Expatriate Case Study

tell that expatriates has become an important strategy of international human resource management. But the high rate of failure of the work assignment is unavoidable issue for managers as well as researchers. The research theory of Expatriate failure and work assignments analysis study in the field of management provide theoretical and practical references and solid support for multinational corporations to win in the fierce global competition to provide support.

Expatriates are actually the contact bridges between the multinational companies and subsidiaries, is seen as a key strategic objective to complete the multinational performance (Selmer & Lauring, 2012). Meanwhile, with the increasingly fierce global competition, whether expatriate

Expatriates' incapability to handle adjustment to the new environment or personal relationships with co-workers from other cultures are other causes of premature return (Medich, 1995). Failure rate of expatriates who are assigned to work in developed countries is 25 to 40 percent, while the expatriate failure rate in developing countries is still 70 percent. Costs associated with failure are high, it is also depending on the place of working assignment. Direct costs of early return of expatriate is estimated between $ 250.00 and $ 100 million US dollars. It doesn’t include the loss of failed overseas market development and missed revenue opportunities as the indirect costs (Farner & Luthans,

Expatriates who had to return to the home country company before the international assignment is completed might be facing emotional consequences such as loss of self-esteem and self-confidence and these consequences will more likely lead to more problems for the parent company by decline in productivity as well as being a reluctance for other employees to accept international assignments (Medich, 1995). Selmer & Lauring, (2012) believes that more attention should be focused on a clear direction about expatriates work assignments and developed training programs for expatriate and his / her family when addressing expatriate failure. Cultural training and adjustment is very important expatriate and his / her family should be helped on these problems both from home country companies prior to departure and from subsidiaries during the assignment period (Selmer & Lauring,