In my opinion, all the measures takenbefore an assignment are as important as the measures taken after thisassignment.As a matter of fact, way too muchcompanies forget about this part feeling that the most complicated part is doneas the assignment is finished.Recognizing the challenge that theassignment was for the employee is so important and need to be rewarded.The “reward” can take many forms aswe said throughout the report. For example, it can be given as a raise of theinpatriate’s salary but as we’ve seen in many surveys most of the time, moneyisn’t the best way to reward an employee. In fact, most people would rather gofor “intrinsic” advantages like an increase of their managerial responsibilitieswhich would also be a significant way to reward an inpatriate after anassignment.In order to reward an employee afterhis assignment, the company obviously has to measure the value of the overallexperience and think about the return on investment.
According to a surveycreated by the company Pwc, it is possible to measure the benefits of aninternational assignment thanks to few metrics like the management cost peremployee or for example the money brought by a sales person to the company(comparing before and after the assignment). Once the return on investment iscalculated it will not only define what raise or upgrade of the employee’s jobshould be given but it will also allow the company to get a feedback about theoverall experience for them to know if their way of offering assignment isbeneficial.Something to keep in mind is that theassessment of the inpatriate’s new knowledge and skills cannot be done onlyaccordingly to the company’s point of view but also the employee who shouldassess himself and the assignment.
Furthermore, even if the rewarding isan important part of the “after assignment process”, taking care ofreintegrating the employee in the company is also important.As a matter of fact, feeling likeyou’re not anymore part of the company you work for is an awful feeling for anemployee.That’s why it is important for thecompany to stay in touch with the inpatriate throughout the whole assignmentbut also to give as many information as it can to the employee when he’ll comeback on how the company has been doing during the time that he was away.Also, the company should keep in mindthat the employee might have experienced different ways of working in the hostcompany and must make sure that the employee we’ll be able to reintegrate allthe usual “codes”. I think that a regular meeting between both the inpatriateand the company should be done (every week at first and then monthly) so thatthey can discuss of what is going wrong and so that the employee might be ableto propose new ways of working or its team or even department. Finally, another good way ofrecognizing the contribution of an employee thanks to an assignment would be toask them (after returning home) to give a presentation to their colleaguesabout the experience and the company should also organize a reception so thatit would give the opportunity to the inpatriate to reconnect with the existingpersonnel and meet the new personnel. To conclude, I believe that the pointof an assignment and maybe the greatest challenge for a Human Resources Manageris to ensure that this experience will not only benefit the employee and hiscareer but will also affect (in a good way) the working environment of thecompany.
The inpatriates shall share all their new knowledge with their teamand bring cultural awareness as well as new strategies so that the overallbusiness would run better.