Mentors support expatriates by maintaining contact

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very important to the well being of the expatriate. Mentors support expatriates by maintaining contact with the expatriate throughout the entire assignment, ensuring expatriates are kept up to date with developments in their home country, and ensuring expatriates are retained in existing management development programs. Providing a high quality mentoring system helps expatriates quickly adjust to their new surroundings as well as their new place of work. A good example of a high quality mentoring system for the assignees is the formations and provision of
7Expatriates and International Assignmentsbuddy systems. This includes presenting information to expatriates in formal databases reducing stress on day-to-day operations in a new environment. This ensures the wellbeing of expatriates and reduces the risk of failure. (Dowling/Festing/Engle, 2013)After equipping an expatriate with the tools and assistance necessary to successfully complete assignments, the next step is for the company to measure their return on investment (ROI) for the international assignment of the expatriate. Return on investment of an assignee is defined as the accomplishment of the assignments objectives within the expected costs. This should include a cost-benefit analysis of both financial and non-financial data; this would be measured against the objective of the assignment. Financial data is expected costs incorporated with sending an employee abroad; this would include relocation expenses, compensation and benefits packages, and other elements that an assignee would need to successfully complete an assignment. Non-financial data would entail things like expatriate failure, underperformance of assignees, and costs of not using an HNC.To measure the ROI of an assignment I would first set clear objectives to measure against. This would provide me with the type of information and data I would need to track. Things like strengthening partnerships with businesses operating in other countries, opening newoperations or offices in other countries, and strengthen relationships joint venture partners. Theseobjectives can be monitored and tracked through things like performance and new contracts, to determine the success or failure of assignments, which would then measure the return on investment. (Crown World Mobility’s Consulting Group, 2013)
8References Crown World Mobility’s Consulting Group. (2013). World Mobility Perspectives: International Assignment Return on Investment.Retrieved August 22, 2014, from Crown Mobility: -releases/13-06-CWM-whitepaper.pdfDowling/Festing/Engle. (2013). Internatonal Human Resource Managment .Manson , Ohio: Cengage Learning.Kangas, L. (2012). EXPATRIATION AND CROSS CULTURAL TRAINING .Retrieved Aug 14, 2014, from Theseus: Ladimeji, K. (2012, August 12). How To Pick the Right People for International Assignments.Retrieved August 18, 2014, from Recruiter: -right-people-for-international-assignments/

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