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- 2 ) page memo to your boss summarizing your ideas.
To: Unit HR Head
From: HR Manager
Subject: Proposal of strategies to reduce the turnover of expatriates
As it has been a fund that the expatriates turnover rate is very high in our company and the rate of turnover is increasing day by day. It is a serious issue for the company because due to the high turnover rate of expatriates the expenses of the company has been increased as well as the productivity of the company has been reduced significantly. The expenses have been increased because every time the company has to spend money on the hiring of new expatriate when the previous one leaves. The productivity has been reduced because when an expatriates leaves and the company hires a new one, there is a time gap in between these two. In the gap, the management is not done well, and productivity decreased to almost zero. Therefore, we need to reduce the turnover rate of the expatriates. To reduce the turnover rate of expatriates the first thing that we have to do is to analyze why expats are leaving. I analyzed it and found some loopholes that we need to overcome to reduce the turnover rate of expatriates.
When expatriates are sent to other countries, they have to deal with the different culture. The cultures of the other countries are different, the attitude of the local people is different, and their language, lifestyle, eating habits, a way of doing work, perception, emotion, moral and values are different (Nguyen et al., 2015). The expatriates need to deal with all these things which are quite difficult. The expatriates must involve within those cultures to get successful. If they are not adopting the local culture either they will be failed or leave the job. Therefore, we need to provide necessary support to them to be able to manage in a different culture. The first and foremost thing is to make them aware of the culture they will be sent to. It is very important for an expatriate to know in which culture he or she is going, how the people of that culture behave, how they react to a particular situation, what are their values and beliefs (Nguyen et al., 2015). Before sending them abroad, we need to provide them the proper training to make them aware of the culture they will be dealing with.
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The other thing is that they leave their home country for the company for a year or more than a year. So, they need motivation for the same (Hussain et al., 2018). Therefore, it is the responsibility of the company to provide them necessary motivational measures. The company should recognize their effort to make them feel valuable in the company. If their effort is recognized, they will feel that they are very dear to the company and put their hundred percent for the betterment of the company (Hussain et al., 2018). Apart from this, the company should also make them sure that when they are back to their home country after finishing the project they are being sent for, they will get the position of their choice according to their qualification, experience, abilities, skills, and competencies. It will make them confident in doing their work outside the country (Hussain et al., 2018).
In this way, we can reduce the turnover rate of expatriates.
Nguyen, P., Felfe, J., & Fooken, I. (2015). Interaction effects of dual organizational commitment on retention in international assignments: the case of Western expatriates in Vietnam. The International Journal of Human Resource Management, 26(11), 1407-1427.
Hussain, T., & Deery, S. (2018). Why do self-initiated expatriates quit their jobs: The role of job embeddedness and shocks in explaining turnover intentions. International Business Review, 27(1), 281-288.