Kristina Maxwell

International HRM
Shannon Spitz
27 March 2017
Expatriation Case: XYZ International

PART I: SELECTION

Job Description:

Any description for an expatriate position needs to be very specific. The language needs to be
chosen very carefully, and there are certain qualities and aspects that must be highlighted in the
job description to help filter out the competition for this very unique position. Some of the
required qualities and experience included in XYZs expatriate job description are:

Candidate must enjoy travel and be willing to travel

Candidate must have advanced education and experience in the field as well as full
knowledge of the company
Candidate must be ready and willing to have residency outside of the United States for 3-
5 years
Candidate must be willing to adapt to change easily and thrive in a unique environment
Candidate must present personality traits that allow them to take charge in an unfamiliar
setting and commit to the assignment they are given

Selection Process:

The process of selecting an expatriate for XYZ is very specific. Applicants will be required to
take several assessments and attend multiple interviews in order to assist the XYZ HR
department in making the proper choice for an expatriate. The ideal scenario is finding a
candidate who is ready for this large change and requires little to no additional training or
preparation prior to departure. The XYZ selection process is mapped out below:

1. All cover letters and applications will be screened by an HR professional for education
and experience. The top 5 candidates will be called in for an interview.
2. All selected candidates will be interviewed with the HR Manager, as well as 1-3 former
expatriates that have worked in similar regions/scenarios. People who have done the job
before will have a greater insight into the questions to ask as well as the answers to look
for from candidates.
3. All selected candidates will take take the MBTI personality assessment as well as one
psychological assessment in order to gauge their interest and ability to live in an
unknown area and adapt quickly and effectively to unique circumstances.
4. Candidate applications and assessment results will be reviewed by an expatriation
committee, made up of several former expatriates. This committee will also select the
candidate that they feel would be best for the position. Since these people will have had
experience in a similar field, it will be easier for them to gauge who would be a good
expatriate and who would not.
 5. Once selected, the candidate and his/her spouse will be asked to come in for separate
interviews to gauge their interest and realistic ability to live in a unique environment. If
the two are not on the same page, it could pose a problem later on, and the company
would like to eliminate that from happening as soon as possible.
6. The candidate will be notified of their expatriate status within 1 week.

PART II: COMPENSATION AND MOBILITY PACKAGE

Compensation Package Structure:

The compensation package for an expatriate at XYZ differs per person depending on the benefits
that would apply to the employee. Each compensation package is set up in the following manner:

Base Compensation The expatriates base pay will be lower than the usual compensation
due to the amount of benefits and allowances required for the
employee. This money will be paid to the employee in the currency
of the country that they are relocating to, however, it will be taxed in
the United States as well as the host country.

Extra Allowances:

Relocation In the case that the expatriate does not want to take all of their
Allowance belongings with them, the company will pay the cost of a secure
storage unit.

Airfare/Trips XYZ will pay all airfare costs during relocation, as well as one week-
Home long home visit every two months.

Housing A realtor from the host country will offer the expatriate several
Allowance options to choose from for housing. XYZ will pay all maintenance,
insurance, and utilities costs on the home.

Education for If the expatriate is relocating to a country where the main language is
Children not English, their children will need to be enrolled in an international
school. The company will cover all costs for enrollment.

Health The expatriate and his/her family will be receiving top of the line
Insurance health care paid for by the company in order to ensure that they will
not have any issues completing their international assignment.

Transportation The expatriate will need transportation to/from the job site once they
relocate. The company will be paying for either a car, driver, and/or
security for transportation in the host country. This transportation
will be provided for any family members that relocate with the
expatriate as well.
PART III: PREPARATION AND STABILITY

In order to ensure that the expatriate is appropriately introduced to his/her new home, XYZ
company policy requires that the candidate visit the new region at least three times before
permanent relocation. During these visits, the expatriate will be guided by a current employee
who resides in that area. The expatriate will see the facility, seek out a new residence, explore the
area, and get a feel for the culture.

The candidate will also be required to attend a private briefing on the new countrys legal,
cultural, social, and transportation differences. Upon completion, the candidate will be assessed
on their skills and understanding of this information. Once they pass the assessment, the
candidate will be cleared to relocate.

Any family members coming with the expatriate will be enrolled in school or lined up for job
interviews and/or given temporary positions prior to relocation. The expatriate may have to
relocate and get settled before the spouse and children, just to make sure that all arrangements
are in order before such a big change. For family members staying behind in the U.S., new
addresses and video chat information will be shared immediately, and home visits will be
outlined clearly.
The HR Manager will be keeping in touch with the expatriate as well as their supervisor in the
new host country in order to ensure that things are running smoothly and the expatriate/family
members are comfortable and adapting well to this significant change. Any improvements or that
can be made for the expatriates comfort will be accommodated in a timely manner, and
counseling will be offered to both the expatriate as well as the family in order to cope with the
stress of being so far apart.

The expatriate will also be expected to complete weekly reports that will be sent back to the U.S.
facility as well as monthly Skype calls to ensure that their personal well-being is in tact and their
corporate assignment is being completed in a timely and efficient manner. Any issues will be
resolved by Corporate as soon as possible.