One of the main problems associated with the international assignments of employees is the high turnover rate of the repatriates on their return. The most common reason managers reject a foreign assignment is their perception that the assignment will have a negative effect on their family’s lifestyle because of unacceptable living conditions, inadequate educational opportunities for their children, and the inability to be near aging parents.
In your opinion, as an HR manager, what could be the legal impediments possibly faced by the repatriates?
The possible legal impediments faced by repatriates are as follows:
· The compensation structure may differ and can lead the employee in confusion and disappointment
· The labor laws in the host and home country can be different and hence the employee needs a thorough briefing in both expatriation and repatriation
· The family settlement laws and benefits may differ in home and host country
One of the main problems associated with the international assignments of employees is the high turnover...
Is there one universal way for a MNC to motivate its employees around the world to exert maximum effort and be accountable for their results? case: Global Talent Management at Novartis I do not know how to give you the whole case Sourcing Talent Globally The company was actively involved in sourcing talent from increasingly dispersed locations. Managers were encouraged to keep an updated list of leadership talent. In addition, the company 7 708-486 Global Talent Management at Novartis had...
What was Novartis ́ main challenge in managing talent in China? Novartis case . Global Talent Management at Novartis I do not know how to post the PDF case? cloud you tell me how to give the case Sourcing Talent Globally The company was actively involved in sourcing talent from increasingly dispersed locations. Managers were encouraged to keep an updated list of leadership talent. In addition, the company 7 708-486 Global Talent Management at Novartis had recently expanded its hiring...