facility management, administration, & of course IT personal to be deployed to Iraq, Afghanistan, Haiti. The reason is because CHS MSSI sets up clinics in these areas..I can only imagine what a doctor or a nurse would make, but IT personnel only for hardware support can easily make a six figure income. Professionals in this area work 4 monthsstraight, & then get one month off. Theywork everyday weekends & holidays, when they are needed no matter what time it is, & their contract can be renewed once a year. They are given a place to stay, & food, etc regular necessities, including transportation. Mainly because where they are, there is just no where to go...
Our Human Resource Staff takes turns going there 3 times a year, & usually spend there about a month, same with our Logistic department manager... They do have a permanent staff member, however they continue to report to their manager here in the states.I noticed that it is quite common that if couples have similar career they have both taken a position & travel together to work on this remote location.I have seen deploy marriages of doctors, & nurses deploying together.I think that this makes the journey & thedecision to take this assignment much easier because you are not going to be alone in a strange country, with a culture so different that ours.I thought I would share this with the class because is a scenario a little different that the one on the book.Aside of companies doing this with employees & managers, & the government doing something similar with the military. When a government appoints a Consulate to represent their country somewhere else this could be another example of how a diplomat becomes an expatriate. María LorenaRE: GlobJoe DeLoach 4/15/2013 8:45:24 PM
alHRPolicies The expatriate management model is an ethnocentric approach to staffing where companies try to achieve corporate cultural consistency (Hill 531). This is not always an effective approach because the expatriate managers often lack understanding of the host countries culture which in turn makes them ineffective managers who lack the respect of their workforce.RE: GlobalHRPolicies Professor Hamilton 4/15/2013 10:03:01 PMModified:4/15/2013 10:05 PM Could you also see a benefit to company-paid trips back to the United States?Check out these EuropeanUnion regulations for "expats:"
EU Regulations for Expatriates.pdf RE: GlobalHRPolicies Maria Zeledon 4/16/2013 2:32:24 PMAccording to ITAP International believes expatriates must be familiar with negotiating expatriate packages; this is due to the fact that more & more companies expect their employees to have international experience as part of their background.Managing these expectations falls under the responsibility of the Human Resource Department so they may balance the need of good salary & benefits of individuals with the financial needs of the company.