In the wake of the globalisation era, deploying an employee to work overseas on assignment or as

.2" id="MathJax-Element-1-Frame" tabindex="0">In the wake of the globalisation era, deploying an employee to work overseas on assignment or as a relocation is an investment which can help your organisation take advantage of the global economy. Unfortunately, as is the case with any potentially lucrative investment, international assignments carry a high risk of failure. Expatriate failure can be expensive for your company and an unwelcome experience for the assignee, especially if they are forced to return back to their own country prematurely and having not completed their assignment or met their objectives. Brewster, Sparrow and Harris $(2006)$ suggest that the facts like managing international work force, assignments, talents and employee branding can only help the organisation in their sustainability. Like−$-$wise, McKenna, Singh, & Richardson (2008) have also stressed the need to adopt the best HR policies and practices that gains a competitive advantage from the rest in the same Industry. Questions for HRM Case Studies: Case Study $2$As a company HR manager, you are requested to recommend FIVE (5)effective strategies with appropriate justification to avoid expatriate failure that your company can adopt and implement in all your company branches worldwide. Marking Criteria:One effective strategy with appropriate justification will be given $2$ marks. Five effective strategies with appropriate justification will be given 10 marks. 

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It seems youre being asked to provide five effective strategies along with justifications that your company could adopt to avoid expatriate failure in ... View the full answer