Sending skilled employees abroad can be a promising way to reap the benefits of a global economy. But there’s no denying the fact that such assignments are expensive. However, this is a practice that’s still on the rise among many successful companies before the pandemic wasn’t in the picture. And even after the expensive investment, many organisations lack the knowledge for finding the potential benefits, leaving them disappointed with the results.
Now, it’s true that there are complications that go beyond time differences. There can be a stark divide between cultures and values. However, there are simple steps HR managers can take to fill these gaps. Mentioned below are some insights into the rise in overseas assignments and the steps HR managers can take to help employees transition.
Developing a global way of working
Back in 2017, The World of Work survey conducted by AXA Global Healthcare highlighted how companies that took it were eager to improve their business operations. But in 2020, the emphasis had shifted and was instead dependent on building a global way of working and approaching business.
And as a positive change for employees, the number of businesses keen on sending employees abroad had increased to 37% last year from 23% in 2017. If anything, the need for it has only elevated with time.
International assignments: a route to career progression and promotion
This survey report also disclosed that more than half of HR mobility managers now believe the international assignments as a pathway to career progression. Many of these postings often end in a promotion for the employee (up to 53% from 42% in 2017).
In 2021, and a new normal is established. So, it can be expected that more focus will be upon who takes assignments and an increase in particular support to increase the likelihood of the placement’s success.
Checklist for HR managers to help employees with overseas assignments
Weigh in on the purpose
Sending an employee to live and work abroad is expensive for an organisation. HR managers need to understand if there are good reasons to do this. They need to think if a local hire would be better or not or nobody else can do the job better.
If there is no suitable candidate in the local job market, the individual to be sent abroad needs to have the right skills and mindset. The employee needs to be open to living and working in different cultures. Ultimately, consider what benefit the employee’s overseas experience will bring to the company when they return.
2. Learning the local rules and laws
Knowing how to behave both legally and socially acceptable is really important for employees moving overseas. This is particularly true if they’re going to a country that they’ve never been to.
The attitudes towards public behaviour and dress codes can be starkly different. As an HR manager, you need to ensure the employees and acquainted with the customs, local laws and regulations of the new society they’re about to be a part of. Getting these crucial aspects wrong could lead to breaking the law or (at best) publicly embarrassing yourself.
3. Prepare employees for cultural immersion
Before setting off on an overseas project, cross-cultural training is invaluable. This way, the individuals learn to decipher their own mindset and prejudices and also what to expect in the new culture. There are plenty of less formal ways to prepare, too.
The employee chosen for international posts should be encouraged to develop a clear idea of the new culture by reading literature, newspapers and blogs. They should listen to informative podcasts and even watch movies to solve the jigsaw of everyday life in the new place.
4. Provide language training
English is commonly used as the language of business, and it’s also probably the language of the workplace in the new country. But a general conversational command of the native language of the country will go a long way towards making a smooth transition into society.
It’s important that HR managers oversee these aspects before sending the employees off to another country.
5. Keep communication focused
Mentoring aside, an organisation must have a formal reporting scheme while the employee is abroad on assignment. Checking in regularly is the ideal way to stay updated on the progress of the assignments, what new ideas and useful information have been picked up, and deal with any problems before they escalate.
Human resources should make the most of the assignee’s time abroad by encouraging them to share their experiences, blogging, for instance, or taking part in office activities.
6. Encourage a positive attitude
Even having some simple memos and pointers can guide newly relocated employees through difficult times. This way, they’ll learn not to compare their old culture with the new one. This helps the employees understand the new culture is different but not necessarily wrong. HR managers can also help them understand the different approaches to time management.
All these efforts will give the newly transferred employee an impression that his/her this new work culture is friendly and welcoming, even if there are difficulties in communicating with them. This is integral to the cross-cultural communication training, opine the academic experts on HR assignment help services.
7. Understand that reintegrating is as important
A posting overseas can be a life-changing experience. It’s not unusual for individuals to return home with new skills and ambitions to find that they are different – and that their old friends, colleagues and workplace have changed, too.
Some positives of an overseas posting are higher confidence levels, a broader worldview, better empathy and more creativity when it comes to problem solving. Employers need to channel these new qualities, not just expect the individual to fit right in.
So, preparation has to be made several months before the employee returns. Keep tabs on what new skills they have learnt or how they see themselves fitting in. Also, consider the opportunities that might be available for them. Fail to prepare, and the chances are, they’ll take their new skills somewhere else.
Parting thoughts,
Even though coronavirus has put a lid on travelling abroad, companies are still eager to send skilled employees overseas, as observed by the HR professionals. This practice requires the HR managers to help the employees transition to a new position and in the new country.