Managing international assignments and expatriation

International assignments incur substantial direct costs for the employer relating to the relocation of the employee (and family), the provision of remuneration packages while abroad, repatriation costs and the recruitment and relocation of a replacement if required.  The direct costs of failure are also high.  Indirect costs of failure can be huge, and include damage done to relations with customers, suppliers, and the local community.

The term 'international assignment' is used very broadly. It can be used to describe any of the following situations.

• Frequent business trips, of less than 31 days duration per single trip, usually covered by the organisation's business travel and 'per diem' expenses policy.
• Short term assignments, over 31 days but less than 12 months. The employee may become technically employed by the host country subsidiary, with certain additional benefits according to the circumstances of the individual. Career management remains the province of the home country, while performance management may be shared.
• Long term assignments, usually two years or more. In this situation, it is more likely that assignees will be put onto local terms and conditions.

Steele HR Services will help you to review or create effective policies and processes.