Expat Final Presentation

7/31/2019 Expat Final Presentation

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Presented By:

Parthvi Trivedi

Rajshree Pandya


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Introducing Expatriates

Who is anExpatriate?

Need of anExpatriate in

Today's World?

Growing TrendOf an Expatriate?


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Need for this Research

To increase the success ratio of expatriate assignments.

Help a company to retain experienced internationalemployees.

To minimize the overall expatriates costs.

.


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Objective

To identify the core factors responsible for success & failure of

Expatriate assignments

This tool is aimed at:Comprehendingthe factors to be

kept in mindbefore sendingemployees for

expatriate

assignments

Guiding existingcompanies tofind out the

reasons for highexpatriate

turnover ratio

MakingExpatriates

assignment aGrand

Success!


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For primary data collection, a questionnairehaving 16 questions was prepared having acombination of both open and close ended

questions.

Sample size of our research was 30.

A master list of all the respondents wasprepared.

The responses were divided into four categorieslike: age wise segmentation, success vs. failure

ratio, reasons for expat success and reasons forexpat failure.

The top 3 responses of each category wereanalyzed and listed.


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Other LiteratureReview


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Expatriation Process

Expatriate

Selection

Pre-departure

Training

Expatriate In

Foreign

Country

Repatriation


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Obergs(1960) Adaption Model

Honeymoon 4 to 6 weeks

Culture shock 6 to 8 months

Recovery 1 to 2 years

Adjustment 2 to 4 years (from the starting ofassignment)


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Common Mistakes Made WhileSelecting Expatriate

Common Mistake Recommended Practice

Little lead time for decision-making.Allow sufficient time (90 days) for careful consideration and

assessment of candidates.

Single choice of candidates.

Have a pool of multiple candidates that already has been

identified as strong contenders for international

assignments.

Jobs technical factors and required skill sets used as most

paramount decision tool.

Skill sets balanced with intercultural and spouse/family

criteria.

Spouses not included in decision process.Employee and spouse treated as a unit (Other family

members needs considered, as well.).

One decision-makerhome country manager.Include international human resources (HR) and host-

country management as part of the selection team.

Assignment considered a single event in employees career. Make the international assignment part of a career plan.

Financial incentives used to convince employees to take an

assignment.

Emphasize to employees the international experience and

career advancement.

The original concept of this table was created by Michael Tucker of Tucker International, Boulder, Colorado.


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Key Attributes Of SuccessfulExpatriates

People who have outgoing personalities seem to adaptfaster than desk-bound introverts.Extroverted

People who are naturally interested in new experiences andmeeting new people often adapt easier in offshore

environments than those who do not.

Adventurous

People who have experience with ethnic diversity tend toadapt better than those who are unfamiliar withinternational cultures.

Cultural Sensitive

People who are self-reliant are generally better expatriatesthan those who are used to layers of administrative

support.

Independent

People who believe strongly that successful internationalexperience is vital to their long-term career success will bemore inspired to make it work.

Career Motivated


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Analysis Of

Our Findings


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Our analysis comprises of

Age-wiseSegmentation Of

Respondents

Success vs.Failure ratio of

Expatriates

Factors leadingto Expatriates

success

Factors leadingto Expatriates

failure


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Beginners are more enthusiastic, open todifferent work culture and free from familystress.

Preferences of middle aged people are quite

different from beginners.Like for them jobprofile is more important rather then workpackages.

People aging from 41-50 years give morepriority to their family and avoid relocation.

Age-wise Segmentation

40%

33%

27%

Age-wise Segmentation Of

Respondents

21-30 years

31-40 years

41-50 yearsTotal Responses = 30


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As we previously said that maximumexpats sent are beginners having highadaptability and low family problems. Dueto this reason the success ratio is high.

But however the failure ratio is not too lowto be neglected.

The factors responsible for the success orfailure of an expat are analyzed andexplained in our further presentation.

Success vs. Failure ratio of Expatriates

60%

40%

Success Vs Failure

Success ratio

of expatriates

Failure ratio

of expatriates


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High adaptability of an expat helps them to

mingle around faster.

Pre-departure training should consists of

Technical as well as Cultural aspects.

Providing Repatriation program becomes

equally important in order to help the repatriates,

come out ofreverse cultural shock.

Factors leading to Expatriates success

0 5 10 15 20 25

Repatriaton Programs

Pre-departure training

Adaptability

No Of Responses

Top 3 Reasons for Expatriate

Success


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Lack of technical & cultural training will leave them

with ambiguity regarding what is to be done?. This

will directly affect their performance level.

Cross-cultural differences can lead to problems like

communication gap, difference in food habits,

difference in business etiquette.

Family oriented problems can also influence the

expats failure.

Factors leading to Expatriates failure

0 5 10 15 20

Family Stress

Cross-Cultural Difference

Lack Of Proper Training

No Of Responses

Top 3 Reasons For Expatriate

Failure


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According to our research a company should take care of 3 main points:

Proper selection of candidates

Pre-departure Training.

Repatriation Programs

Hence by putting in place suitable HR policies & procedures, anorganization can more efficiently manage HR globally.

Conclusion


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Documents

Expat Final Presentation