influencing performance of Expatriates
? Compensation package
? Nature of assignment ? Support from HQ ? Cultural adjustment of individual and
family members
Paying expatriates
Problems in structuring compensation systems ? Discrepancies in pay between parent-country, hostcountry and third-party nationals ? Compensation issues related to re-entry into parent country ? Using compensation programs that have not changed sufficiently over time to deal adequately with the new international business environment
Objectives of compensation plan
? Attract qualified employees interested in international
? ?
?
?
assignments Facilitate movement of exoatriates Provide a consistent and reasonable relationship between pay levels of HQ, domestic affiliates and foreign subsidiaries Be cost effective Easily understood and easy to administer
doc_301470712.pptx