Question

Mark Anderson, a 36 year old married male, will be sent to India to work in the sales office of your medium sized manufacturing facility that produces professional and causal clothing for women. My staffing approach is geocentic – Mark’s position is head of international sales in the sales office. Mark will take is wife Susan who is an elementary school teacher and their son, David who is in the 7th grade. Mark’s assignment is for 3 years. He and his family will then move back to the company’s headquarters to work.

You will need to develop a plan for: Pre-departure training for Mark and his family.

In-country training for Mark and his family.

Repatriation program for Mark.

Position and compensation for Mark upon ending his assignment.

Answer 1

1. Pre-departure training for Mark and his family :

a. Assessment of the proposed team of expats - Mark and his family's background and any prior international travel and stay details will need to be collated and reviewed to understand their familiarity and ease with different cultures. A simple checklist or survey for each adult in that family can provide the HR team with details on what training areas to focus on to ease the families' living and working in India.

b. Introduction to living and working in India - Once the assessment is completed, Mark's family can be provided with online resources to help them understand the culture they will be living in, and to enable them to identify questions to ask during the subsequent training sessions.

c. Expat training specific to India - Training specifically geared to acquaint the family with possible experiences they might encounter will help them to better prepare for the move. Cultural-sensitivity training will also help them better understand and accept the differences in their cultures. Mark could additionally be provided with a 'working in indian culture' type training that will smooth his assimilation into his role where he will work with almost exclusively with indian colleagues. Building sensitivity to accents, gestures and mannerisms as well as DOs and DONTs will make for an easier transition into his new position.

(Goodman, 2014)

2. In-country training for Mark and his family :

a. Moving to a new country will always entail new and unusual situations that cannot all be planned for. While in India, Mark would need assistance to ensure he is able to execute his duties efficiently and with the best outcomes for all. A cultural/work coach or trainer could help ease some of the difficulties and if possible remain as a point of contact for Mark to voice concerns, questions etc. arising out of day to day interactions.

b. Appropriate knowledge transfer about the daily work and contacts/networks, mode of work, possible future clients etc. should be provided in the first few days of Mark's arrival so he is well-informed about his roles and responsibilities.

(Goodman, 2014)

3. Repatriation program for Mark :

a. Returning expats will need help to readjust to life in a country different from their recent one. Repatriation can be a second upheaval professionally and personally and should be treated as such. Returning expats can often feel alienated after being away for long periods and this needs to be factored in to ensure they are provided with adequate assistance to find a place to stay, schools for kids, jobs for spouses etc. Providing a group/contact that they can reach out to with queries will make for an easier repatriation.

b. Creating an internal forum for the community of returning expats can also help them find answers to questions that others are facing/have faced. This can help them make new contacts/friends in similar situations to help ease the move back.

c. Career and work counseling should also be provided to Mark, having been away from the main offices for so long there might be a disconnect with the current status of things. This can also help the firm find the best position for Mark to put his international work experience to use.

(Black, Gregersen, 1999)

4. Position and compensation for Mark upon ending his assignment :

Mark was sent to India as the Head of International sales in the sales office. His international work experience would be a real asset in the International Sales department, as the Director/Associate Director of International Sales. Having worked in the sales office in India, he would have a lot of insights that can help the new international heads of sales in countries, especially around

- maximising sales abroad

- challenges that they might encounter in international sales in similar markets

- solutions/mitigations to those challenges

- risk management in other countries

He would need to be given a suitable pay rise to suit his new position, taking into account the fact that he relocated his entire family for a period of 3 years and any lack of earnings incurred/effort expended for the move.

References :

Black, J. Stewart., Gregersen, Hal. (1999) The Right Way to Manage Expats. HBR International Business. (Mar-Apr).

Goodman, Neal. (2014) Six Steps for Successful Expatriate Training. Association for Talent Development newsletter.