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6 Case Study: General Electric Expat Policy

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6 Case Study: General Electric Expat Policy

The following is a case study of a former expat Employee of General electric company who lived in china for 5 years for the purpose of the overseas assignment. The case studies the policy of the company and the certain processes followed by the problems that the expat faced during the term of his overseas assignment.
Given the globalization, it has become the critical part of an organization to drive the expatriate opportunities for the their employees which in turn helps the organization to retain the top talent as well as to build the talent pool for more challenging roles with global best experience back in their country. This practice has been implemented by many of the leading global MNCs …show more content…

etc.)
c) VISA and logistics planning and processing
d) Cultural orientation training to the family and the employee
6.6 Problems
a) The main problem is that the initial the assignment may be considered for 3 years min. But if there is a change in the local business/reorg etc. then if the employee has to go back to the native country, it poses lot of problems
b) The problems include:
c) Getting a suitable position back in the home country
d) Non availability of a job which forces him to quit the current contract
e) Children education if the return is in the middle of academic year
f) Education expenses for international schools in India (as they may not get into Indian schools immediately whereas international schools yes.
g) If he finds the alternate job ion the same country in other company the release process if never easy and may have legal issues as well as financial expenses
h) Career impact and it may derail the whole career
i) If the job content is not of your choice or you want to quit, the policy is not clear on the financial settlement and it may go into legal issues and visa …show more content…

c) Once he joins the job in new country he is considered as the local employee ( rules and regulations are of the local country) , he will be not protected by internal assignment which is only the company specific
d) Unclear process and policy that is centrally monitored and executed
e) Gap between the expectations and the real cost that incurs at the country may not meet your expenses
f) No immunity to the expat employee if there is a reorg/restructuring which results in sacking him/her from the job

6.8 Recommendations:
a) Publish well documented exact policy and ensure the candidate is fully briefed on this
a) At least ensure there is 3 years genuine assignment in the

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