Managing Expatriate: Challenges and Solutions

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Expatriate assignments are critical for multinational corporations (MNCs) seeking to expand globally. However, the success of these assignments often hinges on effective HRM practices that address both professional and personal challenges faced by expatriates. This discussion examines a case where an expatriate relocation failed, analyzes the underlying issues, and provides strategies for improving expatriate management. The discussion is informed by Chew’s (2004) research on managing expatriates through crises and my own experience as an expatriate in Japan.

Issues Highlighted in the Case Study

The video by Piercy (2014) presents a scenario where an employee and his family relocate from New York to Paris, but the assignment is unsuccessful, leading to the employee’s request to terminate the contract and return to New York. Several compelling issues arise from this case:

1. Cultural Adjustment: The employee and his family struggled to adapt to the cultural differences in Paris. Cultural shock and the inability to integrate into the local community are common challenges for expatriates (Chew, 2004).
2. Support Systems: There appears to be a lack of adequate support from the company’s HR team in helping the expatriate and his family adjust to the new environment. Effective support systems are crucial for the success of expatriate assignments (Chew, 2004).
3. Communication and Expectations: Misalignment between the employee’s expectations and the reality of the assignment may have contributed to the failure. Clear communication and realistic expectations are vital for expatriate success.

Was the Employee Unreasonable?

The employee’s request to terminate the contract and return to New York may seem drastic, but it is not unreasonable given the circumstances. The challenges of adjusting to a new culture, coupled with insufficient support, can lead to significant stress and dissatisfaction. The company’s failure to address these issues adequately justifies the employee’s decision.

HR Team’s Handling of the Situation

The HR team’s handling of the situation appears to be inadequate. They failed to provide the necessary support and resources to help the employee and his family adjust to their new environment. According to Chew (2004), HR professionals must play a proactive role in managing expatriate assignments by offering comprehensive support before, during, and after the relocation.

Company’s Responsibilities

To ensure the success of expatriate assignments, companies must take several proactive measures:

1. Pre-departure Training: Provide comprehensive pre-departure training that includes cultural orientation, language training, and practical information about living in the host country (Chew, 2004).
2. Support Systems: Establish robust support systems, including access to expatriate networks, counseling services, and assistance with housing and schooling for expatriates’ families (Chew, 2004).
3. Clear Communication: Ensure clear communication about the expectations, roles, and responsibilities of the expatriate assignment. This includes regular check-ins and feedback mechanisms to address any issues promptly.
4. Repatriation Planning: Plan for the expatriate’s return from the outset, including career planning and support for reintegration into the home country (Chew, 2004).

My Experience as an Expatriate in Japan

In 2017, I moved to Japan and faced many challenges before finding my place in a SaaS startup. My experience underscores the importance of the following strategies for improving expatriate success:

1. Cultural Adaptation: Learning the local language and understanding cultural nuances were crucial for my integration. Companies should invest in language and cultural training for their expatriates.
2. Networking Opportunities: Building a professional and social network helped me navigate the challenges of living in a new country. Companies should facilitate networking opportunities for their expatriates.
3. Flexibility and Support: My success in Japan was partly due to the flexibility and support provided by my employer. Companies should be flexible and responsive to the needs of their expatriates, offering personalized support where necessary.

Conclusion

Training managers on implicit bias presents unique challenges due to its complex and unconscious nature. However, by adopting strategies that promote engagement, self-awareness, evidence-based learning, and a supportive training environment, HR professionals can effectively educate managers on this crucial aspect of workplace dynamics. Through continuous learning and open dialogue, we can move towards a more inclusive and equitable workplace.

References

Chew, J. (2004). Managing MNC Expatriates through crises: A challenge for international human resource management, Research and Practice in Human Resource Management, 12(2), 1–30. Download the pdf.

Piercy, D. (2014, Nov 4). Global Human Resource Management. [Video File]. Retrieved from https://youtu.be/COQgJyCpU4A

Note:
This article is written based on University of The People Human Resource Management (BUS 5511) written assignment by Fristy Tania Sato in May 2024