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Thoughtfully articulated to help find jobs overseas for the millions of job seekers in India, with enough of choices, Assignments Abroad Times hit upon the news stands, way back in February 27, 1993. That turned out to be an event and history. A weekly newspaper on Saturdays carrying ads to cater job seekers an opening abroad. It had its own trials and tribunals and never regretted for having launched it. AAT was born out of conviction to help poor job seekers, so say everybody. Adjusting to all sorts of privations. AAT has acquired the quality of piety and willingness to forgive and forget. Now AAT is well on its pursuit and have acquired epitome of composure. In 1997 AAT has turned a Biweekly bringing out another edition on Wednesdays. This has also clicked in the market very well. EPAPER

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The secret of remaining cynosure.

If a country continues to receive plaudits or don top rankings as a cynosure of visitors and travellers, there must be some permanent exceptional elements. The uae is one such attraction of a permanent nature. year after year the country remains on the top list, whether as the most-favoured destination for expatriates for living, travel or business. Travelling abroad is one thing, but starting a new life overseas is another. expats who’ve moved abroad say the uae, Bahrain and singapore are the top three places where it is relatively easy to settle in. a survey of nearly 12,000 expats around the world by inter-nations, an expat community group with 4.5 million members in 420 cities around the world, ranked locations based on what it. calls the expat essentials index, which considers newcomers’ assessments of their digital life, like access to administrative services online, housing affordability and ease of finding, administrative topics like the ease of opening a local bank account or getting a visa. newcomers say it is easy to get a visa, find housing, access government services online and get around without speaking the local language. all offer easy communication without big language barriers and also pose minimal bureaucratic issues. They also note that english is widely spoken in these places, which can make it easier for foreigners to deal with bureaucratic and administrative to-dos when moving. These locations are well known as popular expat destinations, and because of this, they may have adapted to make things easier for new arrivals from abroad. many expats moving to the uae, Bahrain and singapore are from india and are moving for work-related reasons, to find a job on their own, for a foreign assignment, because they are an international recruit, or they are starting their own business. The authorities continue to surprise the world with new and irresistible attractions.

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Working abroad?

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• Working Abroad

Your Assignment Abroad: Its Career Impact

• International Assignments and Soft Skills

Going abroad for a work assignment is a big step, not only for your social and family life, but also for your career. Those who take the leap abroad soon find out whether and how this experience can give their career a well-deserved boost.

In previous articles we have addressed the many issues you might come across while abroad. However, you will also come across many new professional opportunities. If you are bold enough to take that huge step and hop on a plane, you may get a lot of good things out of your time abroad as an expat.

The longer you stay, the more time you have for a fully-fledged expat experience. However, at the end of the day, it doesn’t matter how long your assignment takes: Even being an expat for only half a year will enhance your chances in the company hierarchy or on the job market significantly.

The Effects of an Assignment Abroad

Moreover, your experience abroad can give you additional confidence. If you are adventurous enough to embark on a new assignment in another country or even become a “self-made” expatriate, you have already proven adaptability and determination. Paired with your newfound confidence and self-reliance, your experience abroad will greatly increase your chances on the job market.

Sue (24) used to be the shy type in college. “I wasn’t exactly a mousy wallflower,” she says and laughs, “but, yeah, it was pretty close sometimes.” When she decided to go to Ghana for a year and teach English and Arts in a rural community development project, she was almost as amazed at her own courage as most of her friends.

Gaining Confidence

Upon her return to Texas, Sue quickly realized how her assignment abroad had given her new confidence. Soon after she came back, she landed her dream job with a non-profit art project in Houston, Texas. “You just know that you have accomplished something. And after a whole year in Ghana, a couple of job interviews weren’t all that scary anymore.”

Just like Sue, you will thrive in the new working environment if you are equipped with patience, calmness, tenacity, and a well-developed sense of humor. An assignment abroad can be the perfect opportunity to further your personal development. Your manners, appearance, and behavior will change as your assignment gives you an air of new-found competence and confidence.

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The Xe Guide To Working Abroad

March 27, 2019 — 5 min read

How to Leverage International Assignments and/or a Laptop Lifestyle to Build Your Career

Digital nomad-ism and long-term international assignments are growing trends for ambitious professionals and creatives in 2019. According to a KPMG research study, 83% of international companies offer short-term work assignments abroad, and 97% offer long-term overseas assignments.

For businesses that are making their first forays into global markets, having an internal employee with an explorer's mindset, the courage of a pioneer and the instincts of an entrepreneur is very lucrative.  

Let's take a look at the opportunities and strengths of work-abroad assignments relative to digital nomad freelancers and full-time employees who work remotely at or close to home.

International Work Assignments

International assignments are a great way to:

Nurture the careers of future business executives

Establish a presence in an emerging market

Launch a new product

Reward a high-performing employee that has requested an international assignment

The KPMG study found that about 40 percent of international assignments fail, however many of those failures are typical because companies don't track overseas expenses accurately, and don't educate their employees on potential tax, cross-cultural and immigration issues when they are on assignment. Some assignees are cut off EAP programs and health benefits support when they move overseas, which can be profoundly isolating and counterproductive.

Paying employees for expenditures, and either a portion or all of their salary via an international money transfer is an excellent way to maintain accurate records of expenses.

Photo by Trinity Treft / Unsplash A PWC study found that 71% of millennials expect to experience an international assignment during their career. There is, however disparity in where millennials would want to work, as most would want an assignment in countries like the US, the UK, Australia or Canada. Only if the assignment would have a significant positive impact on their career trajectory would they consent to an assignment in an emerging country like India.  

Frequent overseas travel gets costly, and some employees that commute across borders on a frequent basis regularly get flagged for customs/security reasons and be denied access or visas if they decide to settle in the country on a long-term basis.  For these reasons, longer assignments, though less frequent is preferable to the opposite.

According to an SHRM study, a three-year assignment abroad for a senior professional can easily cost as much as US $3 million including benefits and living expenses.  

Many of the 60% of employees that are sent on a work assignment abroad are so successful there, and they create such a bond with the country they are assigned to that they become "accidental expats." If and when employees do return to their home country, however, their employers should have repatriation programs to get over the "culture shock" of re-acclimating to their native country.

Scott Redmond, the XE Managing Director for North America, moved his family from Australia, and he recently wrote about his experiences as an expat in the United States.

Digital Nomads Living the Laptop Lifestyle

According to a Citrix research report , by 2020, 50% of the workforce will be comprised of remote workers and telecommuters. This shift is in part a result of the ubiquitous nature of the cloud and mobile devices, and in part because of the environmental impact on ever-increasing highway congestion, urban gridlock and commute times.

Photo by Austin Distel / Unsplash Most Generation Z and millennial employees are very digitally savvy. Many companies are transitioning to having employees work remotely on a regular basis, which saves these companies significant real estate and infrastructure costs.

Whether a freelance writer, application developer or UX designer is working from their home office in the same country as their customer or a coffee house overseas is often a moot point. As long as project milestones are being met and projects are being completed on time, many businesses hiring digital expertise are happy to let their employees or contractors work where ever it suits them.

Digital nomads that change countries on the regular, and digital "slow-mads" that linger in specific countries for long periods of time are becoming more prevalent. Depending on whether they are independent contractors, freelancers or untethered full-time employees, they may be fortunate enough to have healthcare benefits . Others maintain a "home base" in their native country, but travel and work abroad as a location-independent worker.

Is your business considering starting a new venture or launching a new product overseas? Are you considering taking an international assignment, be it a short-term gig as a full-time employee, or a long term work assignment abroad as a contract consultant?

Check out our blog on a regular basis for strategies for expats, accidental expats, and even stealth expats that sometimes work among us.

For fast, easy payments abroad, such as mass payments for payroll or one-time project payments, register for a free account. Whether you are paying rental deposits on a London flat, receiving project payments or sending money to loved ones from overseas, XE Money Transfer enables you to live your best international life. And empowers your business to compete and win in international markets.

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7 Strategies for a Successful International Work Assignment

Published: Oct 08, 2018

International assignments are exciting for a host of reasons, but having the opportunity to live in another country while finding success in your career at the same time is particularly compelling. Working abroad allows you to gain real-world experience, advance the skills you have, and learn how to thrive in a global environment.

But living and working in a new country with a different culture is a major life change. It’s important to immerse yourself in the experience and remain positive through the ups and downs. Below are 7 tips to make the most of your journey abroad.

1. Keep an Open Mind

Social media and the internet allows us to connect with people from all over the world. Take time to learn about the history of your new home, including any local customs or laws, so you can set more realistic expectations ahead of time.

When you finally touch down in your new destination, keep an open mind. What you think you know about an area or country may end up being turned on its head once you spend more than a few days there.

For Allison Alexander, a participant in Abbott’s Finance Professional Development Program , an international assignment was the ultimate lesson in flexibility. “Going to an international role means you’re stepping into a culture and a set of expectations that are foreign to you,” she explains. “It forces you to be open to the unexpected.”

Unlike traveling for leisure, international assignments allow you to spend months or even years in a location. You can, and should, tap into the global mindset you’ve already developed while leaving room for all the surprises that will come from long-term exposure to a different culture.

2. Set Goals

Maximize the benefits of an international assignment by setting goals for yourself at the beginning. What do you hope to accomplish in the first two weeks? How can you challenge yourself once you’ve settled in? And when you leave, what are the skills you want to take with you? Having clearly defined milestones will help you stay focused on what’s important and define the steps needed to grow your career.

3. Develop Language Skills

You may not become fluent, but practicing the local language can help you build deeper connections within the community and potentially open up new work opportunities in the future. Don’t fret if you stumble through mispronunciations and tenses at first, the more you practice, the more confident you'll become, and the better you'll get.

4. Be Adventurous

When you're abroad, it's great to take advantage of travel. You have a new world at your doorstep! It's also a chance to try activities you've never tried before.

"I've been doing things I thought of all my life but could never muster enough courage to actually do," says Timir Gupta, another member of Abbott's Finance Professional Development Program, who has traveled solo, tried skydiving, and chased the northern lights. "And it's a great conversation starter during an interview," he adds.

5. Apply New Perspectives

Gaining insight into different business practices can help you learn to look at old problems in new ways when you return home. This type of creative problem solving will be an asset no matter what your next assignment is.

"When you finally make your way back to a domestic role, you've now become an expert in two completely different professional structures," says Alexander. "You've seen what works and what doesn't in a global setting, and you can lead the group on new ways of thinking that may lead to more success."

6. Expand Your Network

Get out and build connections, both at your assignment and beyond. "Because of traveling, I have friends all over the world," says Gupta. He now has connections across five continents that he can tap into when looking for a reference or career advice.

Luckily, maintaining the professional network you build abroad is now easier than ever before. Social media, LinkedIn, and apps like WhatsApp can help you stay in contact with your colleagues and mentors.

7. Market Yourself and Build Your Career

When you return home, don't forget to incorporate your experience into your personal branding. You want to make sure prospective employers know how your new skills, perspectives, and connections set you apart. Think: How can I rework my resume and reframe interview answers to showcase what I've learned?

Depending on your experience, you may even refocus your career or choose employers who will use your global mindset. If you want more opportunities to go abroad, many multinational organizations offer international assignments. With offices in more than 150 countries, Abbott has numerous internships and development programs for students in finance, information technology, engineering, manufacturing, environmental health, and quality assurance.

Look for companies expanding in emerging markets, too. This can give you the unique opportunity to get in at the ground level and learn how to evolve a product or service to match the local market.

No matter what you choose or where you go, an international assignment can provide you with the unique opportunity to grow personally and professionally—and hopefully have a little fun along the way too.

This post was sponsored by Abbott .

8 Tips for Preparing Expatriates for Foreign Assignments

Preparing expatriates for foreign assignments is a crucial undertaking for either expansion processes or short-term business travel. The challenge here is to ensure that the employees chosen to go work abroad do so successfully. Much of that effort will be produced by them, but even more important is for the wider company to provide support.

When moving and managing assets - in this case, your talented employees - you want to make sure that all that time and effort isn’t for nothing. You want to make sure the move is compliant and that workflows shared by your team and the expatriate employee are streamlined. 

So what do you need to focus on? Here are eight tips for preparing expatriates for foreign assignments in a successful mobility project. 

• Pre-Move Training
• Sourcing Immigration Support
• Ensure Continued Communication
• Provide Support On The Ground
• Undertake Project Alignment Meetings
• Invest in Knowledge Management
• Provide Home and Host Sponsorship
• Take Into Account Domestic Duties

1. Pre-Move Training

Preparation for expatriation is of utmost importance. This training needs to be well-researched, taking into consideration the potential challenges that employees and mobility teams might face. For example, identify:

Your potential challenges : For example, a specific country could require a specific tax set up for expatriates or business travelers. You’ll have to research the requirements that apply to your expatriation.

Strategies that help you deal with these issues: Some global organizations work with Professional Employer Organizations (PEO) in order to maintain compliance and work in line with cultural requirements. This is one potential solution that you might find appealing.

Areas for cultural training : Cultural expectations can be radically different in one country compared to another - while this may seem like the last thing to focus on, it’s worth spending time looking into cultural differences, just so no accidental faux pas are made.

The overarching goals of the assignment : An expatriation depends on all stakeholders having visibility and an understanding of the reasons for it. 

Local language training : Even if the host country has a good rate of use for your language, it’s worth helping your employee get to grips with the basics.

2. Sourcing Immigration Support

Immigration and the requirements therein are obviously crucial. Border controls, regulatory environments and immigration law are therefore all things to contend with. Now, these can be daunting and confusing, but it’s imperative to fully prepare for them, as they’re some of the first barriers to overcoming when expatriating an employee for foreign assignments. 

You need to make sure that you’re expatriation is in line with national and international immigration policy for both your home and host country. Similarly, visas and short-term or permanent residency applications need to be sent off for. Without these, alongside a considered approach towards global immigration , your overseas assignment won’t be able to continue. 

3. Ensure Continued Communication

Without communication, there’s no expansion. Home and host teams need to be on top of carrying out frequent communications, so that data is acted upon and problems can be solved collaboratively.

Assignees need to be proactive in this and so too do home teams. Communication allows organizations to leverage what’s being learned and respond actively to specific events. On top of that, communication needs to be structured so the learnings and updates shared are easily tracked. Monthly meetings and weekly check-ins are good places to start. 

4. Provide Support On The Ground

Alongside frequent communication, on-ground support also needs to be offered. This is a job for HR teams, who can help expats and their families (if applicable) adapt to their new surroundings. This kind of support covers:

• Finding accommodation.
• Creating bank accounts and setting up payroll in line with host-country regulations ( This is another obligation that a PEO can support you with ).
• Providing health insurance.
• Enrolling children in school (if applicable).
• Preparing accurate taxation processes.

Taxation is one thing to be aware of, as getting the process wrong can result in legal ramifications. Again, this is something a PEO can help support , as they can act as local Employers of Record, managing and deducting taxation at source - making sure your expatriate assignment is compliant in terms of taxation. 

5. Undertake Project Alignment Meetings

Once the critical information regarding the expatriate employee’s assignment, residency, taxation and other requirements has been exchanged with the relevant stakeholders and/or authorities, it’s time for a project alignment meeting.

This meeting should be held between the employee, a host manager or host team and home team. In it, you should identify the potential causes of friction for the assignment and work to strategize mitigation techniques. Similarly, go over mutual expectations held by the home and host team so that visibility and transparency are also captured. 

Overall, you’ll want to firmly pin down issues that may affect:

• Data collection.
• Reporting strategies.

6. Invest in Knowledge Management

Any assignment knowledge generated needs to be properly disseminated to the relevant parties, quickly and efficiently. These lessons are not only worthwhile for future expatriates, but for the wider company itself and how it approaches global marketplaces. 

When we ensure that learning is absorbed and spread across the whole enterprise, we help to reduce mistakes and delays in the future.

7. Provide Home and Host Sponsorship

As we’ve briefly discussed, having home and host teams managing the expatriate are important, but let’s cover that more in-depth. 

Communication via email isn’t the best way to manage a remote employee. To make sure the expat doesn’t feel cut off from home office processes, create teams or ‘sponsors’ that oversee the experience and work of the employee. 

Whether they be points of contact or mentors, these individuals (or wider teams) help to anchor an expat employee to the work in the home country, keeping them updated on any new developments. Both sides help to co-manage and resolve problems when they arise.

Sponsor individuals within the home country are best suited if they too have had experiences with expatriation, because a lot of this management is about empathy - not just looking for hitting the next performance goal. Expatriation is a difficult process, especially if the host country is a radically different place.

8. Take Into Account Domestic Duties

Another tip for preparing expatriates for overseas assignments is to make sure their family is supported.

Some expatriate employees have children and spouses, which sometimes do make an overseas assignment a lot more complex. These difficulties are usually hard to spot, as many employees will be reluctant to share them with employees, due to the size of the project and the personal nature of these difficulties.

It can be the case that the people most likely to be able to help are the last to know, so this is another thing that good communication can help with. From the home country team’s point-of-view, they need to inquire regularly about how the domestic side of the project is going. 

It needs to be made clear that any issues in regards to this need to be made known, but also that no judgment will arise from those issues being aired. Expatriation is a tough process for a family and businesses need to be supportive. This kind of transparency will dramatically help the overseas assignment. 

To discover more about overseas assignments and expansion, we’ve created a fantastic foundational guide that will help you when strategizing your next moves, be they domestic or international. 

The Guide to Global Expansion

There’s a lot of different info out there on the web about taking your business abroad - or even just sending an employee overseas. To help cut through the noise, our detailed guide will help your business’ journey to expansion.

Inside, you’ll discover more on expansion methods, the crucial considerations and further information on PEO. Just click the link below to get your copy.

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A Successful International Assignment Depends on These Factors

• Boris Groysberg
• Robin Abrahams

Your marriage, your family, and your career will all benefit from advance planning.

The prospect of an international assignment can be equal parts thrilling and alarming: Will it make or break your career? What will it do to your life at home and the people you love? When you’re thinking about relocating, you start viewing questions of work and family — difficult enough under ordinary circumstances — through a kind of high-contrast, maximum-drama filter.

• BG Boris Groysberg is a professor of business administration in the Organizational Behavior unit at Harvard Business School and a faculty affiliate at the school’s Race, Gender & Equity Initiative. He is the coauthor, with Colleen Ammerman, of Glass Half-Broken: Shattering the Barriers That Still Hold Women Back at Work (Harvard Business Review Press, 2021). bgroysberg
• Robin Abrahams is a research associate at Harvard Business School.

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  The top 6 reasons to take that overseas assignment

Many of us dream of living abroad for at least some time during our life. and for very good reason. there are many benefits, both personal and professional, to embarking on an international assignment. , 1. explore the world .

If you have the travel bug, there’s nothing more satisfying than working abroad. Not only do you get to experience your new country at a much deeper level, you get paid to do it.

Living in a foreign country is completely different to a holiday. You’ll actually get to experience your adopted country in the long-term, picking up local knowledge along the way such as who sells the best coffee, what tourist traps to avoid and how to get the most out of your new city. As well as exploring your host country, you’ll also get the chance to travel to neighbouring countries on your time-off. 

2. Brush up on your language skills

3. enhance your career & boost your cv.

Having an international assignment on your CV could boost your future employability. The training and work experience you gain at an overseas company will expand your horizons and range of expertise.

In a globalised, well-connected world, employers increasingly value candidates with international work experience, and it’s often seen as a prerequisite for most senior positions at major international companies. Many professionals who undertake expat assignments find that they experience faster career progression as a result. 

4. Experience a new culture

5. earn better pay and benefits .

Many expats receive salaries that are considerably higher than those of their counterparts back home, and in some countries expats also benefit from favourable tax regimes.

In addition, expats normally also receive a considerable amount of expatriate benefits. An additional allowance is usually provided to help with relocating and settling into a new country and often includes accommodation, work permits, medical cover and other perks.

6. Expand your global network

Working abroad is a great way to expand your personal and professional network,   giving you the opportunity to build relationships with people in your field on an international level.  Developing an international social network can be useful both during your stay and when you're back in your home country.

Luckily, maintaining the network you build abroad is now easier than ever before. Social media, LinkedIn, and apps like WhatsApp, can all help you to stay connected with your circle of friends from all over the world.

If you are considering an assignment overseas, don’t forget to look after your health and wellbeing with international health insurance  which will allow you to access quality healthcare while working abroad. 

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Managing International Assignments

International assignment management is one of the hardest areas for HR professionals to master—and one of the most costly. The expense of a three-year international assignment can cost millions, yet many organizations fail to get it right. Despite their significant investments in international assignments, companies still report a 42 percent failure rate in these assignments. 1

With so much at risk, global organizations must invest in upfront and ongoing programs that will make international assignments successful. Selecting the right person, preparing the expatriate (expat) and the family, measuring the employee's performance from afar, and repatriating the individual at the end of an assignment require a well-planned, well-managed program. Knowing what to expect from start to finish as well as having some tools to work with can help minimize the risk.

Business Case

As more companies expand globally, they are also increasing international assignments and relying on expatriates to manage their global operations. According to KPMG's 2021 Global Assignment Policies and Practices Survey, all responding multinational organizations offered long-term assignments (typically one to five years), 88 percent offered short-term assignments (typically defined as less than 12 months), and 69 percent offered permanent transfer/indefinite length.

Managing tax and tax compliance, cost containment and managing exceptions remain the three principal challenges in long-term assignment management according to a 2020 Mercer report. 2

Identifying the Need for International Assignment

Typical reasons for an international assignment include the following:

• Filling a need in an existing operation.
• Transferring technology or knowledge to a worksite (or to a client's worksite).
• Developing an individual's career through challenging tasks in an international setting.
• Analyzing the market to see whether the company's products or services will attract clients and users.
• Launching a new product or service.

The goal of the international assignment will determine the assignment's length and help identify potential candidates. See Structuring Expatriate Assignments and the Value of Secondment and Develop Future Leaders with Rotational Programs .

Selection Process

Determining the purpose and goals for an international assignment will help guide the selection process. A technical person may be best suited for transferring technology, whereas a sales executive may be most effective launching a new product or service.

Traditionally, organizations have relied on technical, job-related skills as the main criteria for selecting candidates for overseas assignments, but assessing global mindset is equally, if not more, important for successful assignments. This is especially true given that international assignments are increasingly key components of leadership and employee development.

To a great extent, the success of every expatriate in achieving the company's goals in the host country hinges on that person's ability to influence individuals, groups and organizations that have a different cultural perspective.

Interviews with senior executives from various industries, sponsored by the Worldwide ERC Foundation, reveal that in the compressed time frame of an international assignment, expatriates have little opportunity to learn as they go, so they must be prepared before they arrive. Therefore, employers must ensure that the screening process for potential expatriates includes an assessment of their global mindset.

The research points to three major attributes of successful expatriates:

• Intellectual capital. Knowledge, skills, understanding and cognitive complexity.
• Psychological capital. The ability to function successfully in the host country through internal acceptance of different cultures and a strong desire to learn from new experiences.
• Social capital. The ability to build trusting relationships with local stakeholders, whether they are employees, supply chain partners or customers.

According to Global HR Consultant Caroline Kersten, it is generally understood that global leadership differs significantly from domestic leadership and that, as a result, expatriates need to be equipped with competencies that will help them succeed in an international environment. Commonly accepted global leadership competencies, for both male and female global leaders, include cultural awareness, open-mindedness and flexibility.

In particular, expatriates need to possess a number of vital characteristics to perform successfully on assignment. Among the necessary traits are the following:

• Confidence and self-reliance: independence; perseverance; work ethic.
• Flexibility and problem-solving skills: resilience; adaptability; ability to deal with ambiguity.
• Tolerance and interpersonal skills: social sensitivity; observational capability; listening skills; communication skills.
• Skill at handling and initiating change: personal drivers and anchors; willingness to take risks.

Trends in international assignment show an increase in the younger generation's interest and placement in global assignments. Experts also call for a need to increase female expatriates due to the expected leadership shortage and the value employers find in mixed gender leadership teams. See Viewpoint: How to Break Through the 'Mobility Ceiling' .

Employers can elicit relevant information on assignment successes and challenges by means of targeted interview questions with career expatriates, such as the following:

• How many expatriate assignments have you completed?
• What are the main reasons why you chose to accept your previous expatriate assignments?
• What difficulties did you experience adjusting to previous international assignments? How did you overcome them?
• On your last assignment, what factors made your adjustment to the new environment easier?
• What experiences made interacting with the locals easier?
• Please describe what success or failure means to you when referring to an expatriate assignment.
• Was the success or failure of your assignments measured by your employers? If so, how did they measure it?
• During your last international assignment, do you recall when you realized your situation was a success or a failure? How did you come to that determination?
• Why do you wish to be assigned an international position?

Securing Visas

Once an individual is chosen for an assignment, the organization needs to move quickly to secure the necessary visas. Requirements and processing times vary by country. Employers should start by contacting the host country's consulate or embassy for information on visa requirements. See Websites of U.S. Embassies, Consulates, and Diplomatic Missions .

Following is a list of generic visa types that may be required depending on the nature of business to be conducted in a particular country:

• A work permit authorizes paid employment in a country.
• A work visa authorizes entry into a country to take up paid employment.
• A dependent visa permits family members to accompany or join employees in the country of assignment.
• A multiple-entry visa permits multiple entries into a country.

Preparing for the Assignment

An international assignment agreement that outlines the specifics of the assignment and documents agreement by the employer and the expatriate is necessary. Topics typically covered include:

• Location of the assignment.
• Length of the assignment, including renewal and trial periods, if offered.
• Costs paid by the company (e.g., assignment preparation costs, moving costs for household goods, airfare, housing, school costs, transportation costs while in country, home country visits and security).
• Base salary and any incentives or allowances offered.
• Employee's responsibilities and goals.
• Employment taxes.
• Steps to take in the event the assignment is not working for either the employee or the employer.
• Repatriation.
• Safety and security measures (e.g., emergency evacuation procedures, hazards).

Expatriates may find the reality of foreign housing very different from expectations, particularly in host locations considered to be hardship assignments. Expats will find—depending on the degree of difficulty, hardship or danger—that housing options can range from spacious accommodations in a luxury apartment building to company compounds with dogs and armed guards. See Workers Deal with Affordable Housing Shortages in Dubai and Cairo .

Expats may also have to contend with more mundane housing challenges, such as shortages of suitable housing, faulty structures and unreliable utility services. Analyses of local conditions are available from a variety of sources. For example, Mercer produces Location Evaluation Reports, available for a fee, that evaluate levels of hardship for 14 factors, including housing, in more than 135 locations.

Although many employers acknowledge the necessity for thorough preparation, they often associate this element solely with the assignee, forgetting the other key parties involved in an assignment such as the employee's family, work team and manager.

The expatriate

Consider these points in relation to the assignee:

• Does the employee have a solid grasp of the job to be done and the goals established for that position?
• Does the employee understand the compensation and benefits package?
• Has the employee had access to cultural training and language instruction, no matter how similar the host culture may be?
• Is the employee receiving relocation assistance in connection with the physical move?
• Is there a contact person to whom the employee can go not only in an emergency but also to avoid becoming "out of sight, out of mind"?
• If necessary to accomplish the assigned job duties, has the employee undergone training to get up to speed?
• Has the assignee undergone an assessment of readiness?

To help the expatriate succeed, organizations are advised to invest in cross-cultural training before the relocation. The benefits of receiving such training are that it: 3

• Prepares the individual/family mentally for the move.
• Removes some of the unknown.
• Increases self-awareness and cross-cultural understanding.
• Provides the opportunity to address questions and anxieties in a supportive environment.
• Motivates and excites.
• Reduces stress and provides coping strategies.
• Eases the settling-in process.
• Reduces the chances of relocation failure.

See Helping Expatriate Employees Deal with Culture Shock .

As society has shifted from single- to dual-income households, the priorities of potential expatriates have evolved, as have the policies organizations use to entice employees to assignment locations. In the past, from the candidate's point of view, compensation was the most significant component of the expatriate package. Today more emphasis is on enabling an expatriate's spouse to work. Partner dissatisfaction is a significant contributor to assignment failure. See UAE: Expat Husbands Get New Work Opportunities .

When it comes to international relocation, most organizations deal with children as an afterthought. Factoring employees' children into the relocation equation is key to a successful assignment. Studies show that transferee children who have a difficult time adjusting to the assignment contribute to early returns and unsuccessful completion of international assignments, just as maladjusted spouses do. From school selection to training to repatriation, HR can do a number of things to smooth the transition for children.

Both partners and children must be prepared for relocation abroad. Employers should consider the following:

• Have they been included in discussions about the host location and what they can expect? Foreign context and culture may be more difficult for accompanying family because they will not be participating in the "more secure" environment of the worksite. Does the family have suitable personal characteristics to successfully address the rigors of an international life?
• In addition to dual-career issues, other common concerns include aging parents left behind in the home country and special needs for a child's education. Has the company allowed a forum for the family to discuss these concerns?

The work team

Whether the new expatriate will supervise the existing work team, be a peer, replace a local national or fill a newly created position, has the existing work team been briefed? Plans for a formal introduction of the new expatriate should reflect local culture and may require more research and planning as well as input from the local work team.

The manager/team leader

Questions organization need to consider include the following: Does the manager have the employee's file on hand (e.g., regarding increases, performance evaluations, promotions and problems)? Have the manager and employee engaged in in-depth conversations about the job, the manager's expectations and the employee's expectations?

Mentors play an important role in enhancing a high-performing employee's productivity and in guiding his or her career. In a traditional mentoring relationship, a junior executive has ongoing face-to-face meetings with a senior executive at the corporation to learn the ropes, set goals and gain advice on how to better perform his or her job.

Before technological advances, mentoring programs were limited to those leaders who had the time and experience within the organization's walls to impart advice to a few select people worth that investment. Technology has eliminated those constraints. Today, maintaining a long-distance mentoring relationship through e-mail, telephone and videoconferencing is much easier. And that technology means an employer is not confined to its corporate halls when considering mentor-mentee matches.

The organization

If the company is starting to send more employees abroad, it has to reassess its administrative capabilities. Can existing systems handle complicated tasks, such as currency exchanges and split payrolls, not to mention the additional financial burden of paying allowances, incentives and so on? Often, international assignment leads to outsourcing for global expertise. Payroll, tax, employment law, contractual obligations, among others, warrant an investment in sound professional advice.

Employment Laws

Four major U.S. employment laws have some application abroad for U.S. citizens working in U.S.-based multinationals:

• Title VII of the Civil Rights Act.
• The Age Discrimination in Employment Act (ADEA).
• The Americans with Disabilities Act (ADA).
• The Uniformed Services Employment and Reemployment Rights Act (USERRA).

Title VII, the ADEA and the ADA are the more far-reaching among these, covering all U.S. citizens who are either:

• Employed outside the United States by a U.S. firm.
• Employed outside the United States by a company under the control of a U.S. firm.

USERRA's extraterritoriality applies to veterans and reservists working overseas for the federal government or a firm under U.S. control. See Do laws like the Fair Labor Standards Act and the Family and Medical Leave Act apply to U.S. citizens working in several other countries?

Employers must also be certain to comply with both local employment law in the countries in which they manage assignments and requirements for corporate presence in those countries. See Where can I find international employment law and culture information?

Compensation

Companies take one of the following approaches to establish base salaries for expatriates:

• The home-country-based approach. The objective of a home-based compensation program is to equalize the employee to a standard of living enjoyed in his or her home country. Under this commonly used approach, the employee's base salary is broken down into four general categories: taxes, housing, goods and services, and discretionary income.
• The host-country-based approach. With this approach, the expatriate employee's compensation is based on local national rates. Many companies continue to cover the employee in its defined contribution or defined benefit pension schemes and provide housing allowances.
• The headquarters-based approach. This approach assumes that all assignees, regardless of location, are in one country (i.e., a U.S. company pays all assignees a U.S.-based salary, regardless of geography).
• Balance sheet approach. In this scenario, the compensation is calculated using the home-country-based approach with all allowances, deductions and reimbursements. After the net salary has been determined, it is then converted to the host country's currency. Since one of the primary goals of an international compensation management program is to maintain the expatriate's current standard of living, developing an equitable and functional compensation plan that combines balance and flexibility is extremely challenging for multinational companies. To this end, many companies adopt a balance sheet approach. This approach guarantees that employees in international assignments maintain the same standard of living they enjoyed in their home country. A worksheet lists the costs of major expenses in the home and host countries, and any differences are used to increase or decrease the compensation to keep it in balance.

Some companies also allow expatriates to split payment of their salaries between the host country's and the home country's currencies. The expatriate receives money in the host country's currency for expenses but keeps a percentage of it in the home country currency to safeguard against wild currency fluctuations in either country.

As for handling expatriates taxes, organizations usually take one of four approaches:

• The employee is responsible for his or her own taxes.
• The employer determines tax reimbursement on a case-by-case basis.
• The employer pays the difference between taxes paid in the United States and the host country.
• The employer withholds U.S. taxes and pays foreign taxes.

To prevent an expatriate employee from suffering excess taxation of income by both the U.S. and host countries, many multinational companies implement either a tax equalization or a tax reduction policy for employees on international assignments. Additionally, the United States has entered into  bilateral international social security agreements  with numerous countries, referred to as "totalization agreements," which allow for an exemption of the social security tax in either the home or host country for defined periods of time.

A more thorough discussion of compensation and tax practices for employees on international assignment can be found in SHRM's Designing Global Compensation Systems toolkit.

How do we handle taxes for expatriates?

Can employers pay employees in other countries on the corporate home-country payroll?

Measuring Expatriates' Performance

Failed international assignments can be extremely costly to an organization. There is no universal approach to measuring an expatriate's performance given that specifics related to the job, country, culture and other variables will need to be considered. Employers must identify and communicate clear job expectations and performance indicators very early on in the assignment. A consistent and detailed assessment of an expatriate employee's performance, as well as appraisal of the operation as a whole, is critical to the success of an international assignment. Issues such as the criteria for and timing of performance reviews, raises and bonuses should be discussed and agreed on before the employees are selected and placed on international assignments.

Employees on foreign assignments face a number of issues that domestic employees do not. According to a 2020 Mercer report 4 , difficulty adjusting to the host country, poor candidate selection and spouse or partner's unhappiness are the top three reasons international assignments fail. Obviously, retention of international assignees poses a significant challenge to employers.

Upon completion of an international assignment, retaining the employee in the home country workplace is also challenging. Unfortunately, many employers fail to track retention data of repatriated employees and could benefit from collecting this information and making adjustments to reduce the turnover of employees returning to their home country.

Safety and Security

When faced with accident, injury, sudden illness, a disease outbreak or politically unstable conditions in which personal safety is at risk, expatriate employees and their dependents may require evacuation to the home country or to a third location. To be prepared, HR should have an evacuation plan in place that the expatriate can share with friends, extended family and colleagues both at home and abroad. See Viewpoint: Optimizing Global Mobility's Emergency Response Plans .

Many companies ban travel outside the country in the following circumstances:

• When a travel advisory is issued by the World Health Organization, Centers for Disease Control and Prevention, International SOS or a government agency.
• When a widespread outbreak of a specific disease occurs or if the risk is deemed too high for employees and their well-being is in jeopardy.
• If the country is undergoing civil unrest or war or if an act of terrorism has occurred.
• If local management makes the decision.
• If the employee makes the decision.

Once employees are in place, the decision to evacuate assignees and dependents from a host location is contingent on local conditions and input from either internal sources (local managers, headquarters staff, HR and the assignee) or external sources (an external security or medical firm) or both. In some cases, each host country has its own set of evacuation procedures.

Decision-makers should consider all available and credible advice and initially transport dependents and nonessential personnel out of the host country by the most expeditious form of travel.

Navigating International Crises

How can an organization ensure the safety and security of expatriates and other employees in high-risk areas?

The Disaster Assistance Improvement Program (DAIP)

Repatriation

Ideally, the repatriation process begins before the expatriate leaves his or her home country and continues throughout the international assignment by addressing the following issues.

Career planning. Many managers are responsible for resolving difficult problems abroad and expect that a well-done job will result in promotion on return, regardless of whether the employer had made such a promise. This possibly unfounded assumption can be avoided by straightforward career planning that should occur in advance of the employee's accepting the international assignment. Employees need to know what impact the expatriate assignment will have on their overall advancement in the home office and that the international assignment fits in their career path.

Mentoring. The expatriate should be assigned a home-office mentor. Mentors are responsible for keeping expatriates informed on developments within the company, for keeping the expatriates' names in circulation in the office (to help avoid the out-of-sight, out-of-mind phenomenon) and for seeing to it that expatriates are included in important meetings. Mentors can also assist the expatriate in identifying how the overseas experience can best be used on return. Optimum results are achieved when the mentor role is part of the mentor's formal job duties.

Communication. An effective global communication plan will help expatriates feel connected to the home office and will alert them to changes that occur while they are away. The Internet, e-mail and intranets are inexpensive and easy ways to bring expatriates into the loop and virtual meeting software is readily available for all employers to engage with global employees. In addition, organizations should encourage home-office employees to keep in touch with peers on overseas assignments. Employee newsletters that feature global news and expatriate assignments are also encouraged.

Home visits. Most companies provide expatriates with trips home. Although such trips are intended primarily for personal visits, scheduling time for the expatriate to visit the home office is an effective method of increasing the expatriate's visibility. Having expatriates attend a few important meetings or make a presentation on their international assignment is also a good way to keep them informed and connected.

Preparation to return home. The expatriate should receive plenty of advance notice (some experts recommend up to one year) of when the international assignment will end. This notice will allow the employee time to prepare the family and to prepare for a new position in the home office. Once the employee is notified of the assignment's end, the HR department should begin working with the expatriate to identify suitable positions in the home office. The expatriate should provide the HR department with an updated resume that reflects the duties of the overseas assignment. The employee's overall career plan should be included in discussions with the HR professional.

Interviews. In addition to home leave, organizations may need to provide trips for the employee to interview with prospective managers. The face-to-face interview will allow the expatriate to elaborate on skills and responsibilities obtained while overseas and will help the prospective manager determine if the employee is a good fit. Finding the right position for the expatriate is crucial to retaining the employee. Repatriates who feel that their new skills and knowledge are underutilized may grow frustrated and leave the employer.

Ongoing recognition of contributions. An employer can recognize and appreciate the repatriates' efforts in several ways, including the following:

• Hosting a reception for repatriates to help them reconnect and meet new personnel.
• Soliciting repatriates' help in preparing other employees for expatriation.
• Asking repatriates to deliver a presentation or prepare a report on their overseas assignment.
• Including repatriates on a global task force and asking them for a global perspective on business issues.

Measuring ROI on expatriate assignments can be cumbersome and imprecise. The investment costs of international assignments can vary dramatically and can be difficult to determine. The largest expatriate costs include overall remuneration, housing, cost-of-living allowances (which sometimes include private schooling costs for children) and physical relocation (the movement to the host country of the employee, the employee's possessions and, often, the employee's family).

But wide variations exist in housing expenses. For example, housing costs are sky-high in Tokyo and London, whereas Australia's housing costs are moderate. Another significant cost of expatriate assignments involves smoothing out differences in pay and benefits between one country and another. Such cost differences can be steep and can vary based on factors such as exchange rates (which can be quite volatile) and international tax concerns (which can be extremely complex).

Once an organization has determined the costs of a particular assignment, the second part of the ROI challenge is calculating the return. Although it is relatively straightforward to quantify the value of fixing a production line in Puerto Rico or of implementing an enterprise software application in Asia, the challenge of quantifying the value of providing future executives with cross-cultural perspectives and international leadership experience can be intimidating.

Once an organization determines the key drivers of its expatriate program, HR can begin to define objectives and assess return that can be useful in guiding employees and in making decisions about the costs they incur as expatriates. Different objectives require different levels and lengths of tracking. Leadership development involves a much longer-term value proposition and should include a thorough repatriation plan. By contrast, the ROI of an international assignment that plugs a skills gap is not negatively affected if the expatriate bolts after successfully completing the engagement.

Additional Resources

International Assignment Management: Expatriate Policy and Procedure

Introduction to the Global Human Resources Discipline

1Mulkeen, D. (2017, February 20). How to reduce the risk of international assignment failure. Communicaid. Retrieved from https://www.communicaid.com/cross-cultural-training/blog/reducing-risk-international-assignment-failure/

2Mercer. (2020). Worldwide Survey of International Assignment Policies and Practices. Retrieved from https://mobilityexchange.mercer.com/international-assignments-survey .

3Dickmann, M., & Baruch, Y. (2011). Global careers. New York: Routledge.

4Mercer. (2020). Worldwide Survey of International Assignment Policies and Practices. Retrieved from https://mobilityexchange.mercer.com/international-assignments-survey

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Download Free Assignment Abroad Times Pdf 11-05-2024

Assignment Abroad Times PDF

Table of Contents

What is Assignment Abroad Times PDF?

Assignment Abroad Times PDF, the premier weekly Newspaper specializing in job updates for international assignments, with over 10,000 job vacancies updated every week on Wednesday and Saturday, Assignments Abroad Times PDF is your go-to source for the latest career opportunity to abroad.

More than 1000+ abroad job vacancies are available in the PDF for Saudi Arabia, Kuwait, Qatar, Abu Dhabi, Bahrain, Europe.

How to use Assignment Abroad Times PDF?

The PDF is very simple to use it includes job paper for different manpower agencies, in the job paper all the details like job position, interview date, interview location, Email, Contact no. company name, qualifications required for job. If you’re interested in the job you can contact manpower consultancy agency given in the job paper. The Manpower company agent will give you more information about the job and help you for your interview.

How to Apply for the Job Paper you have found?

In the job paper all the job details like – job position, eligibility, qualification, salary, facilities, and hiring organization details like – Consultancy name, Address, E-mail address, Phone Number are given. To apply for any position, you have to send your updated CV, along with supporting documents to the mentioned email address or you can contact the given number for more details. Also don’t forget to mention your job position in the E-mail subject line.

Apply Process:-

Send your updated CV along with a valid contact or Whatsapp number, experience certificates, and passport copy photo. Also don’t forget to mention the job subject line and your Skype or Zoom ID in your CV for an easy online interview.

आवेदन प्रक्रिया:-

एक वैध संपर्क या व्हाट्सएप नंबर, अनुभव प्रमाण पत्र और पासपोर्ट कॉपी फोटो के साथ अपना अपडेटेड सीवी भेजें। साथ ही आसान ऑनलाइन साक्षात्कार के लिए अपने सीवी में नौकरी की विषय पंक्ति और अपनी स्काइप या ज़ूम आईडी का उल्लेख करना न भूलें।

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Note for the Job Seekers:-

Dear Job seeker we try to provide genuine jobs only. We don’t have any  role in the Recruitment process and Advertiser or Publication. Please make an inquiry before you accept the job offer and after that you should pay money to them.

Read More…

• Saudi Arabia Job Vacancy for Leading Logistic Co.
• Best Abroad Job Consultancy | Gulf Jobs Today

Global Learning Hub

Experiences Abroad and at Home

• by Jacob Feinstein, Student Writing Intern, Global Affairs
• May 14, 2024

Valeria Becerra Angulo, a UC Davis student, has just one thing to say to students about studying abroad: “Just do it.”

Valeria is an international relations major with a minor in French, Human Rights, and Environmental Policy Analysis and Planning. Originally from Mexico and having moved to America in her teens, Valeria knows how difficult it is to learn a new language and live in a new environment away from home. Fortunately, she has found a second home in Davis, but she wanted to continue her international experiences. 

Advancing International Experiences in France

Considering the interconnected nature of her major, Valeria figured that one of the best ways to study international relations was to attend schools in both America and abroad. So, in 2023, Valeria participated in the  UCEAP Sciences PO Paris Study Abroad program to study European politics in France. There, she aimed to “open up to different people from different cultures” and “expand herself as an international citizen both intellectually and physically.”

When asked what she believed was the most valuable lesson she learned in France, Valeria responded:

“I think overall, my global experiences forced me to step out of my comfort zone. Step away from my bubble and be able to adapt, be resilient, and persevere because when you move to another country, you leave everything behind. You have to adapt to a new system. Academics are important, but I think opening yourself up to different people from different cultures is the most valuable thing for your life and experiences. You have to be there for that.”

In this same sentiment, Valeria said the highlight of her international experience was “…the places that I got to visit and the friendships and connections.”  While Study Abroad’s primary goal is to enrich students’ intellectual capacities, UC Davis recognizes that the independent nature of study abroad and the student’s exposure to new places, ideas, and things are equally valuable in fostering personal growth.   

Studying abroad is completely different from being a tourist. It’s going to be work, it’s going to be life, it’s going to be very hard, but it gives you the opportunity to see yourself grow in the process and get better than before. I’m capable of doing many things now that I didn’t think I could do. Life will always throw things at you. If you can study abroad, do it.”

Valeria additionally remarked that her international experiences have “humbled her” because she knows many students might be unable or hesitant to apply because their English/local language skills are not their native tongue. “My French skills were… sort of there”, Valeria laughingly said, but she conveyed that she was nevertheless “deeply grateful that I’ve been able to live through this experience” and encourages her peers to look into the program. 

Assisting UC Davis Students in their Global Pursuits

Aside from her study abroad experience, Valeria regularly works as a peer advisor at the UC Davis Global Learning Hub within Global Affairs. There, she dedicates herself to helping international students acclimate to UC Davis and helps prepare other UC Davis students for their future international experiences. From providing information on public transportation, buildings, routes, and general advice on living in a new town, Valeria and other Aggies in the Global Affairs office help students prepare for the road ahead.

Ultimately, Valeria says that the study abroad program and her time with Global Affairs have “helped me understand myself as a person” and better her “as a world citizen.”

About the Global Learning Hub at UC Davis

As a part of  Global Affairs , the Global Learning Hub aims to inspire and advance global curiosity, understanding, and engagement.

Through the  Global Learning Hub , every UC Davis student can find global learning opportunities available on campus, in the region, virtually, and internationally. The Hub offers global learning programs, workshops, and resources that enhance all UC Davis students’ academic and career pursuits through four broad areas of opportunities: Community Engagement; Global Skills and Leadership; Internships and Research; and Study Abroad. UC Davis is committed to preparing the next generation of global problem solvers and change makers. As such, we aim to prepare our undergraduate, graduate, and professional students to solve global challenges collaboratively, equitably, and sustainably.

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