Archive
By Staff Report
Aug. 13, 2004
T he chart below rates the effectiveness of different ways to reduce expatriate turnover, from high, medium to low effectiveness. The results are consistent with many past surveys, according to GMAC Relocation Services.
Survey respondents included both small and large organizations; for 79 percent of the respondents, the company headquarters was in the United States. In most cases, respondents were senior human resource professionals and/or managers of international relocation programs.
The chart is fromGMAC Relocation Services,National Foreign Trade Council and the SHRM Global Forum.
Methods of Reducing Expatriate Turnover | |||
| High | Medium | Low | |
| Chance to use experience | 62% | 32% | 6% |
| Recognition | 60 | 34 | 6 |
| Position choices upon return | 59 | 33 | 8 |
| Repatriation career support | 31 | 52 | 17 |
| Response to security issues | 26 | 51 | 23 |
| Improve performance evaluation | 25 | 51 | 24 |
| Family repatriation support | 22 | 48 | 30 |
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