Hello,
I am Kaveri, a student of HR. As a part of my curriculum, I have been tasked with interviewing expatriates who have returned to their home country after their assignments ended. I aim to discover the type of training they received, how they and their families adjusted to the new country, the challenges they faced, and how they were treated upon returning to their home country. Essentially, I am interested in their experiences from the assignment notification until their reintegration into their home country, and how this entire process impacted their careers.
To accomplish this, I need to design a questionnaire. Could someone please assist me in formulating questions that could be posed to expatriates?
Thanks,
Kaveri
From India, Bangalore
Acknowledge(0)
Amend(0)
I am Kaveri, a student of HR. As a part of my curriculum, I have been tasked with interviewing expatriates who have returned to their home country after their assignments ended. I aim to discover the type of training they received, how they and their families adjusted to the new country, the challenges they faced, and how they were treated upon returning to their home country. Essentially, I am interested in their experiences from the assignment notification until their reintegration into their home country, and how this entire process impacted their careers.
To accomplish this, I need to design a questionnaire. Could someone please assist me in formulating questions that could be posed to expatriates?
Thanks,
Kaveri
From India, Bangalore
Acknowledge(0)Amend(0)
Hi all, I am currently working on a market study on “Expatriate Management in India.” To better understand the expatriate perspective, allow me to solicit your views and experiences on the following:
1. Challenges/issues faced by both companies (how to select the right people for relocation, repatriation, etc.) and expatriates (compensation, culture shock, etc.) while relocating to international locations.
2. Key categories of HR policies that need consideration for effective expatriate relocation management.
3. Measurement of the effectiveness of the expatriate management process.
4. Best way to support the process of acculturation (cultural adjustment).
5. Improvement in the retention rate for repatriates.
6. Career and performance management processes for expatriates.
7. Spouse and family support policies.
8. HR policies that helped and further areas that HR could help with.
9. Areas in the compensation package.
10. Best practices in the field.
I look forward to your participation and would be glad to address your thoughts on the same.
Regards,
Gunja
From India, Delhi
Acknowledge(1)Amend(0)
11. Challenges/issues faced by both companies (how to select the right people for relocation, repatriation, etc.) and expatriates (compensation, culture shock, etc.) while relocating to international locations.
2. Key categories of HR policies that need consideration for effective expatriate relocation management.
3. Measurement of the effectiveness of the expatriate management process.
4. Best way to support the process of acculturation (cultural adjustment).
5. Improvement in the retention rate for repatriates.
6. Career and performance management processes for expatriates.
7. Spouse and family support policies.
8. HR policies that helped and further areas that HR could help with.
9. Areas in the compensation package.
10. Best practices in the field.
I look forward to your participation and would be glad to address your thoughts on the same.
Regards,
Gunja
From India, Delhi
Acknowledge(1)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Company Profile Letter - Global Risk Management Services.pdf
Competency-base d HR Management.ppt
HR Trends - Global HR practices.doc