In view of this video, the employee was not unreasonable in his requests, he did not have the support he needed, he was dropped earlier in a field he did not master, he s He felt abandoned to himself far from his country with his family, he had no reference, he was not informed enough in case the experience went wrong.
The human resources team, in my opinion, handled the situation well, the employee who was unable to succeed in his / her expatriation and who returns to the company with the same salary and a slightly lower position, I find that this is quite generous.
There are companies after this kind of situation, decided to split with this kind of employee.
The company should be reassured before the departure of the family in a country that is culturally different from the country of origin, the sufficient assimilation of the French language, he also had to be reassured that the family has an idea of what he was waiting for them on the other side, namely, mentalities, cooking, habits, schools, and entertainment.
The company in my opinion should have a local representation, which would welcome expatriate families, spend a little time explaining to them how to integrate, how to be guided to do shopping, different proposals for schools for children, different options, the possibilities of integration of women as volunteers, non-profit associations, social workers, etc ... to allow the woman also to be able to take care when her family is absent for reasons of service or school for children.
The company should provide a support service that allows an expatriate not to make a choice that can cost more expensive, for example by selling his house, I think this choice was very anticipated, he could wait a few years afterwards to be able to decide to sell the house all the more since he still did not have a clear idea of what would have happened in France.
It is not enough to train the family to speak French, that everything is settled, they had to know how to integrate into the French life, by its culture, its entertainments, its occupations, the formation, the schools and other domains who would give them more details of life that are waiting for them.
The company and the employee are the only ones responsible for the success or not of an expatriation, because simply the company gives the means, the possibility and the opportunity and on the other side, the employee must in turn give the maximum so that the expatriation, the mission goes without problem. He and his family must accept that it is a mission and that they must give the best of themselves for it.
If one does not fulfill his mission properly, things will not go well.
It is important that there is good coordination, good monitoring and above all good communication between the two parties so that everything happens in the best conditions.
Knowing that It takes a time of preparation, a program to follow in a precise way, the family who must carry out an expatriation must first agree to make efforts to learn to live outside their country, they will have to agree to change to see things, to agree to speak different languages, to agree to change places, which may be colder or warmer depending on the hometown, they will have to adapt and take the step to put everything on a good step to advance better.
It is important to set up a human resources monitoring unit that will follow up with simple questionnaires allowing them to express themselves as much as possible on the new adventure, giving them the opportunity to travel together to immerse themselves of reality before returning to settle permanently for expatriation.
The company will also set up a company to monitor the integration of employees at the destination, for our case of video, there should be a society that would help the family in France to choose schools for children , choose a home based on great markets, entertainment and allow the woman can also find something to do to care, very often when the woman has nothing to do, she is bored and things do not stay more the same way.
The company should also consider returning home, every 3 months can be to allow them to slowly get rid of their daily lives by embracing a new adventure
The human resources team, in my opinion, handled the situation well, the employee who was unable to succeed in his / her expatriation and who returns to the company with the same salary and a slightly lower position, I find that this is quite generous.
There are companies after this kind of situation, decided to split with this kind of employee.
The company should be reassured before the departure of the family in a country that is culturally different from the country of origin, the sufficient assimilation of the French language, he also had to be reassured that the family has an idea of what he was waiting for them on the other side, namely, mentalities, cooking, habits, schools, and entertainment.
The company in my opinion should have a local representation, which would welcome expatriate families, spend a little time explaining to them how to integrate, how to be guided to do shopping, different proposals for schools for children, different options, the possibilities of integration of women as volunteers, non-profit associations, social workers, etc ... to allow the woman also to be able to take care when her family is absent for reasons of service or school for children.
The company should provide a support service that allows an expatriate not to make a choice that can cost more expensive, for example by selling his house, I think this choice was very anticipated, he could wait a few years afterwards to be able to decide to sell the house all the more since he still did not have a clear idea of what would have happened in France.
It is not enough to train the family to speak French, that everything is settled, they had to know how to integrate into the French life, by its culture, its entertainments, its occupations, the formation, the schools and other domains who would give them more details of life that are waiting for them.
The company and the employee are the only ones responsible for the success or not of an expatriation, because simply the company gives the means, the possibility and the opportunity and on the other side, the employee must in turn give the maximum so that the expatriation, the mission goes without problem. He and his family must accept that it is a mission and that they must give the best of themselves for it.
If one does not fulfill his mission properly, things will not go well.
It is important that there is good coordination, good monitoring and above all good communication between the two parties so that everything happens in the best conditions.
Knowing that It takes a time of preparation, a program to follow in a precise way, the family who must carry out an expatriation must first agree to make efforts to learn to live outside their country, they will have to agree to change to see things, to agree to speak different languages, to agree to change places, which may be colder or warmer depending on the hometown, they will have to adapt and take the step to put everything on a good step to advance better.
It is important to set up a human resources monitoring unit that will follow up with simple questionnaires allowing them to express themselves as much as possible on the new adventure, giving them the opportunity to travel together to immerse themselves of reality before returning to settle permanently for expatriation.
The company will also set up a company to monitor the integration of employees at the destination, for our case of video, there should be a society that would help the family in France to choose schools for children , choose a home based on great markets, entertainment and allow the woman can also find something to do to care, very often when the woman has nothing to do, she is bored and things do not stay more the same way.
The company should also consider returning home, every 3 months can be to allow them to slowly get rid of their daily lives by embracing a new adventure
It is also a good idea to have a community of expatriates from one country to meet in meetings organized by the embassy or consulate on a monthly basis.
I was for a time expatriate in a country of Africa, where we had meetings organized by compatriots in a punctual way to meet, exchange, welcome the newcomers, give new ideas, new perspectives, speak about the quality of education, and many other points that were put on the table and so we had fewer integration problems and fewer people who were unsuccessful in expatriation.
So we could discuss in a well-identified circle, children's schools, shops to find fresh produce, good quality fish, good meat, good wine, etc.
It was an initiative of people with the support of the consulate on the spot, so all expats who arrived in the area, were automatically invited, it was not mandatory but with the information exchanged, there was always people.
I was for a time expatriate in a country of Africa, where we had meetings organized by compatriots in a punctual way to meet, exchange, welcome the newcomers, give new ideas, new perspectives, speak about the quality of education, and many other points that were put on the table and so we had fewer integration problems and fewer people who were unsuccessful in expatriation.
So we could discuss in a well-identified circle, children's schools, shops to find fresh produce, good quality fish, good meat, good wine, etc.
It was an initiative of people with the support of the consulate on the spot, so all expats who arrived in the area, were automatically invited, it was not mandatory but with the information exchanged, there was always people.
References
Malai, S.A. (2015). Human Resource Management -- Global Challenges of International Assignment. ResearchGate.
Plessis, A.J. and Beaver, B. (2008). The changing role of human resource managers for international assignments. International Review of Business Research Papers, 4(5), 166-181.
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