The Risks of Sending Employees Overseas
Offering overseas assignment scan be an excellent way to attract and retain quality employees. But once they’re overseas an employer may discover new issues not expected or planned for which may cause problems for the employee and ultimately the company. If the employee acts in a way that is offensive to the hosts, this can reflect poorly on the company, which can have an affect on the company’s success in that region.
What level of responsibility does the HR department have towards expats the company has sent to other countries? Is the expat employee’s behaviour in their own time relevant to the employer?
Many HR departments try to treat their expat employees the same as their employees in the home country, apart from handing them a slightly modified package and a guide on cultural differences.
But when an employee does something in their own time that has a negative impact on the company, isn’t it the company’s fault for not ensuring the employee knew more about the cultural differences of the host country?
Several straight forward practices will help each expat employee adjust more easily to their host culture, which means they will work more effectively and be a good representative of the company—even in their own time.
Understanding Cultural Differences Prevents Problems
The employee and the employee’s family need to be prepared for the differences they will experience both inside and outside the work environment.
Staying on top of cultural trends is important. Using a person who is currently in the host country will provide the most up-to-date, accurate information. This is a cost saving, yet highly accurate method of helping the new expat understand how they should act in their new culture.
Educate the Employee on Religious issues
One aspect of different cultures that is routinely misunderstood are the social norms related to religion.
Stay up to date on local immigration laws
Do not rely on your employees for up-to-date information on employment law and immigration. The HR department must have frequent updates as these situations can change almost overnight and can potentially leave the employee in real trouble.
Keep the HR department as up-to-date
The HR department is the liason with the expat employee. They need to be aware of updates in employment and immigration law as well as extremely well informed regarding the cultural norms and differences in the host country. They are not there to nanny the expat, but to provide the support needed for the employee to work to their most productive. If this is not done, much productivity and profit can be lost through poor planning and lack of awareness.
Communication, as always, is vital
HR should also be very transparent and encourage an open communication between the HR department and employee so there is no confusion about what is expected from either HR or the employee.
Other risks
Another risk employers face by sending employees overseas is the potential for expat employees to take advantage of the different employment laws in the host country. If an expat employee is resident and working for over a year some aspects of local employment law, which may be more favourable to the employee might become relevant.
An HR department that is aware of up-to-date local employment and immigration laws will be able to prevent much of this sort of headache.
Prevention is the best cure
If these measures are not taken and an issue arises while the employee is overseas the employer could be accused of discrimination or the employee of misconduct.
An efficient, clear plan for educating both HR and expat employees, along with a mentor or buddy in the host country can greatly increase employee productivity, increase HR effectiveness and decrease the chances of the employee making any mistakes in the host country that will tarnish the reputation of the company.