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- QUESTION
Master level please.
Due Jan 3, 2020Support your answers with examples and research and cite your sources using the APA format.
Discussion Question One:
The CEO is interested in establishing a new manufacturing plant in India. As the HR professional, you have been assigned the task of developing a policies and procedures manual for expatriates.
What are some important policies to include in a manual for expatriates?
| Subject | Business | Pages | 3 | Style | APA |
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Answer
Policy and Procedure Manual for Expatriates
Managing expatriates is one of the best ways to differentiating an organization. However, expats on international assignments have to be governed by policy and procedure manuals (Lakshman & Lakshman 2017). It is upon this basis that this paper evaluates important policies and procedures to include in a manual for expatriates for a manufacturing plant in India.
Important Policies to Include in a Manual for Expatriates
The first policy should outline the process for approving expatriate assignments. The process should begin with the transfer of the expert from the headquarters to the subsidiary in India. The organization will then grant a budgetary approval that meets the recruitment needs of the expert (Reiche, Stahl, Mendenhall & Oddou 2016). The second important policy is the contract approval process. The contract has to be approved by the human resource department. Halim Abu and Mustaffa (2016) explain that the contract should contain the employment offer, job description, salary, benefits and remunerations as well as bonuses.
The third policy should outline the assignment period. Normally, the expatriate status is limited to five years after which the terms and conditions for expatriation are terminated. The policy should state whether there are exceptional conditions attached to the assignment period. The fourth policy dictates terms of terminating the assignment. In India, a period of 90 days is allowed for either the employee or the employer to terminate a contract. In the event that the organization terminates an expatriate, then it will shield the responsibility of relocating the person and their family to their home country (Horak & Yang 2016). Other important sections of the policy manual include relocation allowances, spouse status, salary review, performance appraisal, health insurance, tax, and budget allocations.
This paper outlines a policy manual for expatriates for a manufacturing firm in India. It notes that the most important policies should outline the contract approval process, assignment period, terms of termination, budget allocation, relocation allowance, spouse status, tax, salary review, health insurance, performance appraisal and budget allocations.
References
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Halim, H., Abu Bakar, H., & Mustaffa, C. S. (2016). The mediating roles of communication in expatriate adjustment. Journal of Telecommunication, Electronic and Computer Engineering, 8(8), 129-132. Horak, S., & Yang, I. (2016). Affective networks, informal ties, and the limits of expatriate effectiveness. International Business Review, 25(5), 1030-1042. Lakshman, S., & Lakshman, C. (2017). The dynamic change in expatriate roles: strategy type and stage of internationalization. Management Decision, 55(8), 1770-1784. Reiche, B. S., Stahl, G. K., Mendenhall, M. E., & Oddou, G. (2016). Readings and cases in international human resource management. Taylor & Francis. SHRM. (2019). International Assignment Management: Expatriate Policy and Procedure. Available at: https://www.shrm.org/resourcesandtools/tools-and-samples/policies/pages/expatriateprocedure(expanded).aspx
Appendix
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