Selection of employees working abroad and establishing career paths for staff overseas is correct only the tip of the iceberg. Equally important is the training and preparation for them and their families have received before and during surgery.

If a high failure rate and sub par performance is prevented, certain guidelines are followed. In particular, the awareness of two common problems:

Or consider the orientation Misdirected, failsDifferences in individual perception of the overseas environments.

Diffusion or organizational haunts every emigrant to integrate the placement system that does not work the selection functions of orientation and answers in a closed system conceptually and procedurally.

perceptions

Capacity and skills are not at issue here, most foreigners fail to jobs abroad, studies show that about 80 percent fail or poor personalThe adaptation, rather than inadequate technical skills or professional.

All levels of employees, but also the costs of expatriation wrong the cost of the first set, moving expenses, premium payments, repatriation costs and replacement costs and the significant expense of the poor performance of work. Evaluation of reasons for failure abroad and a review of the literature on growing, however, show that an important "first principle" of the human personValue is ignored or insufficiently considered. This is the fact that individuals differ in their perception of reality itself.

So this is the most unique aspect of the current dwell destructive cultural background. Unfortunately, information is delivered in a video or a day to speak of a self-proclaimed "experts" all those who own the American mentality for the quick solution and thus have enormous appeal. Unfortunately, these programs are usually more damageas well. They tend to leave people in their wake conditioned to respond to stereotypes rather than think for themselves. Instead of trying to convey "the truth about Tokio''programmi guidance should make it clear that employees and their families experience in Tokyo. Whatever they have heard or read, their experience will be unique. Consider how difficult it must be, could the essence of America, to describe an alien who has no points of reference. How canThey explain, New York and California against the South? If the right people are selected, are themselves time to study the country – its history and culture. Also find that the interests of residents are sensing real go at sea to assist in their understanding. In the long term, this is the only cultural orientation that is effective, because every family has assimilated into his rhythm and according to his ownPerspective.

Selection / orientation / feedback

In the system proposed here would normally separate selection, orientation and provide a continuum of feedback processes that are identified by employees, is based on preparing their new role and, if necessary, for their return to the United States. Return in this system is functionally integrated with the selection / orientation process. Then, identify those that help employees to assignments overseas calibratetheir assessment by the knowledge of "who does what and why" of returnees – failures as well as "success stories".

As noted in a previous work, missions abroad should be part of a global company well-planned and well linked to the professional development program for certain employees selected instead of a "plum" available to all, few or career breaks suffered by unfortunate .
Considering the problems discussed in perception, the orientation program consists of threeElements – giving everything to the right mental attitude. These include:

An initial orientation

or Culture

An overview of the country, the traditions / history, government / business, and living conditions, which are all on a sense of the country and its people with a strong emphasis on flexibility rather than rules for particular situations and the views ( often false) of any other available.

Assignment or

needs and expectations of work, the duration of the mission,Expatriate benefits including salary and benefits, the tax consequences; return policy.

Or Relocation

Clothing / housing needs, health and hygiene, visa requirements, shipping / packaging of goods to be sent abroad, storage budget stateside, managing U.S. home / rental accommodation abroad

A pre-departure orientation

As a first approach often takes a month or more before the actual departure, a pre-departure orientation is recommended. This is availableEmployees and their families with the information they need during transport and on arrival, so as to emphasize that the material had been covered earlier. Concerned with:

o A basic introduction to the language, to remember more likely if the opportunity is to use it near his hand.

Continue or enhance the core values, especially the opening behavior therapy.

o During the trip, the emergency information and arrival.

Arrival orientation.

With the arrival of the employee and hisFamily was assigned to the airport or other point of landing a corporate sponsor to be met in order to facilitate the passage of the first month of the country.

Completion

Too often expatriates guidance programs and strategies to lose sight of the fact that we are made of a culturally pluralistic society of individuals with a virtually unlimited range of attitudes and reactions, what they hear, see and experience. See for yourself the strange environment without overwhelming and oftenorientation program misleading ultimately determine the attitudes necessary for a productive and prosperous adaptation.

Within this conceptual framework. effective system of personnel abroad has been suggested that unifies the objectives and functions of selection, orientation and repatriation. This approach allows the use of the administration or the fact that all three processes are linked and confirmed the effectiveness of each other.

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