Training Modules:

Training can be provided at our premises or in-house

E-learning is being developed for distance learning

 

This course has been developed to provide the knowledge and skills for the Human Resources and Reward Department to grasp the complexity of this profession.

 

The course comprises seven modules covering all the fundamentals of expatriate management as applied globally, with a focus on Africa, culminating in a certificate in expatriate management.

 

Each module has an examination, and a certificate of attendance and completion will be issued for each.  A final certificate in Expatriate Management will be issued on successful completion of all six modules. The pass rate for each module is 75%.

 

Module 1

 

Introduction to Expatriate Management with a focus on Africa

An overall look at the full spectrum of expat management from due diligence, including expat strategy, expat policy and the full life cycle of an expatriate. This is designed to allow for HR employees to establish the roles and responsibilities of the expat management department, and to understand the complexity of the job. This module is also suitable for Managers to understand the processes involved in the management of expatriates and international HR.

 

 This module is 2 days, with the exam being written in the afternoon of the 2nd day

 

 Module 2

 

Due Diligence

The various types of due diligence, and how to participate fully from an HR perspective. This is a critical part of the business planning stage and evaluation of any opportunity for the company. HR needs to be a part of the due diligence team,  and to contribute meaningfully to the business plan.

 

 This module is 1 and a half days, with the exam being written in the morning of the 2nd day

 

 

Module 3

 

Strategy

Linking the Expatriate Strategy to the HR strategy, which cascades down from the Company strategy. Why the Expatriate strategy is necessary, how to develop the strategy to ensure that it is aligned to the company strategy, thereby governing expatriate management to achieve the results required by all stakeholders.

 

 This module is 1 and a half days with the exam being written in the morning of the 2nd day

 

Module 4

 

Types of Assignments and Contracts

Understanding the need to categorise the various types of assignments required to achieve business results as required by the company. These will impact on the contractual basis of the assignment as well as on reward for the assignment. Taxes in both the host and home country are a big consideration in structuring the duration of the assignments in order to manage assignment costs efficiently.  Work permits and labour legislation also play a role in the structuring of assignments, in order to be legislatively compliant in both countries.

 

 This module is 2 days with the exam being written in the afternoon of the 2nd day

 

Module 5

 

Reward

The various methodologies applied in calculating the assignment salary. Tax treatment is a fundamental decision to be made as part of the reward methodology selected. Factors applied to the calculation to ensure that the quality of life of the expatriate is not compromised whilst on assignment. The currency in which the salary will be paid. Foreign currencies and exchange rates.  Benefits for each category of assignment (module4) and cost containment of overall expatriate costs. It is vital to have this agreed to and approved prior to offering expatriates assignment salaries, as any anomalies lead to discontent within the expatriate community.

 

 This module is 2 and a half days with the exam being written in the morning of the 3rd day

 

Module 6

 

Policy

This module covers all the criteria that must be included in the expatriate policy. The policy is a living document that must be updated according to business requirements, also taking into account the feedback from expatriate families on the current processes, in order to be flexible and effect change as needed. Strict adherence must be complied with, whilst never forgetting that each expatriate family has different needs and expectations. Dependant on the decisions and approvals in all the issues studied in modules 1 to 5, the policy will define and explain the contents, as well as the processes in order for all stakeholders to understand and accept the policy as the overriding conditions of the assignments.

 

 This module is 2 and a half days with the exam being written in the morning of the 3rd day

 

Module 7

 

Repatriation

The successful repatriation of the expatriate family is essential to the career of the expatriate, as well as the ability of the family to reintegrate into the home company and country. Expatriates must be included in the talent management of the company, and their jobs on return from assignment should reflect the knowledge and growth obtained whilst on assignment. Work must be meaningful for the repatriate. Career planning is a part of the employee’s growth within the organisation, and the assignment must be seen as development in the career of each expatriate. Job specifications must state the objective of the assignment and talent management must incorporate that into the career plan for each individual. This final process of the assignment is vital in retaining talent.

 

 This module is one and a half days with the exam being written in the morning of the 2nd day