The document outlines the key aspects of expatriate support and management for employees working abroad, including selection criteria, pre-departure training, compensation packages, and ongoing support during assignments. It details various types of training such as cultural awareness, language, and role-specific training, as well as the importance of effective repatriation processes. Additionally, it highlights the challenges expatriates face during readjustment upon returning home.

1. EXPATRIATE SUPPORT AND DEVELOPMENT
 Expatriate is an employee who
has been sent by his or her
organization to work in a
different country for an extended
period.
 Expatriates may come from any
level of the organization and may
be sent abroad for various
reasons such as to transfer skills,
manage subsidiaries, or to gain
international experience.

2. EXPATRIATE MANAGEMENT
 Selection and Recruitment: choosing the right candidate for the overseas
assignment with not just the right skill set but also cultural adaptability, emotional
intelligence, and the ability to handle stress.
 Pre-departureTraining: Once the selection is made, the individual may undergo
pre-departure training, which includes cultural awareness, language training, and other
skill-building activities.
 Compensation and Benefits:The expatriate's compensation package is often a
complex mix of base salary, allowances (housing, travel, etc.), and benefits (insurance,
retirement, etc.).

3. EXPATRIATE MANAGEMENT
 On-site Support: Once on assignment, expatriates often require ongoing
support, such as career development advice, mentorship, and feedback
mechanisms.
 Performance Management:The expatriate’s performance should be
monitored carefully to ensure that the goals of the assignment are being met.
 Repatriation:This refers to bringing the expatriate back to their home
country after the assignment is complete.

4. TYPES OF EXPATRIATETRAINING
 Cultural AwarenessTraining:This involves educating the expatriate about the
cultural norms, beliefs, and practices of the host country.
 LanguageTraining:Training in local languages can facilitate smoother
communication in day-to-day life.
 Preparation for Practical Matters:This involves training in the logistics of
relocating, from finding a place to live to understanding how local services like
healthcare and banking work.
 Legal and ComplianceTraining: Expatriates are educated on the legal obligations
and rights they have in the host country.

5. TYPES OF EXPATRIATETRAINING
 Role-specificTraining:This training focuses on the specific skills needed to perform
their job in the new environment, which can differ significantly from the home
country.
 VirtualTraining:This form of training is often used for teams spread across different
geographies and time zones. It is gaining importance due to technological advances
and the global pandemic.
 Psychological and Emotional Preparation: Preparing expatriates for the
psychological aspects of living in a new country can help in reducing culture shock and
stress

6. REPATRIATION
 The term ‘Repatriation’ refers to the re-entry of expatriates into their home
country.

7. REPATRIATION PROCESS
 Preparation - developing plans
for the future; gathering
information about the new
position
 Physical relocation
 Transition
 Readjustment - coping with
change Use of relocation
consultants and removal firms

8. READJUSTMENT CHALLENGES OF EXPATS