Expatriate management

Employee transfer is a component of any multinational organization. Trainings focus on finding suitable expatriate candidates, preparing them for overseas travel, support during their stay in host countries, and repatriation.

Trainings will help employees develop cultural competences, provide knowledge about local business culture, social life, practical issues, and assist in cultural adaptation.

Scope of trainings

The international activities of organizations, especially in international assignments, are strongly influenced by socio-cultural factors. 

During the training, we show participants how the culture of the country of origin of an international organization intertwines with the culture of the host country and the culture of the expatriate's country of origin. Special attention is paid to the organization's culture as it has a key impact on the expatriate's intercultural adaptation.

This training is designed to familiarize participants with the international assignment management process. The basic phases of this process, namely preparation, expatriation, and repatriation, are discussed in detail. 

Particular attention is paid to strategic issues related to expatriation, the relationship between the company's headquarters and its subsidiaries, and the role of shaping the HR function in handling expatriate missions abroad.
Attention is paid to the impact of personal and family factors on the effectiveness of the foreign mission management process.

The training is designed to familiarize participants with the methods of searching for expatriate candidates, their selection methods, and training. The training participants will develop criteria for selecting an expatriate and design methods and procedures to prepare an expatriate for an international assignment. In addition, they become familiar with the specifics of relocation training to select an appropriate company or prepare such a program in the organization. 

Significant is developing a remuneration package for expatriates, so participants learn the practical principles of building remuneration packages and benefits.

During the training, participants learn about the holistic process of expatriate adaptation that includes social, professional, and cultural dimensions. During the training, participants learn about adaptation tools at the organizational, group, and individual levels. An important aspect of training is learning to overcome culture shock. 

A consciously managed adaptation process makes it possible to alleviate tensions arising from differences in the work contexts of the country of origin and the host country. Therefore, special attention is paid to challenges and how to deal with them.

In modern organizations, including multinational organizations, employee evaluation is a key function of human resource management. HR departments deal with it at all stages of daily work, ie, entry into the organization, job performance, and leaving the job. The same steps apply to evaluate the performance of an expatriate. 

The training aims to familiarize participants with the issues of expatriate performance appraisal at different stages of a mission abroad. Participants will learn the rationale for the evaluation and then the specifics of its design and the factors that affect work effectiveness. During the training, participants will develop methods for evaluating the work of expatriates. Participants will also learn the management-by-objectives method in evaluating the effectiveness of foreign missions.

The training aims to familiarize participants with the repatriation, return from overseas assignments. We discuss the complexity of returning an employee during the training after completing the task carried out abroad. We discuss the factors that determine the repatriation process and the tools used in practice to manage expatriates. 

We draw attention to the impact of personal and family factors on the effectiveness of repatriation.

International assignments involve costs, so it is particularly important in the repatriation process to assess their effectiveness. The training aims to familiarize participants with the essence of the efficacy of expatriate international assignments. The issues of adaptation of universal measures of effectiveness to the specifics of work abroad will be discussed. Participants compare the financial and nonfinancial outlays (e.g., remuneration, training, support, mission administration costs, adaptation costs) and effects (e.g., achievement of mission objectives, organizational development) of such assignments. Participants estimate the potential benefits of a foreign mission for the organization and the expatriate. 

Participants also learn to apply the management-by-objectives method in evaluating the effectiveness of international assignments.

The program begins a few weeks before the planned relocation. In the first stage, the purpose of relocation training is to prepare the relocated person to work in a foreign branch of the company, to learn communication skills with people from different cultures (with particular emphasis on Polish business culture), to minimize culture shock, and to prepare for acclimatization in a new workplace. If the relocation involves a family, it is recommended that family members participate in the relocation training. After the relocated person arrives in Poland, we offer on-the-spot care and support in everyday situations. 

As part of relocation training, we also provide HR support in working with a relocated employee.

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