In my opinion, all the measures taken
before an assignment are as important as the measures taken after this
As a matter of fact, way too much
companies forget about this part feeling that the most complicated part is done
as the assignment is finished.
Recognizing the challenge that the
assignment was for the employee is so important and need to be rewarded.
The “reward” can take many forms as
we said throughout the report. For example, it can be given as a raise of the
inpatriate’s salary but as we’ve seen in many surveys most of the time, money
isn’t the best way to reward an employee. In fact, most people would rather go
for “intrinsic” advantages like an increase of their managerial responsibilities
which would also be a significant way to reward an inpatriate after an
In order to reward an employee after
his assignment, the company obviously has to measure the value of the overall
experience and think about the return on investment. According to a survey
created by the company Pwc, it is possible to measure the benefits of an
international assignment thanks to few metrics like the management cost per
employee or for example the money brought by a sales person to the company
(comparing before and after the assignment). Once the return on investment is
calculated it will not only define what raise or upgrade of the employee’s job
should be given but it will also allow the company to get a feedback about the
overall experience for them to know if their way of offering assignment is
Something to keep in mind is that the
assessment of the inpatriate’s new knowledge and skills cannot be done only
accordingly to the company’s point of view but also the employee who should
assess himself and the assignment.
Furthermore, even if the rewarding is
an important part of the “after assignment process”, taking care of
reintegrating the employee in the company is also important.
As a matter of fact, feeling like
you’re not anymore part of the company you work for is an awful feeling for an
That’s why it is important for the
company to stay in touch with the inpatriate throughout the whole assignment
but also to give as many information as it can to the employee when he’ll come
back on how the company has been doing during the time that he was away.
Also, the company should keep in mind
that the employee might have experienced different ways of working in the host
company and must make sure that the employee we’ll be able to reintegrate all
the usual “codes”. I think that a regular meeting between both the inpatriate
and the company should be done (every week at first and then monthly) so that
they can discuss of what is going wrong and so that the employee might be able
to propose new ways of working or its team or even department.
Finally, another good way of
recognizing the contribution of an employee thanks to an assignment would be to
ask them (after returning home) to give a presentation to their colleagues
about the experience and the company should also organize a reception so that
it would give the opportunity to the inpatriate to reconnect with the existing
personnel and meet the new personnel.
To conclude, I believe that the point
of an assignment and maybe the greatest challenge for a Human Resources Manager
is to ensure that this experience will not only benefit the employee and his
career but will also affect (in a good way) the working environment of the
company. The inpatriates shall share all their new knowledge with their team
and bring cultural awareness as well as new strategies so that the overall
business would run better.