Memo – Strategies To Reduce Expatriate Turnover

Assignment Instructions

Imagine you are an HR manager, and you have been challenged with the task of reducing expatriate turnover. Think of one or two (1-2) strategies to accomplish this task, and write a one (1) page memo to your boss summarizing your ideas. Persuade him that this is the direction to go.

Write a one (1) page memo in which you:

  • Develop two (2) strategies that will help your company reduce expatriate turnover. Summarize both ideas in memo format to present to your boss.
  • Create compelling arguments in favor of your solution to persuade your boss.

The specific course learning outcomes associated with this assignment are:

  • Analyze international business strategy to identify human resource requirements and formulate supporting HRM plans that can improve productivity and contribute to the firm’s competitiveness.
  • Propose staffing alternatives for foreign operations and address the considerations for the use of expatriates versus localization or third-country nationals.
  • Use technology and information resources to research issues in global HRM.
  • Write clearly and concisely about global HRM using proper writing mechanics.

Read also Managing High Turnover Rates In Acute Care Ward

Sample Answer – Strategies To Reduce Expatriate Turnover

Expatriate failure or expatriate turnover is normally evaluated as premature return of workers from foreign assignment. Increase in expatriate turnover is becoming unbearable as more and more workers need to be hired now and then to replace those that abandoned their duties or dismissed. This is increasing to the company’s hiring expenses and thus, something ought to be done. After reviewing the situation for a while, I have established two major reasons as to why the expatriate turnover is increasing on daily basis. These reasons include cultural difference challenges and long-time separation with the family since most of these relocations do not involve family transfer but individual worker transfer (Lueke & Svyantek, 2000).

Based on the identified problems, I would like you to consider engaging individuals to be sent to work abroad in a cultural training. In this, the workers will be trained the country’s national language to effect communication, their business culture and other major cultural differences to be expected in the new assignment. This will prepare them on what to expect and help them develop a coping mechanism. The company –should also consider developing a schedule in which the managers can relocate with their nuclear family if married or that they can be frequently be visiting home to ensure that they do not lose the sense of having a family or they may not feel like they have abandoned their family. This will make them more focused in their operations and thus, reducing the cases of expatriates. For those who do not have families (wives or husbands and kids), regular visits should be allowed to ensure that they remain connected to their families. This will motivate them to keep on working since the work will not interfere much with their social life. I just hope you will consider the proposed measure (Heijden et al., 2009).

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