This study examines the expatriate process challenges at Transnet Port Terminals and examines the perceptions and experiences of expatriates prior to, during and after international assignments. The research adopts a single case study approach and explores international HR management processes and practices at Transnet Port Terminals.
Introduction
- Background
- Background of the study
- Definitions of Terms
- Research Problem
- Research Questions
- Research Objectives
- Ethical Consideration
- Limitations of the study
- Conclusion
The aim of the study is to investigate the expatriate process challenges at Transnet Port Terminals (TPT) by analyzing the perceptions and experiences of expatriates, including the Human Resources Managers who played a central role in managing the entire expatriation process . To determine the perception of the assignment support that expats receive from Transnet Port Terminals.
Literature Review
Introduction
The role of Human Resource Management
Major external influences International human resource management is influenced by external factors in the host country. 10 Selection of suitably qualified personnel, pre-departure training, assignment support and repatriation are key aspects of international human resource management (Dowling, 2013).
International Human Resource Management
Human Resources Management will be responsible for arranging pre-relocation logistics, providing international support to employees and their family regarding housing, transportation, medical assistance for tuition, career support and re-entry. This suggests that the support of the HR department cannot be overemphasized to ensure a successful international assignment from conception to repatriation (Dowling et al., 2013; Sarkiunaite & Rocke, 2017).
Definition of Expatriate
- Types of Expatriates
- Parent-Country Nationals
- Host-Country Nationals
- Third-Country Nationals
- Expatriate Failure
- Expatriate Success
Adaptability: Choosing the right candidate for foreign assignments is an important factor that Human Resource Management must consider because it is the expatriate's responsibility to adapt to the host country. The perceived support of organizations in the home country or host country also contributes to expatriate success (Karticka & Lee, 2014; Polon, 2017).
Expatriate Process Cycle
- Phase 1: Recruitment and Selection
- Selection criteria for expatriates
- Candidate’s ability to adapt to cultural changes
- Self-Reliance
- Physical and emotional wellbeing
- Education
- Motivation for international assignments
- Family and Spouse
- Leadership Ability
- Individual factors
- Situational factors
- The use of tests in the selection criteria
- Four Dimensional approach
Determining the most appropriate selection criteria for international assignments poses a challenge for the selection committee. 18 Previous experience on special projects, field experience, assignments or hobbies are some elements of independence that organizations can consider as selection criteria for international assignments (Dowling et al., 2013).
Phase 2: Pre-Departure Training
- Cross-Cultural Adjustment
- Cross-Cultural Training
- Practical Assistance
- Culture Shock
- Phases in Culture Shock
In order to adequately support an expatriate on the way to international assignments, cross-cultural training is crucial to prevent "culture shock". Pre-departure training is critical to the overall outcome of an international assignment as it prepares the expatriate for the many challenges in the host country.
Phase 3: On-Assignment Support
- Expatriate Management
- Diversity Management
According to Gotsis and Korte (2015) "cultural diversity in the workplace reflects existing demographic, social and cultural differences at the societal level" (Gotsis & Korte, 2015) cited in Mateescu, 2017, p. 23). Employees recognize that the organization is known for setting the standards for best practices regarding diversity in the workplace. Diversity training: Employee education and training is an integral starting point for managing diversity in the workplace.
Repatriation
- Requirements for successful international assignment
- Expatriation impact on career
- Repatriation Strategies
The goal of repatriation is to ensure successful integration of the home environment with the experiences of the host environment to prevent re-entry problems (Dowling et al., 2013). The model (Figure 2.5) identifies the steps taken before departure, during the international assignment and after the expatriate's return for effective repatriation (Jassawalla et al., 2004), cited in (Sulaymonov, 2017). According to Vogel (2006), the repatriation agreement should be under development from the beginning of the international posting.
Knowledge Transfer
Repatriation strategies should be determined before an employee accepts an international assignment to reduce any expectations of career advancement after the assignment ends (Vogel, 2006). Will my newly acquired skills and perspective in home organization be valued and put to good use? The purpose of the questions is to prevent expectations between expatriates after repatriation other than what was agreed upon between the expatriate and management prior to accepting the offer.
Conclusion
Research Methodology
- Introduction
- Research Methods and Research Methodology
- Types of Research
- Quantitative Research
- Qualitative research
- Research Design
- Case Study
- Population and Sample
- Population
- Sample
- Sampling Method
- Research instrument
- Questionnaire
- Interview Method
- Interview technique
- Study site
- Data reliability and validity
- Methodology used for the pilot test
- Pilot Test: Semi-structured Interview
- Pilot Interview Report
- Data analysis
- Thematic Analysis
- Ethical Considerations
- Conclusion
The researcher interprets that data and attempts to match patterns from the data and link them to the purpose of the study. The researcher developed a semi-structured questionnaire that would be used to extract in-depth information to achieve the objectives of the study. To make sense of the data collected, the researcher applied the following five steps in the study.
Presentation of Results
Introduction
Demographic Profile of Expatriates
The following themes and sub-themes were identified in response to question one of the survey. The following themes and sub-themes were identified in response to question two of the survey. The following themes and sub-themes were identified in response to question three of the survey.
Research Question One: Selection Criteria
- Psychological tests and assessments
The 60 identified include the greatest strengths of the expatriation process, greatest challenges, suggestions for improvement, preparation and support for expatriates, and improvement of current processes. The study found that none of the participating family members were involved in the emigration selection process at Transnet port terminals.
Research Question Two: Pre- Departure Training
62 Participant 2: “The only training I received was language training, very rushed and time was limited…three weeks training.”. In response to the cross-cultural training, the investigation found that no cross-cultural training was provided by Transnet Port Terminals.
Research Question Three: On-Assignment Support
- Perceptions on current practice of managing expatriates’
Contact via Wats aap, skyp, mobile phones…it was at my own expense, got a SIM card, data and wifi in apartment was unstable…no help from company about contact with relatives.”. Asked to get an international driver's license...the way they drive, no robots or lines, we didn't drive, transportation was no problem...the driver took us to work. We were able to call home, expensive via roaming... The country manager was changed and told to call family at his own expense, R2000 to R3000 per month with no refund... The wifi connection was poor, wouldn't work for three days. .. data is very expensive, everything is expensive, some. employees could not call home, no support.”.
Research Question Four: Repatriation
General Questions
The purpose of the report was to learn from current practices, acknowledge challenges and make improvements to the deportation process. Most participants agreed that the assignment was successful despite the many challenges they encountered. At the end of the survey, the researcher asked for additional comments from each participant that may have been overlooked.
Human Resource Managers
- Theme one: Biggest strengths of the expatriate process
- Theme two: Biggest Challenges of the expatriate process
- Theme three: Suggestions for improvement
- Theme four: Preparation and support provided to expatriates
- Theme five: Improvement of current process
76 Participant 2: “TPT's greatest strength is understanding the market it operates in…recognizing skill sets required and establishing a system…training capacity in partnership with Transnet Maritime School of Excellence…providing specific solutions of training at the terminal". 77 Participant 3: “Using the pay scale as provided in the SARS schedule and employees indicating that they live on a shoestring budget as we had limited information on the cost of a basket of goods…sanitary for employees in an unfamiliar country, the negative exposure of the health of employees ... rotating the loaded between the task and finding an alternative position to return them in a short space of time puts pressure ... Transportation, no car provided and supported in transport by the customer and he imposed the private life of the passengers ... relied on the travel medical card and no medical assistance coverage in the country." 79 Participant 3: “Yes, it can only improve as we operate in different countries as experiences will vary, and while other basic principles may not change, certain offerings must conform to country specific compliance requirements. "
Conclusion
Discussion of Results
- Introduction
- Research Question One: What are the perceptions of Transnet Port Terminals
- Selection Criteria
- Conclusion
- Research Question Two: What are the perceptions of Transnet Port Terminals
- Pre-departure Training
- Conclusion
- Research Question Three: What are the perceptions of the on-assignment support
- On-assignment support
- Conclusion
- Research Question Four: What are the perceptions of Transnet Port Terminals
- Repatriation
- Conclusion
- Human Resource Managers
- Theme one: Biggest strengths of the expatriate process
- Theme two: Biggest challenges on managing expatriates
- Theme three: Suggestions for Improvement
- Theme four: Preparation and Support
- Theme five: Improvement of Current Processes
According to the data analysis in Chapter Four, the majority of the HR team shared positive opinions about the perceived strengths. The first participant said: “No, this was new territory for TPT as HR was involved in such a process for the first time ... there was no policy in place and to improvise ... we did not anticipate the challenges that employees would face in Benin, as we (HR) did not know the country... The selection of employees to be assigned to the Africa project was done in a hurry, so there was not enough time to secure all the team members. Participant four said, "There is no current process that can be improved!" We need to start from scratch, compare comparison groups, recruit and select correctly, train further (French, Portuguese), connect the talent management group with the expatriate group.” The study concluded that all participants felt that improvement of the current expatriate was definitely necessary.
Recommendations and Conclusion
Introduction
Research Question One
- Recruitment and Selection
TPT must ensure that their existing global mobility policies and processes support the success of the international assignment by considering the four phases of the expatriation process, including selection of suitable employees, pre-departure training, during-assignment support and repatriation. The literature confirmed that spouse and family involvement early in the process cannot be overemphasized, as family support is crucial to the success of the international assignment. HR should answer all expats' questions about their career development before accepting the offer, to avoid any expectations of promotion when they return from the international assignment.
Research Question Two
- Pre-Departure Training
Research Question Three
- On-assignment Support
It is recommended by the researcher that TPT create a process by which expatriates are educated about the use of the residence allowance. According to the results in Chapter four, one of the biggest challenges experienced by the expatriates was the lack of support received from Head Office. It is recommended that expatriates receive similar quality healthcare treatment in the host country as they did in their home country.
Research Question Four
- Repatriation
It is recommended that Transnet Port Terminals provide the opportunity for expatriates to join a fitness club or sports facility to build relationships, keep fit, network and socialize as this will it would also encourage greater adaptation to the host country and prevent boredom or feelings of isolation. . Transnet Port Terminals is encouraged to have a dedicated global mobility team to support, manage and administer all four stages of the emigration process to maintain customer focus, efficiency, due diligence, ethical standards and professionalism through transparent communication channels. 98 from within allowing them to lead special projects to increase their self-confidence, self-esteem to benefit the organization and international aspirants in the future.
Limitations in the study
Suggestions for further research
Conclusion
The support provided by human resource management plays an integral role in the implementation of expatriate processes and strategies. The study confirmed that although the operational business objectives of the Benisa Maritime Project were successfully achieved by expatriates at Transnet Port Terminals, the Human Resource Management function had to align itself to support the overall business objectives by adequately preparing the expatriates for international assignments through an effective expatriate process. Triumph over expatriate failure in an international assignments from the International Human Resource Management perspective.
