June 26-29, 2011 Las Vegas, Nevada Development and Implementation of a Successful Orientation Program for Self-Initiating Expatriate Employees Adrienne A. Isaković, Ph.D. June 28 th, 2011 SHRM 2011 Annual Conference & Exposition
Introduction and Agenda Definition and types of expatriates Characteristics of self-initiating expatriates Why is proper orientation so important for expatriates? Good orientation programs have two parts: > Pre-departure > On-site Examples of components and resources for each Q & A 2
Definition If I say the word expatriate, what kind of employee does that traditionally mean? > Sent abroad by his or her employing organization; > Work assignment is temporary, fixed-term; > Organizations include multinational enterprises, not-for-profit, governmental, and faith-based organizations. What is a self-initiating expatriate? > An employee who self-initiates his or her foreign work experience and is hired directly by an organization in the foreign country. > According to OECD, over 2 million in the world in 2009 > So what truly makes self-initiating expatriates different? 3
Characteristics of Self-Initiating Expatriates How are self-initiating expatriates different from traditional expatriates? > Initiation of assignment > Motivation to expatriate > Individual background variables > Employing organizations > Types of jobs > Funding > Career paths 4
Why is orientation so important? Many questions; expatriates often left to find out themselves Google searches can only get you so far Expatriates need information for both work and non-work It takes time for the expatriate to adjust to both the new work and non-work environments If an expatriate (or his/her family) doesn t adjust to the new environment, the costs are enormous for the employer as well as the employee *Assistance is crucial, before and after the expatriation to the foreign country* 5
Why is orientation so important? Time to adjustment On a scale of 1 = very unadjusted to 7 = very adjusted 6
Why is orientation so important? Costs of failed assignments > For traditional expatriates, failure rates between 16 and 50% > Each failed international assignment could cost an organization between $55,000 and $250,000 direct costs > Indirect costs to the organization include: Strategic aims and goals not being accomplished Impact on job productivity Co-worker morale Relationship with host country nationals Future recruitment abilities > Costs to the employee include: Negative psychological impact Psychological impact on spouse and family Lowered self-esteem Career consequences 7
Orientation Program for Self-Initiating Expatriates A good orientation program for selfinitiating expatriates has two (2) parts: Culture > Information made readily available before the expatriate leaves his or her home country (pre-departure) > On-site onboarding program 8
Pre-Departure Orientation When: As soon as they have signed the soft copy of their employment contract. Ideally the earlier the better. Where: Internet-based > Learning Management System (LMS) > Password-protected on company intranet > Publicly available on company internet page > Social media sites such as Facebook, blogs, wikis > Public/fee sites such as Scribd.com How: Appeal to different learning styles > PDFs/Word documents > Videos > elearning modules > Webinars > Podcasts 9
Pre-Departure Orientation What Topics to Include? Any procedural, document, legal, or logistical items to be taken care of before their move away from home > Document requirements and attestation > Travel and lodging arrangements > Employment/Residence visas Host country & city information, including > Local culture and customs > Language > Currency/Banking > Shopping > Health resources > Secular and religious holidays > Activities, cultural events, attractions 10
Pre-Departure Orientation What Topics to Include? Settling in to life in the new country > Local forms of ID (driver s license, other licenses) > Transportation options > Banking options > Mail and package shipping > Mobile and landline phones, internet Schooling options > K-12 > College/university Pets > Travel and relocation > Veterinary resources 11
Housing > Tips and tools for deciding on important aspects > Renting vs. buying > Real estate agencies or other rental sources > Local standards > Procedures, document requirements, organization assistance > Appliances and furnishings Spouse Resources Pre-Departure Orientation What Topics to Include? > Networking/social groups > Employment resources HR Resources > Medical coverage > Employee Handbook/Policies & Procedures > Who s who/roster/organizational Chart 12
On-site Onboarding Program Levels of focus > Human Resources (first day, mornings first week) > Department (mornings second week) > Organization (within first month/quarter) > Non-work/local environment (during first week) Organize by time period > First day > First two weeks (first week not on the job, but on payroll) > First month or quarter, depending on recruitment activity 14
On-site Onboarding Program First Day - am > Welcome > Schedule for first two weeks > Branded goody bags > Document collection > Immigration/visa in-processing > Relocation and housing allowances > Bank accounts First Day - pm > Free time Accommodation viewing Furnishings shopping School visits 15
First Two Weeks: Half-Days Only On-site Onboarding Program Week One Morning Topics > Employee Policies and Procedures Hours of work Dress code Payroll cycle & benefits administration Parking Employee rights and responsibilities Probation Performance evaluation Employee programs (Learning & Development, Awards) Leave policies > Cross Cultural Training (also for spouses) > Q&A Sessions (also for spouses) Week Two Morning Topics > Department Level Welcome breakfast/lunch Mentor assignment Job Description Desk location Computer/logins Telephone/other equipment Unwritten customs Afternoons should be left free for accommodation search, furnishings shopping, and school visits. 16
Either during first month or first quarter On-site Onboarding Program Organizational Orientation (half day, with hosted lunch) > President/CEO Welcome Mission, vision, values Strategic plan > VP/Directors for each area Area services > Q&A/Feedback Session Formal feedback survey on orientation experience > Should be anonymous > Pen & paper or online > Data will provide benchmark levels and areas for improvement 17
Cross-Cultural Training Cross-Cultural Training > First raise self-awareness about ingrained cultural beliefs and values (activities, psychometric assessment) > Use a cultural framework to highlight differences > Discuss surface vs. invisible cultural beliefs > Discuss how cultural preferences play out in work and non-work situations > High and low context cultures > Monochronic vs. polychronic time 18
Conclusion What we covered today in this presentation: Definition and types of expatriates Characteristics of self-initiating expatriates The importance of a formal orientation program Two parts of a good orientation program for self-initiating expatriates Examples of components and resources for each 19
Conclusion Thank you very much for attending my presentation. Any questions or comments? 20