Impact evaluations of expatriate placement programs in Kenya
Research Aims and Objectives
Research will aim to examine important situational factors impacting expatriate compensation and common practices utilized in compensating expatriates in Kenya. A synthesis of literature will be reviewed, leading to identification of numerous situational or contextual factors impacting expatriate compensation. A review of extant literature will be identified several customary approaches to expatriate compensation.
To be able to determine impact evaluations of expatriate placement programs in Kenya, research will use data from Kenya expatriates to analyze expatriate placement programs.
Recognizing and investigating expatriate placement programs, study to be conducted within Kenya context.
The need to discuss research in literature about Kenya expatriate manager as unit of resources, research has addressed concerns for the high failure rate and costs of expatriate assignments, suggestions for improving methods of personnel selection; comparative studies of expatriate and local managers will be the method for research. The creation of effective recommendation to improve expatriate placement program success in Kenya, note problems of expatriate personnel addressed collectively, particularly with focus on Kenya expatriates. Discuss and determine effectiveness of expatriate assignments within the totality of distinctive phases: selection; preparation; acculturation and repatriation. The need to provide valuable foundation for providing organizational recommendations to enhance the success of future expatriate placements in Kenya
Research Questions
What is meant by expatriates? Expatriate programs? How the latter is accepted in Kenya?
Define expatriate and expatriate placement programs in Kenya. What comprises of expatriate placement programs? What happens to the expatriates if the impact denotes negativism and or criticisms by some sectors? Discuss with literature and cases.
What are some impact of expatriate placement programs in Kenyan manufacturing industries such as in the garment and clothing business?
Hypothesis
There is direct and controllable impact of evaluations of expatriate placement programs in Kenya
There is no direct and uncontrollable impact of evaluations of expatriate placement programs in Kenya. The research will be intended to enhance understanding of expatriate placements in lieu to compensation ways such as by collectively examining not only primary approaches but also salient contextual Kenyan firms should consider when determining how to assemble an appropriate package. Presenting the factors and practices together makes an important contribution to the literature on expatriate placements by addressing not only customary approaches of expatriate compensation, but also salient factors.
Literature and Methodology
According to the literature, expatriates and their families are also facing greater challenges as companies expand into more remote and underdeveloped countries. In the past, expatriates tended to be white males, married, aged 35 to 40, with excellent technical skills and a successful domestic track record. The current expatriate profile looks quite different. Family issues are also far more complex (O'Donnell, Unocal Corporation, Wilson, Conoco Inc. 1996, p. 661). The literature reveals that 20 percent of expatriates fail in their assignments each failure can cost company up to million dollars, the focus on delivery of services to expatriates through consortium model, as well as recommend six-step process comprehensive HR approach to help insure successful expatriate assignments. With the rapid expansion of the global market, there is an increasing need to identify, develop, and support expatriate talent (O'Donnell, Unocal Corporation, Wilson, Conoco Inc. 1996, p. 661). Today's expatriates may be male or female, single, married or divorced and frequently represent dual career or blended families. Families may be separated when children remain in the home country due to divorce, educational or safety concerns. Prior to being placed overseas, problematic families often present themselves as model family and cover up existing problems for fear of job loss or career consequences. This is especially true in times of downsizing. Families may have minimal information about the host country prior to accepting the assignment or be under pressure to decide too quickly. The term "expatriate" (O'Donnell, Unocal Corporation, Wilson, Conoco Inc. 1996, p. 661) refers to any employee who is living and working abroad, such as a British citizen in Kenya. Employee Assistance Program refers to worksite based program designed to assist in the identification and resolution of productivity problems associated with employees impaired by personal concerns including, but not limited to: health, marital, family or other personal concerns which may adversely affect employee job performance (O'Donnell, Unocal Corporation, Wilson, Conoco Inc. 1996, p. 661). Descriptive approach and case study analysis of evaluations of expatriate placement programs in Kenya thus, investigating by means of case study survey method noting in expatriate placement programs by means of employee based systems. Total of 50 expatriates working in Kenya will be subject of research case survey evaluations of expatriate placement programs in Kenya. Data will be collected and analyzed through qualitative technique towards expatriate placement analysis and survey data.
Reference
O'Donnell, William J., Unocal Corporation; Wilson, Dixie B., Conoco, Inc. (1996)
Employee Assistance Programs for Expatriate Employees. Society of Petroleum Engineers, Inc. p. 661
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