Compact international assignments are part of a larger mobility trend among multi-national companies. Many organizations do not have quality career management policies for expat assignments. For many, the global personnel management and talent development act separately; yet, they need to be integrated so that business and development goals can both be realized. The expat assignment should fill a skill gap and develop high potential talent.
The cost of an expat assignment is 3-5X an employee’s annual base salary, so companies should invest up front to make sure that the assignment is successful. Stryker requires a candidate assessment for potential expats and their spouses. A clinical psychologist conducts a cognitive, social and cultural readiness assessment. This due diligence helps the employee prepare for their expat assignment.
Does your company have a productive expat program? Repat?
