HR must deliver results from expatriating their employees. Both when posted abroad and upon repatriation.
Acknowledging that an expatriation will result in a demand for other skills, and from the accompanying family as well, is key to protecting your ROI.
When expatriating an employee who is competent in executing what they are hired to do, HR must consider that this employee may not automatically be equally competent in expatriating / repatriating skills. This is a different task for them to succeed in.
As a result of HR not acting prior to expatriating an employee, some expatriates get buried in the administration and technicalities of an international assignment instead of capturing strategic opportunities. There may very well be failure to integrate and also in cultural adaptation. This will stand in the way of goal achievement at work.
In a nutshell, You want to take action beforehand.
All workshops that I offer have 3 common goals:
Securing your ROI
Secure the company´s investment when expatriating an employee.
Educating & empowering
Your own family status, travel experience, emotional and rationale heritage may make you biased, so these must be clear to you, in order to engage with an open mind and empower your decision making.
Creating supportive HR
Guidelines & policies
They must be designed to support a successful expatriation.
Workshops are carried out in groups of 1 to 3 people or 4+ people.
Prepare yourself & your team
Prepare yourself and your team for the workload and tasks associated with an expatriation, both before and during the move.
Why being the HR for the spouse and children matters and how to best do this
Expatriating an employee with a spouse and/or children requires more input from you and your team.
How to manage a repatriation
Does your HR department have a repatriation plan in place? If not, then this is a profitable workshop for you and your team.