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Employee Job Relocation Case Study Solution

International Human Resource Management

The global economy and the technological advancement which have evolved over the years have influenced how Employee Job Relocation Case Study Solutionmultinational organizations carry out their business activities. Today, most organizations cannot remain in the domestic market and make a profit at the same time (Dickmann & Harris, 2005). In this case, most firms have been motivated to send their employees to foreign countries as part of a competitive strategy. They employees who are assigned to work overseas are known as expatriates. The success of sending employees abroad depends on the ability of the organization to hire the right talent. Besides, such employees must be hired at the appropriate time and must be sent to the right countries. The expatriates play a significant role in expanding and developing new markets for their firms abroad (Armstrong & Taylor, 2014). Besides, they control foreign operations by implementing the right technology so as to adapt to the international market. The growing number of the international assignments has changed the role of the human resource management. Sending competent and talented employees is a motivational strategy employed by HR to ensure that they retain their skilled workforce by exposing them to different work environments (Dickmann & Harris, 2005). The success of most global organizations depends on the international assignments. Most global companies send their employees abroad so as to lift the global image reputation of the organization and also to cultivate the potential of their employees. Taking international assignments enhances future career progression and growth or advancement. The employees who are willing to be deployed as expatriates are considered as the greatest asset for the organization (Armstrong & Taylor, 2014). Failure to take international assignments is usually considered as a primary draw back to the organization. Therefore, the employers are required to consider various legal and economic factors before sending their employees abroad to act as expatriates. Despite the advantages of taking international assignments, employees are obliged to consider various factors before declining or accepting the offer.

Various factors such as improved salary package, the opportunity for career progression and growth and international cultural experience are some of the factors that may entice employees to accept to relocate to foreign countries (Dickmann & Harris, 2005). However, various expatriation failures may obstruct employees from taking such assignments. Such factors include demographic factors, family related issues, culture and environment of the foreign country, prior experience of the foreign country, and job-related issues.

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