Practical assistance is intended to help expatriates

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Practical assistance is intended to help expatriates and their family to adjust themselves tothe new foreign environment. Many businesses are paying specialized assistants to help the expatriates find housing, school, or anything else the expatriate may need. There are two parts to practical assistance; pre-departure assistance, and on-assignment assistance. Pre-departure training contributes to the move of the expatriate, it consists of things like preparing official documents, shipping household and personal goods, short term accommodations like housing, covering out-of-pocket expenses, furniture storage in home country, and bringing and expatriate in contact with a relocation agent. (Dowling/Festing/Engle, 2013)On-assignment assistance deals with matters like further language training, administration assistance, opening new bank accounts in the host country, and assisting with finding and negotiating housing. Providing support once an expatriate is on assignment not only reduces stress once in a host country but also helps socially integrate expatriates. (Dowling/Festing/Engle, 2013)
4Security briefings are extremely important training to conduct prior to the expatriates’ departure. This training informs expatriates of threats to their safety, health, and personal security. Security training involves concerns like exposure to new dieses, natural disasters, travel accidents, common travel issues like passports, and most importantly hostile political environments. In our current generation this would be an expatriates and companies biggest concern. Hostile political environments are home to threats like highjacking, kidnapping, terrorism and war. Training on what to do in these situations can prevent death or serious harm. (Dowling/Festing/Engle, 2013)Performance of expatriates can be hard to measure from across countries. Management assesses expatriate performance utilizing three criteria; hard goals, soft goals, and contextual goals. These three types of goals can assist management in the measurement of and expatriates individual contribution to performances. Hard goals in are goals that can define and measure, and quantifiable data. This would include areas like losses, return on investment, and financial data. Hard goals allow the manager to have measurable goals that can give a good indication of whether the employee is performing or not. For example if you’re a sales representative for a company working abroad and you have a certain quota you are required to meet. Hard goals would show in data where you stand with sales, showing how much of your quota you have met or exceeded. Soft goals are relationship based dealing with leadership styles or interpersonal skills. These goals are the opposite of hard goals, there hard measure and identify with data. Soft goals give some indication on how the employee is adapting to new coworkers and to a foreign culture,or how they are adapting to a new environment. If an expatriate is not getting along with other
5Expatriates and International Assignmentsemployees or fitting well in their environment, this can lead to an expatriate becoming over stressed or hostile.

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