12.2 International assignment management

International assignment management is a crucial aspect of global HR strategy. It involves sending employees to work in foreign countries, selecting the right candidates, and providing comprehensive support throughout the assignment.

Effective international assignment management requires careful planning, from selection and preparation to compensation and repatriation. It aims to maximize the benefits of global mobility while addressing challenges like cultural adaptation and family adjustment.

Types of international assignments

• International assignments involve sending employees to work in foreign countries for specific periods of time, which can range from a few months to several years, and are critical for multinational organizations to expand their global presence, transfer knowledge, and develop global leadership capabilities
• Common types of international assignments include short-term assignments (usually less than 12 months), long-term assignments (typically 1-5 years), and permanent transfers (indefinite relocation to a foreign country)
• Other types of international assignments include commuter assignments (regular travel between home and host country), rotational assignments (alternating periods in home and host country), and virtual assignments (working remotely for a foreign subsidiary or team)

Selection for international assignments

• Selecting the right candidates for international assignments is crucial for the success of the assignment and the organization's global strategy, and involves assessing a combination of technical skills, cross-cultural competencies, and personal characteristics

Candidate assessment criteria

Top images from around the web for Candidate assessment criteria

• 

  Processing Applications and Screening Resumes | Bridgespan View original

  Is this image relevant?

• 

  What Makes an Effective Leader? | Principles of Management View original

  Is this image relevant?

• 

  Processing Applications and Screening Resumes | Bridgespan View original

  Is this image relevant?

• 

  What Makes an Effective Leader? | Principles of Management View original

  Is this image relevant?

1 of 2

Top images from around the web for Candidate assessment criteria

• 

  Processing Applications and Screening Resumes | Bridgespan View original

  Is this image relevant?

• 

  What Makes an Effective Leader? | Principles of Management View original

  Is this image relevant?

• 

  Processing Applications and Screening Resumes | Bridgespan View original

  Is this image relevant?

• 

  What Makes an Effective Leader? | Principles of Management View original

  Is this image relevant?

1 of 2

• Technical skills and expertise required for the specific role and responsibilities of the assignment
• Leadership potential and ability to navigate complex global business environments
• Adaptability and resilience to cope with the challenges of living and working in a foreign country
• Cultural intelligence and sensitivity to effectively interact with people from diverse backgrounds

Candidate personal characteristics

• Open-mindedness and curiosity to learn about and embrace different cultures and ways of living
• Emotional intelligence and interpersonal skills to build relationships and collaborate with colleagues and stakeholders in the host country
• Flexibility and tolerance for ambiguity to adapt to changing circumstances and overcome obstacles
• Self-awareness and self-management to maintain personal well-being and work-life balance during the assignment

Family considerations in selection

• Willingness and readiness of the candidate's spouse or partner to relocate and adapt to the host country
• Educational and developmental needs of the candidate's children and availability of suitable schools in the host country
• Health and special needs of family members and access to appropriate medical care in the host country
• Career aspirations and employment opportunities for the spouse or partner in the host country

Preparation for international assignments

• Comprehensive preparation programs are essential to help assignees and their families adjust to the cultural, linguistic, and practical aspects of living and working in a foreign country, and to minimize the risk of assignment failure or premature return

Cross-cultural training programs

• Pre-departure cross-cultural training to develop cultural awareness, understanding of the host country's values, norms, and business practices, and skills for effective cross-cultural communication and collaboration
• In-country cultural immersion experiences to gain first-hand exposure to the local culture, customs, and way of life
• Ongoing cultural coaching and support throughout the assignment to help assignees navigate cultural challenges and adapt to the host country environment

Language training and support

• Pre-departure language training to develop basic proficiency in the host country language for daily life and work interactions
• In-country language immersion programs to accelerate language acquisition and fluency
• Language support services (translation, interpretation) to facilitate communication and understanding in the workplace and community

Pre-departure practical assistance

• Logistical support for visa and work permit applications, relocation, housing, and schooling arrangements
• Orientation sessions on the host country's healthcare system, banking, transportation, and other essential services
• Assistance with tax planning, insurance, and other financial and legal matters related to the international assignment

Compensation for international assignments

• Designing an effective compensation package for international assignees is critical to attract and retain talent, ensure fair and competitive remuneration, and comply with legal and tax requirements in both the home and host countries

Base salary determination

• Approaches to determine base salary include home-based (based on home country salary structure), host-based (based on host country salary structure), and global (based on a global salary structure)
• Factors influencing base salary determination include the assignee's job level, skills, and experience, as well as the host country's labor market conditions and cost of living

Cost of living adjustments

• Cost of living allowances (COLA) to compensate for differences in the cost of goods and services between the home and host countries
• COLA calculations based on reliable cost of living data and indices, and regular reviews to ensure accuracy and fairness

Hardship and danger premiums

• Hardship premiums to compensate for challenging living conditions (climate, pollution, infrastructure) in the host country
• Danger premiums to compensate for safety and security risks (political instability, crime, terrorism) in the host country
• Premiums determined based on objective assessment of hardship and danger levels, and benchmarking with industry practices

Housing and education allowances

• Housing allowances to cover the cost of suitable accommodation in the host country, based on family size and local housing market conditions
• Education allowances to cover the cost of international or private schools for the assignee's children in the host country
• Allowances reviewed regularly to ensure adequacy and competitiveness, and to accommodate changes in the assignee's family circumstances

Tax equalization policies

• Tax equalization to ensure that the assignee's tax liability is not higher than it would be in the home country
• Tax equalization calculations based on hypothetical tax (tax on home country income) and actual tax (tax on host country income), with the company covering any excess tax liability
• Tax assistance and compliance services to help assignees navigate the complex tax implications of international assignments

Support during international assignments

• Ongoing support and engagement are essential to help international assignees and their families adjust to the challenges of living and working in a foreign country, maintain their well-being and performance, and achieve the objectives of the assignment

Ongoing communication and engagement

• Regular communication between the assignee and home country HR, line manager, and colleagues to maintain connection and alignment with the home organization
• Virtual and in-person meetings, newsletters, and other communication channels to keep the assignee informed and engaged with company developments and events
• Opportunities for the assignee to provide feedback, share experiences, and contribute to organizational learning and improvement

Mentoring and coaching programs

• Assigning a mentor or coach from the home country to provide guidance, support, and career development advice to the assignee throughout the assignment
• Providing access to local mentors or coaches in the host country to help the assignee navigate cultural and professional challenges and build local networks
• Offering virtual and in-person coaching sessions to address specific challenges, develop skills, and support the assignee's personal and professional growth

Emergency assistance and evacuation

• 24/7 emergency assistance services to provide medical, security, and logistical support to the assignee and family in case of illness, accident, or crisis situations
• Evacuation plans and procedures to ensure the safety and well-being of the assignee and family in case of political instability, natural disasters, or other emergencies in the host country
• Insurance coverage for medical treatment, evacuation, and repatriation expenses, as well as liability and property damage

Repatriation after international assignments

• Effective repatriation planning and support are critical to ensure a smooth transition back to the home country, retain the skills and knowledge gained during the assignment, and leverage the assignee's international experience for the benefit of the organization

Repatriation planning and support

• Early planning and communication of the repatriation process, timeline, and available support services to the assignee and family
• Assistance with logistics (housing, schooling, transportation) and administrative matters (work permits, visas, tax) related to the return to the home country
• Repatriation training and coaching to help the assignee and family readjust to the home country culture and work environment, and cope with reverse culture shock

Career management for repatriates

• Proactive career planning and management to ensure that the assignee's international experience is valued and leveraged in the next role and career progression
• Providing opportunities for the repatriate to share knowledge, insights, and networks gained during the assignment with colleagues and teams in the home country
• Offering mentoring, coaching, and leadership development programs to support the repatriate's career advancement and retention in the organization

Retention of repatriated employees

• Recognizing and rewarding the repatriate's international experience and contribution to the organization through compensation, promotion, and other incentives
• Providing ongoing support and resources to help the repatriate and family readjust to the home country and maintain their well-being and work-life balance
• Monitoring and addressing any issues or challenges that may arise during the repatriation process and beyond, to ensure the repatriate's successful reintegration and long-term retention in the organization

Challenges of international assignments

• International assignments can present significant challenges for both the assignee and the organization, which can impact the success of the assignment and the well-being of the assignee and family

Cultural adaptation and shock

• Difficulty adapting to the host country's cultural norms, values, and behaviors, leading to misunderstandings, conflicts, and stress
• Experience of culture shock, a sense of disorientation and anxiety resulting from the immersion in an unfamiliar culture
• Challenges in building relationships and trust with local colleagues, customers, and stakeholders due to cultural differences and communication barriers

Family adjustment difficulties

• Spouse or partner's difficulty finding employment or meaningful activities in the host country, leading to frustration, isolation, and resentment
• Children's difficulty adjusting to a new school system, language, and social environment, leading to academic and behavioral problems
• Family members' experience of homesickness, loneliness, and loss of support networks, impacting their mental health and well-being

Dual-career couple challenges

• Difficulty maintaining both partners' careers during the international assignment, especially if the spouse or partner is unable to work in the host country
• Strain on the relationship due to the sacrifices and compromises required to prioritize one partner's career over the other
• Challenges in reintegrating both partners' careers upon repatriation, especially if the trailing spouse has experienced a career gap or downgrade during the assignment

Benefits of international assignments

• Despite the challenges, international assignments can offer significant benefits for both the assignee and the organization, contributing to personal and professional growth, global competitiveness, and long-term success

Employee skills and knowledge development

• Opportunity to develop new technical skills and expertise through exposure to different work practices, technologies, and industries in the host country
• Enhancement of soft skills such as adaptability, resilience, communication, and collaboration through the experience of working in a diverse and challenging environment
• Acquisition of language skills and cultural knowledge that can be valuable for future international roles and responsibilities

Global mindset and cultural intelligence

• Development of a global mindset, the ability to understand and navigate the complexities of the global business environment, and to think and act across borders
• Enhancement of cultural intelligence, the capability to relate and work effectively in culturally diverse situations, and to bridge differences and find common ground
• Increased awareness and appreciation of diversity, inclusion, and cross-cultural collaboration, which are essential for leadership in a global context

Organizational knowledge transfer

• Opportunity to share best practices, innovations, and lessons learned from the home country with the host country team, and vice versa
• Facilitation of knowledge transfer and cross-pollination of ideas across different units, functions, and geographies of the organization
• Contribution to the development of a global knowledge network and the organization's overall learning and innovation capacity

Evaluation of international assignments

• Regularly evaluating the effectiveness and impact of international assignments is essential for ensuring their alignment with organizational goals, optimizing their value and ROI, and continuously improving the assignment management process

Assignment success criteria

• Defining clear and measurable success criteria for each international assignment, based on the specific objectives, deliverables, and performance expectations
• Considering both quantitative criteria (business results, project outcomes) and qualitative criteria (relationships, cultural adaptation, learning) in the evaluation
• Involving multiple stakeholders (assignee, host country manager, home country manager, HR) in the definition and assessment of success criteria

Return on investment (ROI) analysis

• Conducting a comprehensive ROI analysis to assess the financial and non-financial costs and benefits of each international assignment
• Considering direct costs (compensation, relocation, training) and indirect costs (opportunity costs, productivity losses) in the ROI calculation
• Measuring the tangible benefits (business growth, market entry, knowledge transfer) and intangible benefits (employee development, global mindset, reputation) of the assignment

Continuous improvement of programs

• Regularly collecting feedback and data on the effectiveness and impact of international assignment programs from various sources (assignees, managers, HR, external partners)
• Conducting a thorough review and analysis of the feedback and data to identify strengths, weaknesses, and areas for improvement in the assignment management process
• Implementing changes and enhancements to the policies, practices, and support services based on the insights and lessons learned from the evaluation, to continuously optimize the value and success of international assignments