Intro to the Top Ten Tips...

Each month, Tim posts his 'Top Ten Tips' for HR practitioners on various subjects. This month's subject is 'Expatriate Career Assignments...how to manage the risk and improve the odds of a 'win/win' for employee and employer'. A list of subjects for forthcoming months and links to previous subjects can be found at the bottom of this page.

Expatriate engagements are very rewarding and also a very costly people investment. Treat the candidates' applications with the same scrutiny as any new employee;

Working in e.g. Yemen, Korea or France is a different ball-game than North America. Take care to understand what is required functionally, mentally, personally and physically in the new assignment for all concerned;

Remember that you are potentially moving not just an employee, but the complete family to new arrangements and surroundings. Assess the probabilities of success rigorously;

Take the time to understand the family's circumstances, aptitudes (e.g. language), aspirations, motivations; responsibilities for elderly relatives; and potential to manage long-distance separation;

Spend valuable upfront time providing information about the new place of work. Political; regulatory; social; educational; religious; taxation; recreational; isolation; security; health/medical facilities and the climate should all be made available in detail to the potential 'expat(s)'. Allow the family access to those who have worked in the location before, or others who have some value-added, real-time experiences to share;

Identify all the terms and conditions of the assignment in writing. Once the family has returned from a 'reconnaissance' trip, have the terms acknowledged, including the potential for the incumbent to be surplus to requirements should the assignment conclude early for any reason. Spell out the ramifications in clear language;

Provide language/cultural training for the partner/spouse/children. The success of an 'accompanied' assignment often rests with the degree of time and effort that have been accorded the partner/spouse/children to feel a part of the move;

Search out and utilize the services of professional organizations that provide emergency evacuation facilities in the event of medical/political emergencies;

If you have the opportunity, travel to remote locations personally to understand the conditions under which employees and their families live;

Celebrate the investments...many top executives leading organizations have broadened their skills and overall contributions by participating in overseas assignments.

Timetable 2000/2001 ... Top Ten Tips

Month	Subject
August 2001	Managing Consulting Costs...how to keep hold of the reins and avoid surprises
July 2001	Expatriate Career Assignments...how to manage the risk and improve the odds of a 'win/win' for employee and employer
June 2001	Part Two of 'Browsers' Choices'... some tips on how to migrate successfully from 'A' to 'B' in a prudent, yet urgent, manner
May 2001	Part One of 'Browsers' Choices'... a summary of the 'new & old world' of HR business
April 2001	Managing promises and expectations during the "R" word
March 2001	'High Potential' Employees...how to ensure they don't sit out the game, then leave
February 2001	How to write really useful Job Descriptions...connecting the business dots
January 2001	Outsourcing...the 'Catch 22' for HR Managers
December	Spreading scarce bonus/incentive dollars...best bang for the buck
November	Ethical Practices in Performance Appraisal & Related Salary Admin
October	Stock Option Plan Design in private companies heading for an 'IPO'
September	Key Lessons in 'Downsizing'...maintaining business & employee relationships under difficult circumstances
August	Grievance management in unionized and non-unionized workplaces
July	Business Planning in HR...how to flex HR's muscle
June	Settling post-termination disputes; mutual gains
May	360° Feedback...is it right for you?
April	Harassment in the Workplace...practical considerations
March	Interpersonal Conflict in the Workplace