CASE STUDY

Faculty of Business

Course :
BBCM4033
International Human Resource Management

Date : 30th April 2021

Duration : by 6pm

Module Lecturer : Kaaminiy Sidharthan

Total marks : 100 marks (worth 40%)

Instructions to candidates:

1.Rewrite YOUR FULL NAME _STUDENT ID_SUBJECT CODE on the folder.

(Example: Nabilah_2019000200_ BBCE1013)

2.All questions must be typed in ARIAL FONT SIZE 11 with 1.5 SPACING

3.Your answers MUST NOT exceed 10 pages.

4.Please read the instructions properly.

Student ID : SAMI SYED USAMA (201809040144)

NIRC/Passport No : AR5296742

Program : BACHELOR OF BUSINESS ADMINISTRATION (HONS)

Date: 30/04/2021 Course: BBCM4033 International Human Resource
Management

SECTION A – SHORT ANSWER QUESTIONS [Total = 40 marks]

Answer ALL questions

Question 1

a) Discuss the selection criteria of an expatriate.

[5 marks]
Answer (a): In general term, an expatriate is regularly abbreviated to expat who is somebody
living during a country distinctive to the one during which they were commented. For the most
part the measure of residency will be long haul to perpetual. In business terms, exiles are
representatives ship off figure abroad for extensive stretches of your time. This could
incorporate representatives shipped off populate a pristine office or ranking directors sent to
another country to oversee or established a fresh out of the box new area. Exiles frequently
gather in expat networks, which are independent gatherings that meet, mingle and board
either an appropriate (gated networks) or casual (normal meetups) climate. Exile workers
frequently get extra advantages, like average cost for basic items and difficulty remittances
likewise as lodging or schooling. Now and again the corporate can pay for the instruction of
the expat's youngsters. Most organizations don't secure loss of profit for the representative's
life partner however may help them access occupations and advantages inside the new
neighbourhood.
Expert movement organizations exist to help organizations effectively move workers abroad.
The help these organizations give shifts from strategic help, such as moving possessions, to
long haul help with culture arrangement, language obtaining and commitment.

b) Elaborate THREE (3) factors moderating expatriate performance.

[5 marks]

Answer (b):

 Inability to adjust to foreign culture

Some people find it difficult to adjust to a new culture. There is a language barrier with
the foreign country and sometimes it is difficult to work with that.
 Length of assignment
The duration of stay is also important for such assignments. As you need to prepare
yourself for the task given to you.

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 Willingness to move.
Some expatriate employees are not willing to move to complete the task given to them
because of family commitments. This could also be a problem if you do not move to
the home country of the assignment.

c) Elaborate the term expatriate.

[5 marks]
Answer (c):
 Family Requirements.
The achievement, of the exile abroad is affected by companion/family, MNE's
occasionally centres insufficient around the effect that family may wear the ostracize.
Families think that its hard to control as they will experience the ill effects of isolation
because of the coercion to incorporate into new conditions.
 Organization-Specific Requirements
The human asset professional should consider the association necessities prior to
choosing a competitor, have country governments can stop the exchange of
ostracizes. The host government is that the ones that issue the functioning grants and
visas to the exiles, in this manner, the parent country should demonstrate that there's
no accessible host public country.
 Language skills
Language ability could be a critical factor, information on the host country's language
are regularly viewed as fundamental for a few high level administration positions,
along with the fitness to talk effectively. Information on the host country's unknown
dialect helps the exiles and their families/companion feel good inside the new climate.
While receiving an organization language, which is unique in relation to what the, exile
nearby, language, could be a central that language abilities must be seen as
determination measures.

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d) Explain the barriers for woman during an international assignment.

[5 marks]
Answer (d):
Sexual orientation separation: As ladies a major measure of men directors show perspectives
because of the sex. In every public male stand firm on the unrivalled situation and it's harder
for an individual to follow a young lady who goes under feeble sex.
Individuals conduct: A lady needs to turn out freely for better transformation to the climate.
Like most are self-reliant and conceited ladies. As a lady, they will in general pass judgment
on you more and meddle into your own life.
Abuse/Salary decrease: Sometimes manager pays less as contrast with working hours. Every
representative joins an appropriate for National Minimum Wages. There'll be no unlawful
allowances of wages. Additionally, when they see a lady, they will in general reduce the
compensation since they question her abilities on completing her errand and obligations.

Racial Discrimination: Sometime your colleague utilizes disgusting language. Ladies are
generally harassed when different workers realize you are of an alternate race. They think
ladies are most occasions calm and we wouldn't raise an issue.
Culture stun: it's entirely expected to male or female who gone to various country for work or
study due to social contrast a lot of issues happen. In some cases, lady doesn't adjust the
new climate and she or he feels low and achy to go home. This happens more to lady who
are a long way from their local country for the essential time. So, for forestalling this case they
she should make global companions, so she includes in their social capacities. She keeps
associated with their folks on telephone and web. She needs to listen English news all
together that she thinks a lot about the climate.

Question 2

a) Discuss performance appraisal and its benefits.

[5 marks]
Answer (a):
The performance appraisal process can be extremely positive for both employees and
management. Planned and executed properly, they offer an important opportunity to provide
employees with constructive feedback. This can help them define successful career paths for
their work and careers in both the short and long-term. The many benefits of performance
appraisals include:
 Learning about areas of your business that could be improved.

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 Identifying areas for further training.

 Improving performance and profitability.
 Increased job satisfaction and motivation.
 Better morale and teamwork.
 Surface – and resolve – any grievances.
 Improved planning for employee development.
 Fair assessment of pay increases.
 Identifying candidates for promotion/succession planning.

b) Elaborate the phases of employee performance cycle (planning, check in, review)

[5 marks]
Answer (b):
 Planning
In the drafting board, the groundwork for achievement is laid down. Before
management talks to the worker, the management team should meet and judge the
organization’s goals and objectives for the year.
 Monitoring
In the performance management cycle model, monitoring may be a key function in
achieving the goals embarked on within the drafting board. The monitoring won't be as
effective, however, if it's only done once or twice during the year. It's advised that
management meets with employees on a monthly or quarterly basis to test in on
progress, offer help if needed, assist in solving any problems which may have arisen,
and adjust goals, if necessary.
 Reviewing
At the tip of the year, the management and therefore the employee meet to review the
previous year and see if goals were met. This is another opportunity to create a
collaboration with the worker. The more involved they're within the other stages of the
performance management cycle, the more motivation they're going to should continue
working diligently to attain their goals and people of the organization.
 Rewarding
The final stage of the performance management cycle plan is that the reward. This
can be a stage that can't be overlooked, because it is that the one that's the foremost
important for employee motivation. Employees who don't receive a correct reward
after a year of striving to satisfy organizational goals, and succeeding in doing so, will

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lose motivation for the following year. They could lose faith in their organization, feel
that their talents don't seem to be appreciated, and start trying to find another job.

c) Briefly explain expatriate performance management and how does it impact expatriate
performance.
[5 marks]
Answer (c):
In general terms, an expatriate commonly shortened to expat – is someone living in a
country different to the one in which they were brought up. Generally, the period of
residency will be long-term to permanent.
Worldwide execution the board is the assessment of a person who works in an
unfamiliar auxiliary on a transitory premise to move information or create worldwide
initiative abilities. At its best, worldwide presentation the board should take care of into
the worldwide objectives of the business.
 The compensation package.
 The task & role – the assignment task variable & role of the expats
 Headquarters’ support
 cultural adjustment of individual and accompanying family members

d) Explain why does the support from headquarters important to an expatriate?

[5 marks]
Answer (d):
 Inconsistency of implementation
Like all performance development, it'll only achieve success if implemented consistently in
company subsidiaries. Oversight of this might be a challenge if most Human Resource
functions are centralized to headquarters, meaning some employees thrive while others are
left directionless.
 Improve Local Market Knowledge
By living and dealing in export territories, expatriates gain a deeper understanding of local
market conditions, business practices and cultural factors than employees who try and
conduct overseas business from headquarters. This local understanding and awareness help
organizations reduce risk and avoid mistakes that would limit market success.
 Increase Local Control

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By appointing expatriates to manage business in export territories, organizations can increase

business and financial control over local operations. They establish financial and operational
targets with business partners, work with them to attain targets and monitor performance.
They supply headquarters with accurate reports and are during a position to require remedial
action if partners aren't ready to meet targets. Expatriates also make sure that local partners
suits policies and procedures and quality and customer service standards.

SECTION A – CASE STUDY QUESTIONS [Total = 60 marks]

Answer the questions after reading the article.

Have you consider that going home might be harder than leaving?

By defining an individual’s repatriation job status early, they are less likely to worry about their
situation and more likely to concentrate on the job in hand. As a result, they can better
prepare for the repatriation when it eventually occurs.

In this they also consider the impact on work and personal relationships. The change in
interpersonal relationships between repatriates, their colleagues and friends must also be a
significant consideration. Family members and dependents also have a huge impact on the
success of the repatriation. So the company has to decide it is worth to doing it or not. They
have to analyze the each factor before taking a decision regarding repatriation.

In this article they talk about that repatriation woes can be overcome or not. Companies
invest heavily in sending employees for the international assignment when quit within months
and return they are facing a reverse culture shock and unable to adjust in this environment.
Before the international placement they have to look after the factors of their family.

So when people returning home after a long stint on an international assignment often find it
difficult to adjust to the changes back home. Re-entry can bring on a certain amount
alienation, restlessness, and dissatisfaction akin to an employee’s experience when working
in a foreign land. So at the end the organizations could give positive push to readjust in the
company.

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Adapted from: Essays, UK. (November 2018). Process of returning back. Retrieved from https://www.ukessays.com/essays/international-
studies/process-of-returning-back.php?vref=1

Answer the below questions.

1. Analyse THREE (3) major repatriation problems made by an organization.

[15 marks]
Answer (1):
 Reverse culture shock
Many people expect the culture shock that comes with moving abroad. It can take months to
beat language barriers and social differences while managing separation from family and
friends. However, reverse disorientation, which might follow expat repatriation, may come as
a surprise. Things that were once familiar may appear unusual. You'll need to re-acclimatize
to a hotter or colder climate. Your friends and relations may be in numerous stages of their
lives. The important thing to recollect is that it’s normal to feel disconnected once you first
return home; confine mind that this sense will pass. Staying with the newest news from your
home country within the weeks leading up to moving home can help. Don’t hesitate to stay an
eye fixed and an ear on the place you’re leaving, whether it’s reading the news or maintaining
on the newest movies, you don’t have to forsaking of your adopted home completely. Ensure
you furthermore might say a correct goodbye to your adopted country.
 Expat repatriation: the logistics of relocation
While there are more processes involved in emigration than expat repatriation providing you
won’t consider things like visas or healthcare after you return home there's still plenty to
consider and organize. Packing and transporting your belongings, selling your foreign
property, purchasing or renting accommodation for your return, and finding employment
should all be priorities. Planning expat repatriation well beforehand and tackling it one stage
at a time makes it more manageable and fewer stressful. Friends and family may additionally
be able to help ease your transition. They can, perhaps, utilize their business contacts or view
prospective homes on your behalf. The relationships you’ve made within the country of your
emigration may additionally be beneficial. Specifically, locals can provide you with specialist
insight into areas just like the housing market and removal firms.
 Repatriating your funds

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After spending a protracted period abroad, you'll have built up savings in an exceedingly
foreign checking account. You will even have the proceeds of a remote property sale to
manage. Taking the time to seem into your options when moving these funds home can leave
you thousands better off; it pays to be proactive during the method of expat repatriation.
While you'll be able to use your bank to manage this sort of transfer, reputable currency
brokers are able to secure competitive exchange rates and provides you access to specialist
services. One such service is that the option of fixing a positive rate up to 2 years beforehand
of a trade. As exchange rates are highly volatile, having the possibility to lock in an
exceedingly rate when it moves in your favour means you'll be able to maximize your money
when it’s time to manoeuvre it home. Additionally, currency brokers don’t charge the transfer
fees levied by most banks. That way, you’ll see even more savings which makes arriving from
abroad that tiny bit easier.

2. Design a repatriation program for expatriate for a smooth transition.

[15 marks]
Answer (2):

 Mentorship Program

You will dive deep to know your target market. Ensure you understand who they're, where
they're, their development needs, and their key motivations to participate. Translate your
vision into SMART objectives: specific, measurable, attainable, relevant and time bound.
Objectives provide direction to program participants, establish program key performance
indicators (KPIs), and help organizational leaders understand why they must offer their
support.
Successful mentorship programs offer both structure and adaptability. Structure provides
participants a mentoring workflow to follow and is critical to assist participants achieve
productive learning that reaches defined goals. Similarly, flexibility is important to support
varying individual mentoring needs across specific learning goals, preferences, and learning
style.
A good idea is to make a program workflow diagram to elucidate each step of your program.
You'll provide details like key actions, timeframes, support resources, and criteria for moving
to the following phase. Mark areas that may require some flexibility to support user needs.
Mentoring software allows you to deliver a wide variety of mentoring programs. Regardless of
if a smaller or large program, mentoring software is simple to configure and can prevent time
and price in getting your program started and running smoothly.

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When formal mentorship programs are introduced in organizations, there's generally natural
enthusiasm. Yet this enthusiasm doesn’t always translate into high participation rates. A
standard reason is that the absence of effective promotion. Don’t assume potential mentors
and mentees understand the advantages. For many, this can be their first opportunity to
participate in mentoring. You may convince them that participating is worth their time and
energy. Beyond participants, key leaders and stakeholders will be educated on the
advantages of the program and strategic value to the organization.
Consider the wants of mentors. Building a solid base of mentors may be a challenge. It's
important to grasp the positive and negative factors that impact mentor participation. Once
you have got identified them, explore for creative ways to strengthen positive drivers, and
lower the hurdles of negative ones throughout the mentoring process. For instance, mentors
are often busy people with limited time to spend. How are you able to help mentors be more
efficient with the time they need to dedicate to mentoring? Also consider recognition and
reward strategies. Formally recognizing mentor involvement may be very motivating and help
attract additional mentors to the program.
Lastly, productive mentoring doesn’t just happen. Provide training to mentors and mentees
regarding the program’s goals, participant roles, mentoring best practices, and your
mentoring process. Help mentors and mentees clarify their own objectives. The requirement
for training and guidance doesn’t end after the initial orientation. Provide tips and best
practices throughout the mentoring program to assist participants continue track and acquire
the foremost out of the program.

3. An effective pre-departure training is an important aspect for an expatriate.

Elaborate the effectiveness of a pre-departure training.
[15
marks]
Answer (3):
Pre-departure training for expatriates could be a broad term for a program that briefs soon to
be expatriates on what to expect when living and dealing abroad. Well delivered training
allows employees to personalize learnings to anticipate and plan for challenges they and their
family may face once they move abroad.
There is a spread of advantages of a holistic training plan for expats as they settle into their
role abroad:
Clear understanding of their role: employees who are sent abroad for the proper reasons are
likely to be most successful. Pre-assignment training that clearly lays out the first goals of
their assignment is probably going to assist employees meet expectations with greater ease.

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Better integration: the lack to settle into their new country is cited by most expatriate failures
as a key reason for his or her return home. Therefore, detailed inter-cultural studies and
sensitivity training is required to:
 Provide an in-depth overview of the cultural differences between home and host
countries.
 Develop emotional flexibility to simply accept unfamiliar behavior and values are
effective ways of doing things.
 Help the expatriate to evoke a way of respect towards the culture and norms of their
host country and to enact change during a culturally sensitive way.
Improved language skills: ideally pre-assignment training will offer the fundamentals of the
host country’s language to those moving abroad. Good host language skills improve an
expatriate’s access to information once they move abroad and helps them to make
connections, a necessary element of expat success.
Happy families: BGRS mobility trend survey shows the foremost common reason listed for
expat failure is ‘family concerns’ including challenges referring to their partner settling in,
children’s education, quality of life or support within the host country. a number of these are
often alleviated by not forgetting the expatriate’s family when it involves pre-assignment
training.
In-country coaching: pre-assignment training should also outline the in-country coaching an
expat can expect. Receiving structured support from other expats, management and
colleagues once they move, can significantly improve the general success of their time
working abroad.

4. Discuss the negative outcomes expatriates might face if they do not receive suitable
compensation from the organization.
[15
marks]
Answer (4):

 Fitting in
Challenges faced by expats an expatriate moving abroad, there's an enormous chance that
you simply are leaving an in depth social & professional network back home. It can have a big
effect on someone. Especially if you're someone that places a high significance on these
relationships. Don’t fear; you're not the primary, nor the last expatriate to own these feelings.
Many expatriates do have a fear of not fitting during a new country.

 Language barrier

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If you're moving to a rustic that speaks a distinct language, settling in and befriending locals
are often daunting. It's ultimately unavoidable if you don’t know the local language
beforehand. Read all about our advice on learning a brand new language while living abroad
to facilitate the method and jump-start the training curve for your new life abroad! We do
recommend acquiring a rudimentary level of the foreign language before you are taking off.
It'll facilitate the whole process of moving overseas!
 Being lonely
Don’t let the fear or the potential of being lonely prevent you from embarking on a
replacement adventure. Don’t even make it impede your decision to become an expatriate in
a very foreign country. Feeling alone is one among the common challenges faced by
expatriates after they first move abroad. The key's to make strong relationships with the
people around you. it'll surely take it slow, but it's essential to create some bonds with the
people and also the city. Besides, it’s your new home!
 Finances & money management
Challenges faced by expatriates is by organizing your finances, taxes, and money
management will be daunting after you reside in your home country. But adding overseas
travel and living abroad to the combination can get complicated. As an expatriate, you may
need to decide if you may become a non-resident for tax purposes. Refer to an expat tax
expert don't try and pair on your own. We've got a listing of some great expat tax advisors at
Expat Financial.
You will even have to advise your bank that you just are going to be living abroad. Once in
your new country, you almost certainly should founded a replacement banking account. Most
countries will want to work out your visa documents and also some proof that you just are
living there. It's going to be useful to stay your checking account back home also. Having a
checking account in your new host country within the local currency will still be invaluable and
doubtless prevent on interchange. You'll even have to maneuver your investment account
likewise. So refer to your consultant and tax accountant to work out what solution works best.
 Healthcare
Making sure you have got proper global insurance while living abroad. It's one amongst the
largest concerns that a lot of expatriates worry about when it involves relocation. Local plans
in your new host country might not be up to your standards. Local hospitals may only provide
basic coverage. Most expats want to possess access to personal healthcare both within the
host country, regionally, and back home. Have a world insurance plan in situ before leaving
abroad. it'll alleviate stress with finances, medical care, and provides you peace of mind
during relocation. Contact us today to debate all of your international insurance needs.
 Safety
Personal safety could be a very high priority for individual expats and expatriate employers
and global mobility managers. The planet is safer now than it's been within the past. But
today’s security concerns and challenges range from terrorism, bombings, assaults, thefts,
and far more. Expats must brace oneself for the worst when moving abroad. Take a look at
the local security in their new home country through both free and even paid information
sources. Even first world countries may be fraught with danger, from terrorist attacks in
Europe to mass shootings within the USA. Expat safety should be your priority if you're
moving abroad or already living the expat life.

-END OF CASE STUDY-

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