December 18, 2008 by Administrator
Global mobility, whether administered as a long-term expatriate
assignment or permanent international relocation, creates a number of
unique issues not experienced by employees moving within their own
country.
Even if an assignee moving to France has seen “An American in Paris,”
and “Amelie,” or sipped Bordeaux wine while eating steak tar tare, they
are ill prepared for the differences they will encounter. Arranging for
destination service assistance results in the greatest ROI of nearly
any policy benefit a company could provide to its employees moving
overseas. An international assignment can easily cost $1 million over a
three-year period, whereas destination services, such Orientation, Home
Finding, School Search, and Setting-in Services, average five thousand
dollars, and even though these one-time expenses ensure that the
assignee and family are knowledgeable and capable of navigating through
their new environment, independently and confidently, we still see
these services marginalized.
Those who have worked in global human resources and the international
assignment support industry have heard this countless times, and many
corporations have added destination services to their menu of policy
components, but too often time or cost have reduced usage of these
programs. In an article published in ERC’s “Mobility” magazine in 1994
that consisted of interviews with expatriate spouses recently moved to
Hong Kong, the over-whelming plea was for assistance understanding the
host city and how to start a new life there. Offering destination
services to support these families was highly recommended as a
low-cost, yet highly effective solution.
Unfortunately, we are still hearing from assignees today that “I had to
do it all myself,” or “What help? My company did nothing.” In a recent
internet survey of expatriate wives, MSI discovered that language
lessons, shipping of household goods, and help finding a place to live
where the three most common benefits provided, but many of those
surveyed still struggled with typical settling-in concerns, such as
setting up a bank account, locating recreational facilities and
activities, and making friends. Comprehensive destination services can
ease some of this distress, helping these newcomers understand how to
mesh with the host-country norms and customs. While those who answered
the questionnaire expressed initial feelings of neglect by their
husband’s company, all the women thoroughly enjoyed the experience of
living abroad, but wouldn’t it have been an easier road if they had
been provided with the proper tools and attention in the beginning?
The costs for full destination services are actually a fraction of the
overall costs for moving an employee and family overseas. And while
proven effective in reducing anxiety and assignment dissatisfaction,
these services continue to be one of the first programs reduced in
corporate expatriate policies.
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