Finding the right person for an open position can be difficult, so when you find that perfect fit, you’ll do what it takes to get them to their new location, even if that new location is abroad. However, relocating someone internationally has never been an easy task. Even if you offer your employees a pay raise, ship their household goods, or help them find the most amazing new home, expatriate assignments often go awry over time. The industry experts at WHR Global can help with your company’s expatriate assignment and implementing an expat program.

外派任务, WHR集团, 外派任务

Housing, cultural adjustment, family adjustment, and a new work environment can all lead to poor productivity, especially if the assignment takes someone far away from their loved ones for an extended.

Many preparations and arrangements go into sending your workers abroad, which is why you must understand the advantages and disadvantages of the most common types of expatriate assignments: long-term, short-term, and typical business travel.

Some companies choose to use just one type of assignment or include multiple different options, depending on the employee and the position available. Either way, finding the best expat program for both your company and your employee will ensure both are successful long term.

什么是长期外派任务?

There is no single definition of what constitutes a long-term expatriate assignment because companies vary in how they define long-term versus short-term. Still, a long-term expatriate assignment generally has a 12-month to 36-month duration. Some companies may define a long-term expatriate assignment as work that lasts a minimum of two years but not longer than five years. One of the most important things to note is that this type of assignment is not a permanent transfer; the employee intends to return to his or her home country after the long-term assignment is complete.

优点

The benefits of expatriate work go both ways. You can dispatch your best talent to international partners and help them build and grow their international business; and your workers can expand their knowledge of different cultures and markets and enhance their careers with overseas experience.

The specifics of each long-term expat assignment vary greatly depending on industry and location. In the past, it was important to instill the culture of the parent company into the foreign entity and help drive revenue growth in the overseas location. Today this still exists, but the opposite is also true. Overseas workers are being deployed to the parent country or other countries to gain experience, transfer knowledge, and run specific project-based work. How companies handle expatriate assignments is changing as global travel is now just as common as traveling within your own country. 

Other benefits can include payment/payroll in their country of origin. This means no currency conversions. Along with the payments, benefits such as a 401(k) can continue regular contributions and other incentive plans.

弊端

公司知道,员工对长期外派工作的不满是一个问题。员工不满的最突出的例子是当工人把他们的整个家庭搬到海外。当压力和对新环境的不熟悉开始影响到所爱的人时,许多员工遇到买家的悔意是很常见的。

Costs are extremely high for expat assignments and many companies don’t properly vet the individual taking the assignment. They don’t test the person’s ability to thrive in a “foreign” location and adapt culturally. Additionally, many companies forego cultural and language training which is essential in providing a foundation for a successful transition. Simple things like how to conduct a business meeting or learning the norms for handing out a business card. Other pieces could include finding what time is appropriate for arriving at meetings or knowing what to do if invited to dinner, etc. are just some of the numerous and subtle social and business norms that will ensure success.

 However, many companies choose not to or don’t know the importance of this investment.

Consequently, increases in employee dissatisfaction and high costs with long-term assignments have led many companies to reevaluate their long-term policies. Implications such as paying taxes in a foreign country can come into play or implementing a tax equalization plan for long-term expat employees. There are countless compliance requirements as well, and without the assistance of a relocation company, it can be hard to navigate. Many companies have chosen another route: short-term expat assignments.

什么是短期外派任务?

This type of expatriate assignment can last between three months to a full year. Like long-term assignments, each company defines short-term assignments differently. Because the employee plans on returning home after such a short amount of time, there are additional benefits that must be considered. Short-term expatriate assignments can offer great flexibility and less commitment, but less fluidity and insurance. Many companies will not allow the family to accompany the employee on these short-term assignments but will provide other options such as more frequent trips home, furnished accommodations, per diems, travel allowances, etc. Relocation management companies, such as WHR Group, can help manage short-term expatriates and provide the structure and benefits available to this group of assignees.

优点

The problems of dissatisfaction and homesickness became apparent with long-term moves, so short-term overseas engagements were developed as an alternative to pulling up roots and moving families across the globe for extended periods. From your company’s perspective, a short duration generally costs less upfront, and it gives you more flexibility when developing a mobile, global workforce. Additionally, the consequences of individuals becoming “taxable” in the foreign location can be managed effectively, thus significantly decreasing the cost of the expat assignment. Lastly, the pool of candidates willing inevitably increases as it’s a short-term expat assignment, which has reduced impact potential on families and financial ramifications.

弊端

短期外派任务的缺点是需要轮换各种人员,这需要每个人都有更多的计划和管理时间。一系列的短期外派与单一的长期外派之间存在着一种权衡。对你的公司有效的方法可能对其他公司不适用。

延长的商务旅行者

这些类型的外派任务确实可以积累飞行常客里程。如果你的员工在国际上出差的时间只持续一两个星期,从技术上讲,他们仍然是外派人员。通常情况下,这些员工不是在执行正式任务;但是,在派人进行这些长时间的商务旅行时,仍然需要考虑潜在的税收和移民问题

优点

对于每个人来说,商务旅行只是造成较少的干扰。你的员工对他们履行职责的方式有更多的控制权,而且你不必将资源永久地分配到国外。

弊端

工作签证的要求在不同的国家有很大的不同,并可能受到所涉及的本国和东道国的影响。在某些情况下,工人可以凭工作许可豁免权进入该国,但在其他国家,如果没有适当的工作签证,履行单一的工作职责可能是非法的。

Regardless of the assignment type that is considered, each type of expatriate assignment has its strengths and pitfalls. Every company needs to determine what is optimal for their workforce and the business needs requiring these assignments. Let the experts at WHR Global help guide your employees and company through these types of decisions and implementations.

 

阅读更多遣返援助的重要性

了解如何为您的外籍人士做好准备,以缓解他们的过渡期。