International Human Resource Management

HRM421

Prepared for

Silvia Akter
Assistant Professor
Department of Business Administration
East West University

Prepared by
Name ID
Kamruzzaman Pritom 2018-1-10-078
Nazia Ahmed 2018-1-10-228
Shahadath Hossain Raju 2018-1-10-271
Rahbar Anwar Miad 2018-1-10-309

Bachelor of Business Administration

East West University
19th December,2021
Letter of Transmittal

Silvia Akter
Assistant Professor
Department of Business Administration
East West University
Aftab Nagar, Dhaka-1212

Subject: Submission of a Term paper on “A Success Story of an Expatriate”.

Dear Ma’am,
It is our pleasure to submit this term paper entitled “SUCCESS STORY OF AN
EXPATRIATE”. We have chosen Kallol Kumar who is the Staff Engineer of Samsung, as
our expatriate.

While preparing the report, we closely focused on the topic & tried to assimilate and to provide
the most complete information available. We believe that it will provide you a clear scenario of
the story of an Expatriate.
I thank you for allowing us to do a term paper. This will definitely give us an experience which I
can use in my professional life. I will be always available for any further queries and to answer
any questions on this report.

Sincerely Yours,
Kamruzzaman Pritom
On behalf of the group
Chameleons
Acknowledgement
I would like to start this report by acknowledging my gratefulness to the Almighty Allah. I
would like to express heartfelt gratitude to my course instructor who has assisted me in the
preparation of this term paper. I would like to take the opportunity to say my gratitude towards
Silvia Akter, East West University, for her endless support, inspiration and guidance during the
course of completing this term paper. I am also thankful to him for contributing her valuable
time while viewing my report and making all the necessary corrections.
Executive Summary
This assignment contains an overview of the success story of an expatriate. And the challenges
he faced during completing the international assignments. The definition of an expatriate to the
life story of Kallol Kumar is highlighted here. We also covered an overview of Samsung
Company, the history of becoming an expatriate of Kallol Kumar, Facilities given by the
company to Samsung Company to expatriate Mr. Azam, Challenges faced by Kallol Kumar as an
expatriate, a small failure story of Kallol Kumar.
Contents
Chapter1: Introduction.........................................................................................................................1
1.1 Origin of the Study.......................................................................................................................1
1.2 Methodology of the Study...........................................................................................................1
Primary Data........................................................................................................................................1
Secondary Data....................................................................................................................................1
1.3 Limitations of the Study...............................................................................................................1
Chapter2: Literature Review.................................................................................................................2
2.1 Article 1........................................................................................................................................2
2.2 Article 2........................................................................................................................................2
2.3 Article 3........................................................................................................................................2
2.4 Article 4........................................................................................................................................3
2.5 Article 5........................................................................................................................................3
Chapter3: Overview of Samsung Company..........................................................................................4
Chapter4: Discussion:...........................................................................................................................5
4.1 Kallol Kumar’s History of becoming an Expatriate.......................................................................5
4.2 Facilities are given by the company to expatriate Kallol Kumar...................................................5
Chapter5: Challenges of an Expatriate..................................................................................................7
5.1 1.Culture Shock in Japan..............................................................................................................7
5.2 2.Long Working Hours.................................................................................................................7
5.3 3.Seniority and Hierarchy............................................................................................................8
5.4 4.Indirect Communication...........................................................................................................8
5.5 5.Lack of privacy..........................................................................................................................8
5.6 6.Language barrier.......................................................................................................................9
Chapter6: A small failure story of Mr. Kumar.......................................................................................9
Chapter7: Recommendation:.............................................................................................................10
Chapter8: Conclusion:........................................................................................................................10
Chapter9: Reference:..........................................................................................................................10
Chapter10: Appendix............................................................................................................................11
Chapter1: Introduction
In our assignment, we will talk about the success story of an expatriate. And the challenges he
faced while completing the international assignment. An expatriate is an employee who is
working and temporarily residing in a foreign country. Expatriates are also called international
assignees. As we know that all kind of employees can be expatriates, no matter he/she is HCN,
PCN or TCN.
1.1 Origin of the Study
This report was given to us as a part of the partial requirement of the International Human
Resource Management (HRM) of the Bachelors of Business Administration program of East
West University. Our course instruction Silvia ma’am has assigned us this report as a part of the
course. MA, am has authorized the task of writing this report on a group basis.
1.2 Methodology of the Study
This assignment is based on the Success story of Kallol Kumar who was an expatriate at
Samsung Company. All the information of this term paper is the original practiced scenario. We
have collected the data from primary and secondary sources. All the information is presented
systematically
Primary Data
Primary data are collected through:
 We interviewed Mr. Azam who is our expatriate, via phone as we could not go outside in
this bad situation of our country.
 We used the interview method.
Secondary Data
Secondary data are collected through:
 Company’s annual report.
 Internet.
 Newspapers
1.3 Limitations of the Study
There were some limitations which we have faced while surveying to make this report. Which
are –
 The biggest limitation was, we could not go outside to collect data in this pandemic
situation.
  We had not much time to do more research on this topic.
 The recourses were limited.
 Lack of experience also influenced the report.
 We also faced limitations because of the lack of information as our expatriate is in a very
top position, so it was hard to get time from him.

Chapter2: Literature Review

2.1 Article 1
Expatriates are key workforce procedures utilized by worldwide associations in their abroad
activities to fill administrative positions. In any case, working in a far-off nation is profoundly
compelled, upsetting and numerous expatriates fall flat. Consequently, the fundamental
motivation behind this examination was to find the difficulties and complexities confronting
mastery (expatriate) directors working in unfamiliar nations. A quantitative methodology
utilizing an on the web overview was directed with 54 members who were haphazardly chosen
from both the private what's more, public areas in Kurdistan. SPSS programming was utilized to
examine the information gathered. The key outcomes uncovered that most ostracizes in
Kurdistan asserted that the language obstruction is one of the main elements in the working
environment and may thwart their capacity to discuss successfully with Kurdish workers and
people. All the while, regardless of having social contrasts, ostracizes had the option to adjust to
the Kurdish business culture what's more, social change. Future examination ought to think about
utilizing a subjective strategy and a huge example size, notwithstanding recognizing what
unfamiliar associations in Kurdistan should do to lessen the probability of their chiefs neglecting
to satisfy their obligations and jobs (Murad Muzafer Hamze, 2020)
2.2 Article 2
A typical human asset the executive procedure among Western organizations in global activities
is the utilization of home-nation ostracize chiefs although expatriate change has been found to
include troubles. In light of this, the current investigation examines the issues looked at by
Finnish expatriate chiefs working in Russia or Estonia. Three perspectives were examined:
variation to society, transformation at the work spot, and friends level administration issues with
which expatriates need to bargain in their administrative work. The outcomes show that different
sorts of issues show up in every one of these regions and that 4 the planning of the two ostracizes
and organizations entering these business sectors was typically lacking (Vesa Suutari, 1998).
2.3 Article 3
The labor force of developing globalization has prompted countless expatriate representatives to
turn out abroad for transient business. An expatriate task is emphatically related to an assortment
of challenges that influence expatriates to change abroad. Consequently, the point of this article
is: (1) to decide the difficulties experienced by Chinese expatriates in Pakistan and (2) to decide
the part of culturally diverse preparing for a fruitful global task (Muhammad Noman,
Muhammad Safdar Sial, 2020). The paper receives a subjective methodology by directing semi-
organized meetings; the meetings were led with 22 guys and eight females, shaping a sum of 30
Chinese representatives with the normal age of 34.5 years, working in various Chinese
associations in Pakistan in 2018. The discoveries of this study uncovered that the main
difficulties looked by Chinese expatriates in Pakistan were social contrasts and language
obstructions in both work and non-work factors, while, those Chinese expatriates who were
prepared through formal and casual learning procedures could encourage their culturally diverse
change (Thai Hong Thuy Khanh, 2020).

2.4 Article 4
The quantity of ostracizes from worldwide firms has been constantly expanding over the past
very long time as worldwide organizations see expatriates as a significant apparatus for sharing
also, moving information, controlling auxiliaries, and creating labor force abilities. Ostracize the
board is as yet an expensive and complex errand for global organizations. Change, which has
been characterized as a person's level of solace, commonality, and simplicity with a few parts of
another social climate, is considered to assume a focal function in exile achievement (Claudio
Ravasi, 2013). In a setting portrayed by the ascent of double profession couples, the expanding
number of female expatriates, and the developing mindfulness concerning work-life balance,
private life issues are progressively significant for global organizations. On the premise of 126
expatriate couples' polls, this paper analyzes the change of male and female ostracizes working
in worldwide organizations in a particular host nation climate: the Geneva Lake locale in
Switzerland where numerous MNCs have settled 5 their European base camp. Besides, our paper
explores the effect of two factors – sex and work status – on the change of expatriate mates
(Xavier Salamin and Eric Davoine, 2013).
2.5 Article 5
Monetary globalization has opened new open doors for business endeavors, however their
representatives too. The act of expatriate has been utilized progressively for the effective
procedure on a world scale, along these lines giving the workers the occasion to pick up a few
worldwide experiences and build up their global vocation. The point of this article is to dissect
the difficulties and achievement elements of a global vocation. Goals of the article: (1) to
uncover the applied substance of exile measure; (2) to decide issues looked by ostracizes during
their worldwide task; (3) to list the achievement components of a global vocation. The
techniques for the article: an examination of logical writing, combination, speculation.
Investigation of logical sources has uncovered that ostracizes (qualified representatives who are
generally shipped off work to another part of the same organization found abroad) are normally
utilized for three primary reasons: specialized skill, executive advancement, and control.
Representatives who consent to leave for global tasks are typically roused by ability obtaining,
chances of self-improvement, more significant compensation, and future vocation possibilities.
Despite the upsides of expatriate practice, there are numerous difficulties also (for instance,
troublesome variation, different issues identified with expatriate's family, and challenges during
bringing home), that may be looked at by individuals allocated to work abroad. Significantly,
disappointments of worldwide tasks have a negative influence both on ostracizes and
associations. It has been discovered that the accomplishment of the expatriate cycle and
worldwide profession of workers is generally dictated by close to home individual and
hierarchical components (Dovilė Ročkė, 2017).

Chapter3: Overview of Samsung Company

The Samsung Group is a South Korean multinational manufacturing conglomerate headquartered

in Samsung Town, Seoul South Korea

Samsung was founded by Lee Byung-chul in 1938 as a trading company.

Notable Samsung industrial affiliates include Samsung Electronics, Samsung Heavy
Industries, and Samsung Engineering and Samsung C&T Corporation. Other notable
subsidiaries include Samsung Life Insurance, Samsung Everland and Cheil Worldwide.

Chapter4: Discussion:
In the modern era we need to go beyond our boundaries and adapt to the versatility of the world.
We are talking about a certain man who has given his utmost dedication towards his job. He is
Kallol Kumar. Kallol Kumar, having 17+ years of professional experience in software
architecture, design, development for domestic and offshore clients, leading teams, managing
projects, process development and improvement in challenging fast paced consulting
environments.
Current position: Stuff Engineer II at Samsung electronics.
Education:
University: Khulna University of Engineering and Technology,
Field of Study: Computer Science & Engineering.
Date of graduation: 1999 – 2003
College: Notre Dame College, Dhaka, Bangladesh.
School: Lalpur Sri Sundary Pilot High school

4.1 Kallol Kumar’s History of becoming an Expatriate

Kallol Kumar has a professional experience in software architecture more than 17 years. He has
worked tremendous in his job that he has been promoted so many times. He started his journey in
Visual Magic Corporation Limited which is the sister concern of GridMark Inc, Japan. He was
the Research and Development chief. He stayed there for 5 years and went to Embedded
Engineering and Robotics Technology Limited and was the technology lead for 4 years than he
moved to Samsung and working there till date.
In 2014 kallol kumar joined Samsung, he started there as a technical lead. He was sent to
Malaysia as a chief engineer. There he worked brilliantly and was sent to Japan 2 years later and
was appointed as a staff engineer and was for 3 year and then was promoted to staff engineer II.
Kallol Kumar stayed in Korea for 1.5 years to complete an international assignment.
He was promoted many times in his career for his tremendous workaholic attitude.
Kallol Kumar is working with Samsung for 7 years and 7 months and he got promoted to
the Staff Engineer II position 1 year ago.
4.2 Facilities are given by the company to expatriate Kallol Kumar
Expatriates take the challenge of working outside the country and also sacrifice so many things,
that’s why they deserve some extra benefits from the company. They are also fulfilling many
responsibilities toward the organization and giving extra time and efforts for the welfare of the
company.
So, EXPATRIATES are very important for the company and great contributors to the
organizations. It is important to value them with extra facilities and rewards.
So, Samsung is giving many facilities and benefits to Kallol Kumar for his contributions and
efforts.

Let’s discuss these facilities which are the rewards of his contribution,
1. Pay raise: Samsung electronics increases the compensation benefits and salary of
Kallol Kumar after completion of every international assignment and now he is a
top-level employee with a handsome salary.
2. Social recognition: Kallol Kumar is now a very well-known and honored
employee of Samsung. He is not only known in the Bangladeshi subsidiary but
also known in the headquarter and in other subsidiaries of Samsung. Even he got
awarded many times by Samsung for his tremendous performance and
contributions. Now he teaches students online.
3. Increase experience: Kallol Kumar is getting more experienced day by day. As
he is working with the company for a long period. He is taking training and still
 visiting the other subsidiaries and headquarter of Samsung. So, he is learning and
experiencing many new things which will help him to get career advancements.
4. Career advancement: An expatriate gets career advancement as he is getting
experienced day by day by working in different business cultures around the
world. Kallol Kumar is also getting career advancement. He got promoted to the
Staff engineer II. So, his career advancement is visible to everyone.
5. Job security: Our expatriate Kallol Kumar has many contributions to his
company. That’s why the company is giving him job security much more than
other employees as Kallol Kumar is a very capable and talented employee of their
company.
6. Paid vacations: Samsung gives paid vacation benefits to Kallol Kumar and his
family every year for their refreshment. This means the company pays the
expenses of one vacation along with his family in a year.
7. House allowances: As Kallol Kumar is holding a top position, so it is obvious to
get house allowances from the company. And during the international
assignments, the cost of living in foreign countries is given by the company.
8. Medical allowance: If any kind of medical emergency arises in Kallol Kumar’s
family, he can take every kind of service and yearly medical checkup from well
know United hospital. Samsung will bear all the medical expenses of Kallol
Kumar and his family.
9. Telephone allowance: It is obvious that Samsung is giving telephone allowances
to Kallol Kumar. Because every day he needs to talk to so many people for
official works.
10. Contribution pension benefit: Samsung is giving contribution pension benefit to
Kallol Kumar as a visible reward for his valuable contributions.
11. Health and insurance benefit: Kallol Kumar is getting health and insurance
benefits from the Samsung.
12. Certification benefit: Samsung also has a benefit named certification benefit. It
is given to the employees after complicating any educational or training program
successfully. This kind of certificate is very valuable because it will represent an
employee’s abilities.
These are the benefits that are given by Samsung to Kallol Kumar for becoming a successful
expatriate for the company and giving his best efforts toward them.

Chapter5: Challenges of an Expatriate

As an expatriate kallol kumar get a lot of benefits from the organization but also there were lots
of challenges expatriate Mr. Azam had to face to get the success. He has done so much
achievements which play a crucial part in the success of the organization. Some challenges that
he faces are-
5.1 1.Culture Shock in Japan
In Japan because of the food, the amazing and reliable public transport and how safe it is all the
time, but there will always be things about living in a foreign country that will bug you or
frustrate enough that start to question whether it’s time to move away.
5.2 2.Long Working Hours
It’s no secret that Japan is known throughout the world as a hardworking country. In the past, the
nation’s workforce has had some ridiculous records of working hours. The country’s
hardworking culture and mentality have led to hundreds of workers dying due to karoshi or
dying from overworking. Even the current Japanese Prime Minister, Shinzō Abe, is aware of this
whole ordeal. Since being inaugurated in 2012, he has made numerous attempts in demanding
companies to reduce overtime and increase compensation for workers. But despite the
government’s efforts, a lot hasn’t changed. Long hours are still the norm in Japan as the decades-
old practice is deeply embedded in Japanese culture.
5.3 3.Seniority and Hierarchy
Aside from giving importance to hard work, Japanese companies also value their employees’
loyalty and commitment. Based on experience, seniority and the hierarchy system should always
be always observed within the company. Kollal Kumar vividly remember an interaction with a
fellow foreign co-worker early on in my career. While having drinks at a bar, he shared that the
hierarchy system is the most vital part of any company. He told me that if I work hard enough,
impress the higher-ups, and be passionate about my job, I’ll have a great career and earn a
promotion in due course. He was hoping to see the fruits of his perseverance and enthusiasm for
the company. Lo and behold, 10 months later, he would get promoted to a higher position. I was
so proud of him. His story serves as motivation and reminder for foreign employees like me that
we can achieve any goal we set our minds to. I love how the Japanese are so thoughtful in
showing gratitude and respect towards the ones who have paved the way. They have earned the
right to be revered by everyone, regardless of skill and ability.
5.4 4.Indirect Communication
Japanese people are known to be some of the most polite and respectful people you will ever
work with. A lot of them always think about what’s great for the company, especially in
maintaining great relationships in the workplace. But their principles sometimes present a
disadvantage for foreign workers like me. Because they want to keep relationships as smooth and
as unblemished as possible, they will sometimes tell you white lies instead of the bitter and
much-needed truth. I remember being unaware of this before, as I was tasked with a department
presentation. During the meeting, the seniors were responding to my proposals with “we will
look into it” and “we will consider it”. I thought they were being genuine but learned later on
that they just didn’t want to disappoint me. I appreciate them for being thoughtful and
considering my feelings, but a simple “no, we want something else” or “we need more” could’ve
been better and would’ve saved me some time. Besides, I have tough skin and wouldn’t have
been offended by their remarks.
5.5 5.Lack of privacy
You might take a simple office cubicle for granted in your home country but foreign workers
here in Japan would undoubtedly do anything just to have a bit of privacy inside the workplace.
Japanese companies usually provide long tables or round office tables for their employees, which
means that the only thing that separates you from your neighbouring workmate could be a few
office supplies. This issue is correlated with the hierarchy system in Japan. Usually, the seniors
are the only ones who get to use the best and most comfortable chairs per table and the
executives are the only members of the company who have their own cubicle. Personally, Kallol
Kumar would really love to surround my work area with photographs of my family and loved
ones but it seems weird since it can be seen by anyone who’ll pass by my side of the table.
5.6 6.Language barrier
language barrier issues will more than likely emerge in the life of a foreign worker in Japan.
Although Kallol Kumar knowledge in the language has improved throughout the years, mainly
thanks to the Japanese Language Proficiency Test (JLPT), I still consider language and
communication as huge hurdles for me in my life inside the office. There are still moments when
I would question my abilities to comprehend Japanese, especially when engaging in important
conversations with some of my co-workers. My workmates assume that because I have stayed in
the country for a long time, it means that I can understand the most intricate words and phrases.

Chapter6: A small failure story of Mr. Kumar

As we know that failure is the pillar of success. And every successful personality had to face
some failures before becoming successful.

Mr. Kumar let us know about a small failure but interesting story of his early career from which
he got to know many new things.
Once Mr. Kumar went to another subsidiary company of Samsung, which was located in
German. But for the time limitations and uncomfortableness with the trainer, he was unable to
know some important facts about German culture.
While completing the assignment, the senior management of that subsidiary misunderstood him
and was offended by him.
The reason behind this was that German people tend to be very private and want their privacy to
be respected but Mr. Kumar unknowingly was asking too many personal questions about him
and his family just to be friendly
As a result, that person actually felt offended by those question as they were a invasion of their
privacy and feeling very embarrassed by the situation could not finish the assignment properly.

Chapter7: Recommendation:
He is already holding a top position and has given his best efforts for the welfare of the
company and faced all the challenges so bravely and got success! He barely needs any
recommendation from us but still, we can give some small suggestions to Mr. Kallol Kumar and
the company for avoiding problems in the future.
1. Mr. Kallol can learn more about the culture of the foreign country before visiting there. It
will save him from facing any kind of embarrassing situation.
2. If he shows some more interest in the country and notes some important information
about the country from his interest then his business visits will be more enjoyable.
3. The company should provide him with additional allowances for his leisure activities in
the other location, allowing him to work without boredom.
4. He can build pleasant relationships with his peers, subordinates, and other company
personnel. It will enable him to collaborate with them and feel at ease in an unfamiliar
environment.
5. Mr. Kallol can be more flexible and open-minded to adopt a different business culture.
6. As Mr. Kallol is fluent in English, attaining training in other languages is frequently
difficult. Mr. Kallol, we believe, should be a little more patient when studying the other
languages. It will make it easier for him to complete his tasks.

Chapter8: Conclusion:
Samsung is committed to complying with local laws and regulations as well as applying a strict
global code of conduct to all employees. Expatriates are very important for their company. That
is why it is critical to provide them with value and keep them in the company for a longer period
of time. Furthermore, because expatriates encounter numerous hurdles for the organization, the
corporation should provide them with more awards and advantages than normal employees.
Because adjusting to new people in a new setting and leaving their own nation and relatives is
difficult. As a result, every firm should value expatriates' efforts, and expatriates should value the
company's tasks, as corporations invest a lot of money in them.
Chapter9: Reference:
1. Hamze, M.M., (2020). The Challenges Facing Expatriate Managers Working in Foreign
Countries. ResearchGate.
2. Suutari, V., (1998). Problems Faced by Western Expatriate Managers in Eastern Europe:
Evidence provided by Finnish Expatriates in Russia and Estonia. Estonia, Journal for East
European Management Studies.
3. Muhammad, N.; Muhammad, S.S.; Talles, V.B.; Jinsoo, H.; Mohammad, Y.B. &. Thai,
H.T.K. (2020). Determining the Challenges Encountered by Chinese Expatriates in
Pakistan. Wuhan, MDPI.
4. Claudio, R.; Xavier, S.; Eric, D. (2013). The challenge of dual career expatriate
management in a specific host national environment: An exploratory study of expatriate
and spouse adjustment in Switzerland based MNCs. Switzerland, Swiss National Centre
of Competence in Research LIVES.
5. Dovilė, R. (2017). Expatriation: Challenges and Success Factors of an International
Career. Lithuania, RURAL ENVIRONMENT. EDUCATION. PERSONALITY.

Chapter10: Appendix
We have collected information from Mr. Kallol through interview method via phone.
The questions that we asked were:
 For how long have you been working for Samsung?
 How you became an expatriate of this company?
 What kind of support or facilities you are getting from the company?
 What kind of challenges did you face on your journey?
 Have you ever faced any failure while completing any international assignment?