This research aims in identifying the different aspects involved in the management of expatriate which helps in enhancing the organizational performance. A clear idea is given by the research proposal on conducting this research as well as the methodologies included. The report also states the objectives as well as the time table on how the research is being conducted. Thus the main focus is given to the expatriate management in the international companies and to determine how it increases the organizational efficiency.
Introduction
One of the major aspects of the management in business is the HRM (Human Resource Management) and this research area is used from over many years. As all individuals are different and they have different behaviours as well as perceptions it is very much difficult to manage the organizational workforce. Thus with the environmental changes as well as the altering market demands there has been a change in the HRM and also changes which are related to the employees attitudes as well as the available options to them. Due to the trends in globalisation employees started shifting to different nations for their own countries and as a result of that it resulted in establishing fluctuations in the policies involved in the HRM.
In the context of the globalisation, HRM is otherwise known as IHRM (International HRM). This is because the HRM practices is seen in a global perspective as the operation of the company is all around the globe. As internationalisation in the business operations has caused the employees movement it thus happened the organization require sending a worker of the company to other and this resulted in a condition that the employees work in other country and with different employees. This definition is quite simple fort the expatriates. Thus the employees who are working in other country are referred to as expatriates. This research proposal includes the preset diversity in the management of expatriates and the potential benefits achieved due to them in the organization. Expatriates are now increasing worldwide due to the impact of globalisation and companies are sending its employees to other countries so as to maximise the productivity and thus achieving organisational efficiency. Thus more strategies should be developed by the company in achieving benefits otherwise they cannot succeed in the global market. Thus more expatriates are being sent to other companies so that employees get a chance to work with people from other countries thus sharing others knowledge and skills.
Rationale behind choosing this topic
When analysing the world of present business it is identified that many impacts are caused due to the globalisation on the overall activities involved in the business. An important element of the present world business is expatriates and when an organization starts its operation in a different country one thing becomes very much important which are the requirements of the employees who are efficient at the base which exists abroad. When looking the different activities as well as in comprehending different issues it is very much necessary.
When considering the top management in the country which is new the form is required to cultivate and create employees who are new as per the characteristics and styles of the business of the organization. All these factors make sure that the company is getting benefits as that all features are incorporated in the policies of the company and in fact they require transfer of the culture of the organization in the present country. When IHRM (International Human Resource Management) Humis considered the practices as well as concerns of the organization becomes very much important so that all overall system capability is increased by the company. Another important challenge which is faced by the company is the requirement for the diversity management due to the movement of expatriates. Diversity can be created due to the movement of expatriates when considering language, culture, ethnicity, skills, race, age and more.
Thus a high scope is created for diversity as well as for the management of cross cultural diversity. This is very much important for the performance level maintenance of the expatriates and it maintains then to remain motivated in the workforce which is diverse. This research optimises the expatriates utilization as well as their involvement so that the performance of the organization can be enhanced.
AIM
The research aim is to evaluate critically the expatriate management role and the diversity caused for the expatriate movement.
Objectives
To know the theories regarding the expatriates as well as their management.
Also to know different aspects of the management of expatriates and the function in performance enhancement.
To identify different diversity types which are formed due to expatriates as well as their management?
To analyse the issues and challenges faced in the management of the expatriates and to make appropriate recommendations.
Literature Review
An employee at a company who is citizen of another company. Some governments’ require companies hiring expatriates to show cause that the job could not be performed by a local citizen. Expatriates are generally subject to taxation in the country where they are working, though citizens of the United States often pay American taxes as well as local taxes, depending on their levels of income.
(http://financial-dictionary.thefreedictionary.com/Expatriate)
The employees can be send for an indefinite period, random or for a fixed period. The following of this practice is done when globalisation became the major constituent of the international business. Due to the advancement in the technology, other facility which also includes transportation improved and the circumstances which is favourable for globalisation is attained. Furthermore, due to increase in supply demands resulted in markets which are new. When the country’s market became saturated, new products are being introduced in the markets which are new. This was the initial stage of globalisation and eventually became a trend which is popular in the business.
Furthermore, the increasing scope in the markets that are emerging were realised highly by the organizations. The markets which are emerging includes countries like India and China where they have developing economy and the foreign investments are invited so as to increase the economy as well as GDP. All these factors results in an increase in the FDI and also in the organizational ability in becoming a global player in the market place. The organizational brand image was enhanced as it is present all around the globe. Mainly professional’s dominate expatriation and are sent by the employers to the headquarters or subsidiaries in the foreign country. A worldwide market has been created by the skilled professionals and the income of those professional who are skilled in levelled while the difference in income of the people who are not skilled increased. The expense involves while travelling internationally became low so that employers who could not find their skill in the market turn effectively to recruitment on scale globally.
A multinational company when they deal with expatriates must know their value and requires staffs who are experienced so that they can efficiently deal with them and written policies are followed on the benefits of expatriates. The international companies have policies as well as coaching system which involves spouses in the process of decision making at the earlier stage. Only few companies offer compensation for income loss even though they provide assistance and benefits.
More focus is done by the researches on expatriates as well as their management since globalisation became a major concern. Many factors can result in creating expatriate challenges like the difference stressors like the role novelty, no promotions, language barriers as well as nationwide cultural novelty. All these factors increase the research scope as the different issues which are encountered by the expatriates.
As the expatriate work is various countries they requires motivation in a manner in which the development and understanding of the organisation is required which helps them to increase and develop their credibility. They require more motivation, support from the organization and other factors that is favourable which increases the employees dedication. Almost in major cases it is noted that expatriates do not show the expected performance.
Questionnaire
Q.1 Have you come from any other country to work in U.K.?
Yes No
Q.2 It was your decision to come over here or your company told to you?
Yes No
Q.3 Are you on any project work of your company?
Yes No
Q.4 Were you promoted from your home country?
Yes No
Q.5 Are you getting all the facility over here as compared to your home country?
Yes No
Q.6 Are getting home stay benefits and other benefits?
Yes No
Q.7
Name:
Postcode:
Contact No:-
