1. Preparing People For an
International Assignment

2. Training and Development
Essential training program content to prepare
employees for working internationally:
• Language training
• Cultural training
• Culture shock and how to manage its impact
• Tips and guidelines for a smooth cultural adaptation
• Strategies for effective cultural interactions in the
target country

3. • Information about the social and professional
aspects of life in target country
• Effective communication skills
• How to build relationships in the target country
• Practical tips and guidelines for a successful
international assignment in the target country
• Assessing and tracking career development
• Managing personal and family life

4. Preparing for an International
Assignment
To prepare for an international assignment, one should become acquainted with
the following aspects of the host country:
1. Social and business etiquette
2. History and folklore
3. Current affairs, including relations between the host country and the United
States
4. Cultural values and priorities
5. Geography, especially its major cities
6. Sources of pride and great achievements of the culture
7. Religion and the role of religion in daily life
8. Political structure and current players
9. Practical matters such as currency, transportation, time zones, and hours of
business
10. The language

5. Training Methods
• Reviewing available information about the host
company: internet , books, magazines, youtube
videos .
• Conversations with host country natives.
• Sensitivity training to become familiar with the
customs and overcome prejudices.
• Temporary assignments to encourage shared
learning.

6. Assessing and Tracking Career
Development
Developmental and Career Advantages of an International
Assignment:
– Increases the expatriate’s responsibilities and influence
within the corporation
– Provides a set of unique experiences beneficial to both
the individual and the firm
– Enhances understanding of the global marketplace
– Offers the opportunity to work on a project important to
the organization

7. Global Compensation Challenges
• Different countries have different norms for employee
compensation:
– Financial (money) incentives versus nonfinancial
incentives (prestige, independence, and influence)
– Individual rewards versus collectivist concerns for
internal equity and personal needs

8. • Provide and explicit “add-on” incentive for accepting
an international assignment.
• Compensation country-based or company-based?
– Employment laws
– Double taxation / FICA / Value Added Taxes
– Currency stability
– Benefits and Health Care
• Localization
– Adapting pay and other compensation benefits to match
that of a particular country.
• Other Issues
– Adequacy of medical care
– Personal security
– Compensation policies of competitors
Expatriate Compensation