INTERNATIONAL

ASSIGNMENT &
ITS IMPACT ON WORK LIFE BALANCE
CONTENT TABLE
• Introduction
• Types of international assignment
• Need for international Assignment
• selection process
• Attributes of successful Assignment
• securing visas
• preparation for Assignment
• parties involved
• Family
• The work team
• The team leader and so on.....
INTRODUCTION
• International Assignment means transfer of a job
overseas.
• for a period of one year to three years.
• provide opportunities for personal and professional
Development.
• enables companies to place executives in market
where specific capabilities needed.
• Help in learning global market, culture, and
workforce Difference's.
TYPES OF INTERNATIONAL
ASSIGNMENT
• Development Assignment.
• project Assignment.
• Technological Transfer Assignment.
• management oversiy Assignment.
• Regional coordination Assignment.
• Worldwide Assignment.
WORK LIFE BALANCE
NEED FOR INTERNATIONAL
ASSIGNMENT
1.Filling a need in an existing operation.
2.Transferring technology or knowledge to a worksite
(or to a client's worksite).
3.Developing an individual's career
4.Analyzing the market to see whether the
company's products or services will attract clients
and users.
5.Launching a new product or service.
SELECTION PROCESS
• Determining the purpose and goals for an
international assignment will help guide the
selection process. A technical person may be best
suited for transferring technology, whereas a sales
executive may be most effective launching a new
product or service.Traditionally, organizations have
relied on technical, job-related skills as the main
criteria for selecting candidates for overseas
assignments, but assessing global mindset is
equally, if not more, important for successful
assignments.
Attributes of successful
expatriates
.Intellectual capital -Knowledge, skills, understanding
and cognitive complexity.
.Psychological capital - The ability to function
successfully in the host country through internal
acceptance of different cultures and a strong desire
to learn from new experiences.
.Social capital - The ability to build trusting
relationships with local stakeholders, whether they
are employees, supply chain partners or customers.
Securing Visas
• Once an individual is chosen for an assignment, the
organization needs to move quickly to secure the
necessary visas. Requirements and processing times vary
by country. Employers should start by contacting the host
country's consulate or embassy for information on visa
requirements.
• 1.A work permit authorizes paid employment in a
country.
• 2.A work visa authorizes entry into a country to take up
paid.
• 3.A dependent visa permits family members to
accompany or join employees in the country of
assignment.
• 4.A multiple-entry visa permits multiple entries into a
country
Preparing for the Assignment
• Location of the assignment.
• Base salary and any incentives or allowances
offered.
• Employee's responsibilities and goals.
• Employment taxes.
• Repatriation.
• Safety and security measures (e.g., emergency
evacuation procedures, hazards).
Parties involved
• key parties involved in an assignment:
• Family.
• Work team.
• Manager/team leader.
• Organization.
Family
• As society has shifted from single- to dual-income
households, the priorities of potential expatriates
have evolved, as have the policies organizations use
to entice employees to assignment
locations.Studies show that transferee children
who have a difficult time adjusting to the
assignment contribute to early returns and
unsuccessful completion of international
assignments, just as maladjusted spouses do. From
school selection to training to repatriation, HR can
do a number of things to smooth the transition for
children.
The work team
• Whether the new expatriate will supervise the
existing work team, be a peer, replace a local
national or fill a newly created position, has the
existing work team been briefed? Plans for a formal
introduction of the new expatriate should reflect
local culture and may require more research and
planning as well as input from the local work team
The manager/team leader
• Technology has eliminated those constraints. Today,
maintaining a long-distance mentoring relationship
through e-mail, telephone and videoconferencing is
much easier. And that technology means HR is not
confined to its corporate halls when considering
mentor-mentee matches.
Employment Laws
• Employers must also be certain to comply with
both local employment law in the countries in
which they manage assignments and requirements
for corporate presence in those countries
Compensation
• Some companies also allow expatriates to split
payment of their salaries between the host
country's and the home country's currencies. The
expatriate receives money in the host country's
currency for expenses but keeps a percentage of it
in the home country currency to safeguard against
wild currency fluctuations in either country.
Housing
• Expatriates may find the reality of foreign housing
very different from expectations, particularly in
host locations considered to be hardship
assignments. Expats will find—depending on the
degree of difficulty, hardship or danger—that
housing options can range from spacious
accommodations in a luxury apartment building to
company compounds with dogs and armed guards.
Measuring Expatriates'
Performance
• Failed international assignments can be extremely
costly to an organization. There is no universal
approach to measuring an expatriate's
performance given that specifics related to the job,
country, culture and other variables will need to be
considered. Employers must identify and
communicate clear job expectations and
performance indicators very early on in the
assignment.
Retention
• Employees on foreign assignments face a number
of issues that domestic employees do not.
According to a BGRS survey, the majority of
expatriate employees who leave their organizations
in the midst of international assignments "do so
because of issues related to the assignment and
adaptation, whether it was related to the job itself,
career concerns overall or as a result of poor
candidate selection."10 Obviously, retention of
international assignees poses a significant
challenge to employers.
Safety & Security
• When faced with accident, injury, sudden illness, a
disease outbreak or politically unstable conditions
in which personal safety is at risk, expatriate
employees and their dependents may require
evacuation to the home country or to a third
location. To be prepared, HR should have an
evacuation plan in place that the expatriate can
share with friends, extended family and colleagues
both at home and abroad.
Home visits
• Most companies provide expatriates with trips
home. Although such trips are intended primarily
for personal visits, scheduling time for the
expatriate to visit the home office is an effective
method of increasing the expatriate's visibility.
Having expatriates attend a few important
meetings or make a presentation on their
international assignment is also a good way to keep
them informed and connected.
Preparation to return home
• The expatriate should receive plenty of advance notice
(some experts recommend up to one year) of when the
international assignment will end. This notice will allow
the employee time to prepare the family and to
prepare for a new position in the home office. Once the
employee is notified of the assignment's end, the HR
department should begin working with the expatriate
to identify suitable positions in the home office. The
expatriate should provide the HR department with an
updated resume that reflects the duties of the overseas
assignment. The employee's overall career plan should
be included in discussions with the HR professional.
Methodology
• The Methodology are secondary in nature and are
collected from multiple websites present on
internet.
• The Methodology are theoretical in nature
• Analysis of various Research Paper Available on
internet
Suggestions
• self initiated expatriation
• selection of employee who are interested in abroad
• Better Facilities abroad
• Recreational facilities
• more holidays
• promotion opportunity
• counselling
•
Conclusion
• After studying the international assignment and it's
impact on work life balance it is proved that the
international Assignment is a complex and Dynamic
process and it's affect the employee mentally and
physically so a company must choose a potential
employee who are physically and mentally
prepared to face barrier's while he or she are on
the foreign land.
Website and references
http://www.shrm.org
htttp:llwww.igi-global.com
http:llwww.wikipedia.com
Submitted By:
• Name -shaheed Nawaz
• Class- B.com 5Th sem
• Roll- 209
• Subject - GHRM ....THANK YOU....