Independent University, Bangladesh (IUB)

COURSE: “International Human Resource Management HRM- 460”

Section Number: 02

Title: Expatriate Training and Development

Submitted To:
Ms. Bushra Sanjana
Department of Human Resource Management
Submitted By:
Name ID
Md. Abidur Rahman Pranto 1620556
Md. Zahid Hossen 1620237
Mahbubur Rahman 1620303
Farzana Shathi 1421500
Md.Nazmul Islam 1420920

Date of Submission: 25th November, (autumn 2018)

Date: 25 November 2018

Ms. Bushra Sanjana

Department of Human Resource Management
Independent University, Bangladesh
Bashundhara, Dhaka

Subject: Submission of Term Paper

Dear miss,

Here is the assignment that we assigned on the topic as per your instruction. The assignment has
completed by the knowledge that I have gathered from the course “International Human
Resource Management HRM- 460”

We are thankful to all those persons who provided me important information and gave us
valuable advices. I would be happy if you read the report.

We have tried our level best to complete this assignment meaningfully and correctly, as much as
possible. We do believe that our tiresome effort will help you to get ahead with this sort of
venture. In this case it will be meaningful to us.

Thanking you.

Yours obediently

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 ACKNOWLEDGEMENT

At first, I would like to thank the Almighty for giving me this opportunity to work on this report
with professional ethics. I would like to convey my gratitude to Ms. Bushra Sanjana course
instructor for the valuable guidance and advice for this report. She inspired me greatly to work
on this report. Her willingness to motivate me contributed tremendously to my assignment. I
would also like to thank her for giving me proper instruction. Besides, I would like to thank the
authority of IUB for providing us with a good environment and facilities to complete this project.
In addition, I would also like to thank our friends who provided us valuable information as
guidance of our project. I have taken the help of various website, reports and articles and for this
I am grateful to them.

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 Table of Contents
ACKNOWLEDGEMENT.................................................................................................................................3
Executive Summary.....................................................................................................................................5
ARSX Automobile.........................................................................................................................................6
Company mission and vision.......................................................................................................................6
Why we choose Sri Lanka............................................................................................................................7
Training Methods for Expatriates................................................................................................................8
Importance of Cross-Cultural Training for Expatriates................................................................................9
Developing a Multicultural Training Strategy..............................................................................................9
Staffing policy............................................................................................................................................11
Difference between PCNS, HCNS, and TCNS for the overseas subsidiary..................................................12
Important training for Expatriates before go to a host country................................................................12
PRE-DEPARTURE TRAINING.......................................................................................................................13
Expatriate Family Training Program..........................................................................................................16
Repatriate training....................................................................................................................................18
Compensation Package.............................................................................................................................19
CONCLUSION.............................................................................................................................................21
REFERENCES..............................................................................................................................................22

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 Executive Summary

ARSX is an automobile manufacture company in USA. Our company decided to expand

business in Sri Lanka. Because Sri Lankan economy is high performing economy. Our company
manufacture different types of car and export in Sri Lanka. We select a staff named Mike who
will going to Sri Lanka for providing training in our Sri Lankan employees. However, mike also
need training for providing better performance and take expatriate pre-departure training for
knows better to Sri Lankan cultural, language, preliminary visits, field experience etc. Mike will
going to Sri Lanka for 5 years. In addition, company give an opportunity that mike will go with
his family. Moreover, company also provide training for his family and offers job opportunity for
his wife as a marketing manager. Company also provide way that is more effective for mike’s
children. After 5 years providing training mike come back in USA. In that time mike will also
need repatriate program for preparation, readjustment in this company. So that we will have two
opportunities for a successful expatriate, promotion and join to office work in PCN or go to
another country for give employee training, as we called expatriate.

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 ARSX Automobile

ARSX Automobile is one of the Exporter and Manufacturer’s company in USA. It was
established in 1982. There is some motto which ARSX automobile willing to run – “We
maintain quality properly, we never compromise with quality”. Safety is our number one priority
– for our employees and our customers. We constantly raise our standards for
dependability, reliability and customer satisfaction. Automobile has sought to contribute to a
more prosperous society through the manufacture of automobiles, operating its business with a
focus on vehicle production and sales. ARSX automobile decided that this business expand in Sri
Lanka and export other countries.. We continually reinvent ourselves with introduce new
technologies.

Company mission and vision

ARSX Automobile has been using its Guiding Principles to produce reliable vehicles and
sustainable development of society by employing innovative and high quality products and
services
ARSX Automobile will lead the way to the future of mobility, enriching lives around the world
with the safest and most responsible ways of moving people. Through our commitment to
quality, constant innovation and respect for the planet. We aim to exceed expectations and be
rewarded with a smile. We will meet challenging goals by engaging the talent and passion of
people, who believe there is always a better way.
Future of mobility - We will develop new forms of transportation and pursue new ways to
connect technology in automobile with people.

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 Why we choose Sri Lanka

Sri Lanka is a market of 21 million people. With its geographical location in south Asia, it can
reach a market of over 1.6 billion.

Sri Lanka has an established and growing middle class. Much of the middle class has a direct
link with the US through work, study or though family members in the US. US products are
therefore familiar.

Benefits for UK businesses exporting to Sri Lanka include:

 English widely spoken

 strong historical and trading links with the US
 commercial law based on English law
 highest rated in south Asia in “World Bank’s Ease of Doing Business” ranking
 gateway country to Indian market via a Free Trade Agreement

Strengths of the Sri Lankan market include:

 high performing economy

 highly skilled and educated workforce
 logistical hub for south Asian region

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 Training Methods for Expatriates

The majority of metropolitan cities across the globe are experiencing an increase in multiculturalism.
The societies are being introduced to diverse customs lifestyles and traditions. Not only has
relocation influenced communal set-ups, it continues to establish global organizations in numerous
capitals.

The work culture within a conventional Multinational Corporation (MNC) invariably leads to
employees interacting with more than one ethnic background. Offshore outsourcing of operations, or
international organizations, require a culturally diverse workforce to function as one team.

While the process of intercultural communication opens the door to knowledge enhancement, it also
generates an inventory of differences. Employees are unable to relate to the newly introduced culture
and its norms. Lack of ethnic awareness, stereotyping and language dissimilarity are some of the
most common barriers leading to operational disputes and project failures. Considering the
organization’s financial constraints, employees do not necessarily travel to the city or country to
receive first-hand experience related to the culture, which leads to assumptions and obliviousness.

Another common repercussion of diverse cultures working together are the difficulties encountered
with problem solving and conflict management. A difference of opinion and failure to negotiate,
while determining solutions to challenges, is inevitable and often leads to unsolicited disagreements
and delayed responses. In the end, consistent disagreements result in the overall regression of the
organization.

In order to avoid misinterpretations and diverges, fostering awareness around the other culture
becomes a necessity. Customized training workshops, established around the related ethnic
background, can assist in cultivating sensitivity and aid interactions. The goal of the training course
should be to eradicate any existing stereotyped thought processes and introduce the need to be
considerate of other backgrounds.

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 Importance of Cross-Cultural Training for Expatriates

As soon as an employee is chosen for an overseas position, cross-cultural training turn into a key step
in the process of preparation for the desired foreign effectiveness. Cross-cultural training is
considered the primary instrument for supporting successful cross-cultural interaction and dealings..
The training is presented to an organization after a decision has been made to send an employee or a
manager abroad for an overseas assignment, as a tool that promises a higher adjustment level to the
foreign culture. Cross-cultural training helps the expatriate overcome such and similar possible issues
by teaching the expatriate how to channel cultural differences excellently Cross-cultural training
assists the expatriates to maintain their interpersonal relationships with the host country locals and
defines their perception regarding the new culture and its norms, beliefs, values, and traditions. A
typical cross-cultural training should be able to provide the expatriate with a realistic sense of the size
of change that they, their family, and their friends are about to go through.

Not only does the cross-cultural training educates the expatriate about their day to day lives in a host
country and develops their communication skills, but also it teaches the trainees about how that
specific new culture will be reflected in the economic data, the political actions, and the social
behavior.

Developing a Multicultural Training Strategy

Incorporating the following measures, in the process of developing an effective and educational
learning curriculum, can ensure that multicultural exchanges become effortless and productive.

 Field experience: A considerable number of MNC trainers travel to different cities and
countries to spend time with the associated culture and bring back first-hand experience for the
training room. Not only does this allow adapted development of the training prospectus, the
trainer is able to share their personal narratives. As an alternative, organizations tend to opt for a
trainer who originates from the culture in question. This practice ensures authenticity of
information and transparent communication of cultural expectations.
 Instruction material: Incorporating books, videos, movies, music and documentaries related to
the ethnic background into the training program can create a graphic impact and enhance the

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 learning experience. Employees are better able to comprehend the culture’s method of
interaction, behavior, expressions and general facts. The visual material also assists with
engraving essentials surrounding customs and beliefs, including history, attire, norms, rules,
interests and values.
 Language exploration: A difference in language is a significant barrier to communicating
effectively. Introducing employees to common slang and jargon is a useful technique and
prevents moments of awkwardness during interactions. Some MNCs also opt for voice and
accent training for the workforce. This technique allows employees to converse with the other
culture successfully. Another language aspect requiring exploration is the method of nonverbal
communication. Many cultures have unique ways of communicating through gestures and body
language. Embracing these methods during interaction with other cultures is an excellent
approach to breaking barriers.
 Business etiquette: Educating employees on professional protocol is a necessity. A difference
of interpretation in work-related procedures, methods and notions is a common occurrence in a
multicultural environment. This further affects the quality, effectiveness and delivery of a
project or responsibility. The curriculum surrounding work culture should include crucial
expectancies, including hierarchy, professionalism, presentation and communication, which will
eventually allow involved cultures to be adapted and implement a common viewpoint.
 Introduce a cultural ambassador: Oftentimes, employees prefer having a dedicated
personnel, who can be contacted at regular intervals and answer the most basic queries. A
dedicated ambassador, representing the culture and being available to clarify details related to
the background, is a productive option. It is preferred that the ambassador is from the
background in question, which also ensures that the information being verified is authentic.
 Keep abreast with current affairs: Keeping an eye on the world news and staying informed
about matters related to the other culture is a great initiative. This may include subscribing to
newspapers and apps delivering the latest information. This particular practice is also useful in
breaking the ice when commencing conversation with the other person and understanding
general reactions to a particular update.

Training methods

General General experimental

culture Expatriate Adjustment
General conventional
Work adjustment

General adjustment

Interaction adjustment
Training methods
Specific
culture Specific experimental

Specific conventional

Dimensions of training methods

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 Staffing policy

In international human resource management, the types of staffing policy approaches are as
follows
 Ethnocentric staffing
 Polycentric staffing
 Geocentric staffing

Ethnocentric approach: The ethnocentric policy approach to staffing designates home country
nationals as top ranking employees in global operations. For instance, executive positions are
given to USA in an office of an ARSX company located in srilanka. The main benefit of this
staffing policy approach is that it allows the organization to ensure that the people in the top
positions are experienced in the business of the firm. This is especially the case where the host
country does not have enough qualified workers for staffing top positions in the organization.
The ethnocentric staffing policy approach is also used to ensure that the culture of the entire
organization is unified rather than diversified. However, the problem with the ethnocentric policy
approach is that it does not fully support the transfer of local knowledge to the company
Polycentric Approach: The polycentric policy approach to staffing assigns home country
workers to top positions in the central offices or headquarters, and overseas local workers to
other positions. The main advantage of this policy approach is that it facilitates organizational
learning on local markets. This staffing policy approach also provides better opportunities for
locals to improve their careers through promotion. However, this promotion is limited to key
positions in the local operations, and does not include central or corporate top positions. This
staffing policy approach is disadvantageous because it could create knowledge and performance
gaps between overseas managers and managers in the home country.
Geocentric Approach: The geocentric policy approach to staffing assigns job positions to any
person best suited for the position, regardless of the employee’s background, culture or country
of origin. The main advantage of this staffing policy approach is that it is highly flexible. It can
increase the firm’s cultural knowledge about the different markets and countries. 

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 Difference between PCNS, HCNS, and TCNS for the overseas
subsidiary
1 PCN (Parent-country nationals) are employees whose nationality is the same as that of the firm
headquarters — for example, a USA employee of ARSX Company who is working at a Srilanka
subsidiary.

2. HCN (Host-country nationals) are employees who have the same nationality as the local
subsidiary. This could be USA employee working at the Srilanka subsidiary of the USA
Company

3. TCN (Third-country nationals) are employees whose nationality is different from that of either
the headquarters or the subsidiary office. In the above scenario, this might mean an ARSX
company employee working at the Srilanka office of the USA Company.

Important training for Expatriates before go to a host country

General awareness and communication training — focuses on developing generic cross

cultural skills and sensitivity to assist with interactions in any culture the participant may
encounter.
Ethno- or country-specific training — focuses on a single ethnic group or country to increase
participants' knowledge, understanding and ability to function effectively in that environment or
with that group.
Training in working with interpreters and translators — focuses on developing the technical
skills involved and also includes those elements of cross-cultural communication that influence
the process.

When an Expatriate go to a host country then should follow some rules. Like-
I. Less stress.
II. More satisfaction with living/working in a foreign culture.
III. Greater job accomplishment in culturally-diverse environments.
IV. Lower levels of prejudice and discrimination.
V. Less resistance to diversity initiatives.

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Developing International Staff
1. International assignment have been recognized as an important mechanism for
developing expatriates.
2. Many MNCs are conscious that they need to provide international experience to many
levels of managers ( regardless of nationality and not just a small cadre of PCNs)
3. Therefore, International job rotation, is a well – established technique, for developing
multinational teams and international operators. It may be supported by PCN, TCN and
HCN attendance at common training and development programmed (CTDP) held either
parent country, or regional centre or both.
4. International assignment helps both for individual or management development as well as
organizational development or team development.

Individual /management development:

1. Individual gains International exp. Which Assists in career progression
2. Gradually develop the Professional attitude in management development.

PRE-DEPARTURE TRAINING
 The role of pre-departure training
The increased dynamics of international business results in the increased number of expatriates,
and intercultural competence is definitely one of the crucial factors in the context of effective
international assignments .Multinational organizations are increasingly gaining awareness that a
great majority of international assignments tend to fail because of a lack of intercultural skills
that enable expatriates to adjust to the new environment.
Pre-departure training should help expatriates to: a) become aware that behavior’s vary across
countries and cultures, and learn to carefully observe them; b) build a cognitive cultural map and
understand values, norms and behaviors of the local people; and c) practice the behavior’s they
will need in order to be successful in their new post. The authors further suggest that pre-
departure training should comprehensively focus on the following competencies:
1. Cognitive competency, relating to knowledge and facts about the host county;

2. Behavioral competency, relating to the ability to adapt to diverse conditions, to show

cross-cultural communication skills, to learn the appropriate business etiquette, and to
successfully cope with stress;

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 3. Performance competency, relating to the ability to perform well on the non-standard
international assignment in the host country. This competency includes the appropriate
technical or managerial skills, learning on the job, and the ability to develop support
network for accomplishing the task at hand.
In order to reach the objectives of pre-departure training and improve its effectiveness, propose
to follow a five-step process as a general strategy for designing effective pre-departure training
programmer:

I. Identify the type of international assignment for which pre-departure training is

needed. Since non-standard international assignments vary in nature, pre-departure
training will differ according to the goals required for the successful completion of each
type of the assignment. Mike have expressed the opinion that the content of the pre-
departure training for the needs of non-standard international assignments should be more
focused and topic-specific than for the expatriates who are assigned to long-term
assignments;

II. Determine the specific pre-departure training needs. This involves conducting a need
analysis across three levels: a) the organizational level; b) the individual level; and c) the
assignment level;
III. Establish pre-departure training goals and measures. This involves determining
short-term and long-term goals for the training and expatriate assignment outcomes as
well as measures for determining pre-departure training effectiveness;
IV. Develop and deliver the pre-departure training programme in accordance with the
training goals. This involves determining the specific instructional content needed in
order to achieve the stated goals and the methods to deliver the instructional content, and
the sequencing of the training sessions;
V. Evaluate the pre-departure training programme effectiveness, which is normally
measured in terms of the benefits an expatriate receives from pre-departure training.

 Types of pre-departure training

The experiential training methods stress skills acquisition and highlight the assumption that
individuals learn best from their own experiences. While experiential culture general methods
help expatriates experience the impact of cultural differences on their behavior by utilizing such
methods as immersion programmes or intensive workshops, experiential culture specific
methods help expatriates experience and learn from interactions with host country nationals. This
method generally comprises role-playing, field experiences, in- country cultural coaching and
language training.

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Three dimensions are generally relevant for determining the appropriate degree of training rigor:
a) cultural toughness; b) communication toughness; and c) job toughness. These dimensions are
briefly explained in the next paragraphs.
Some cultures are more difficult to adapt to than others. The tougher the new culture is to adapt
to, the more rigorous training the expatriate should receive prior to the departure in order to
perform effectively in the host country.
The degree of interaction between the expatriate and the local population needed to successfully
perform work tasks further determines the level of rigor needed. The more interaction is
required, the higher the level of expected communication toughness. As the intensity of
interaction increases, the need for training rigor increases proportionally.
The third important factor determining the level of rigor is the job novelty and its related tasks.
The more novel and tougher the tasks on the non-standard international assignment, the more
assistance and support the expatriate will need through rigorous pre-departure training to be able
to produce the necessary behavior to be effective
1. Area studies programmes include environmental briefing and cultural orientation
programmes. Their main goal is to provide the expatriate with the information about the
politics, economics, history, geography, climate, and cultural institutions of the host country
the person has been assigned to. Since cultural differences between any two countries are
countless, it is almost impossible that area studies programmes could pass on to the
expatriate all the knowledge that would be required over the course of the non-standard
international assignment.
2. Culture assimilator consists of a series of brief episodes depicting a cross-cultural
encounter. These encounters are believed to be critical to the interaction situations between
members of various cultural groups. The technique, however, is primarily designed for
expatriates who had to be assigned abroad on a short notice. In assignments that require an
extensive interaction with host country nationals, this technique should be supplemented by
the more rigorous training programs.
3. Language training enables expatriates to learn the language of a host country to which they
are assigned. Good host language skills can improve the expatriate’s access to information
regarding the host country’s economy, government and market; it can also enhance the
expatriate’s entry into the social environment in the host country.
4. Sensitivity training focuses on developing an emotional flexibility within the expatriates so
they accept that unfamiliar modes of behavior and values are also valid ways of doing things
in the host culture. This training technique thus facilitates respect between groups of people
of different gender, races or religions.
5. Field experiences involve sending the expatriates to the host country where they are exposed
to the situations they might encounter during the non-standard international assignment. They
may undergo the same emotional stress that might be expected while living and working in
the host country

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The five categories of training programmes presented above vary in terms of medium of
instruction, information content, and time and resources required. They should supplement each
other and, depending on the assignment type and the country of assignment, the expatriate should
be exposed to one or several of these training techniques.

Expatriate Family Training Program

Family adjustment to a new country plays a significant role in expatriate success. The reasons
behind expatriate failure relative to personal characteristics of partner, family characteristics, and
cultural distance. There are some training that link experiences of expatriate family and partner
to international assignment success.

This is hardly surprising considering that expatriate families typically face huge relocation
challenges, with spouse unemployment and new cultures, languages, locations, homes, schools,
and networks among them. Being "dumped in to sink or swim" and being "treated by the
company as totally invisible" are frequent complaints, and appropriate organizational support is
feels to be poor.

For a successful Expatriate program, some of our tools gives an expatriate too many
opportunities.

Deciding to Move: It is essential to gauge the expatriate family to attract the opportunity and
they will take the offer to move to the new country.

Preparing for the Move: We prepare the most common desire for a family while they shift to
PCNs to HCNs. As like timing, housing, support network, schooling, and if possible then
spouses job also. We also think about how to make the new location “home” for each family
member. Acknowledge the challenges of the transition and be explicit about the tradeoffs
involved for the family choice (e.g., putting kids in local schools may benefit their language
skills but make the initial adjustment tougher).

Making the Move: We set up a brand new contact details for an expatriate family, set up social
media groups, or start a family blog. In addition, stay connected with expatriate parents or other
family member.

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Setting in:

 For Mike’s Wife, as she is a marketing manager at a US based company so we will

offer her to join our company as the HCNs marketing manager. We will also do some
arrangement for Anastasia in Sri Lanka to join Master Chef US and consider the price
of airfare.
 For Mike’s oldest daughter Grace, we can arrange a graduation in Sri Lankan reputed
university. There she can either join music classes or can join medicine.
 For Steve, Mike’s son as he is very interested in cricket so there is some cricket
academy in Sri Lanka. We will find best match for him and admitted him to there.
 Mary is Steve’s younger daughter. We heard that she is very much enjoying to dancing and
listening song. For her schooling there are many-reputed school in Sri Lanka, we will arrange
an international school for her to admit in near their home.
Finally, expand the expatriate’s social network in HCN life for talk to their neighbors, or join a sports
club or anything else we can make sure to train before leaving PCN.

Some of the training are,

 Overview of the country: Firstly, we will show them everything about the country
they will going. Their people’s passion, mind, talking approach etc.
 Regional differences: It is important to show them the differences between USA and
Sri Lanka. Sri Lanka is much lower income country compared to USA.
 Language training: The national language of Sri Lanka is Sinhalese and Tamil. We
have an expert about Sri Lankan language so we will give some knowledge to them.
 Cultural training: Sri Lankan culture is mix culture with modern and traditional
elements. People of Sri Lanka has long time influenced by the heritage of Theravada
Buddhism passed on from India, and the religion's legacy is particularly strong in Sri
Lanka's southern and central regions.
 Consulting: If anyone of the family member need our help, we could open to solve
that with our knowledge and ability.

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 Repatriate training

Repatriation poses certain problems more intense than those encountered at expatriation. Infect,
assignee views expatriation as sort of reward for impressed performance but repatriation is
perceived as the end of his career. Challenging of re-entry relate to the individual assignee as
well as the MNC

Preparation involves developing plans for the future and gathering information about the new
position. The firm may provide a checklist of items to be considered before the return to the
home or a through preparation of the employee and his family for the transfer to home.
Physical relocation refers to saying good bye to colleagues and friends, and traveling to the next
posting, usually the home country. Personalized relocation reduces the amount of uncertainly
stress, and disruptions experienced by the repatriate and family.
Transition means setting into temporary accommodation, where necessary , making
arrangement for housing and schooling, and carrying out other administrative tasks such as
renewing driving license, and opening bank account
Readjusting involves coping with reverse culture shock and career demands. Of all the steps in
the repatriation process, re-adjusting is the most difficult one. The re-entry adjusting is a tough
task because of multiple factors. First there is anxiety experienced when he returns home, the 
apprehensive being accentuated by the uncertainly about the placement  in the firm, career
prospects and a  sense of isolation, feeling of devaluing the international experience, coping with
new role demands and probable loss of status  and pay.

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 Compensation Package

The rapid growth of international business over the past two decades has led to an increased
demand for expatriate talents. By expatriates is here meant all kinds of employees that move
from one country to employment in another country and are assigned long-term assignments, in
other words for more than one year.
The expatriate compensation has been commonly found to be a complex but also a very
important area of international human resource management. Furthermore, few activities in the
expatriation process concern global managers as much as compensation due to its visibility, high
direct costs of the assignment.
Foreign-Service Premium
About half of companies pay expatriate employees a foreign-service premium for taking the
assignment. You could also get a location premium. Most companies who pay the foreign-
service premium pay the same amount -- either 10 or 15 percent -- to all employees, while the
hardship premium varies by location.
Cost-of-Living Adjustment
Cost-of-living adjustments are based on:
The cost-of-living difference between your current and new locations.
What a person with your size family and salary spends on goods and services annually.
Housing Allowance
Expat executives usually earn a housing allowance as an annual, quarterly or monthly sum. The
allowance is adjusted to the cost of housing in a good, safe area in the work city of the host
country. Depending on the expat package, housing may include basic utilities and domestic help.
In countries where security can be an issue, the home should be fitted with alarms and 24/7
security response or 24/7 on-site security guards/dogs for personal and family safety. Electric
generators, inverters and water storage and purification systems may also be included depending
on the infrastructure available in the country.
Education Expenses for Children
The children of expat workers will usually attend some type of private institution due to
language and cultural restraints.  This is a cost that most companies will expect to offer as a BIK,
as part of the hardship associated with the overseas assignment, which the employee would not
have had to incur at home.

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Retirement
If you’re staying less than five years, you can typically opt out of paying into the host country’s
retirement plan. Most companies will continue to pay your FICA so you stay in the US Social
Security system, if you hop from one international assignment to the next, you could participate,
but never vest, in several retirement plans, leaving you ineligible for any retirement benefits.
Spousal Assistance
Just over half of companies will help your spouse find work. If your working spouse is going to
be unhappy stuck at home overseas, be sure to ask for this benefit. Spousal assistance also covers
help with visa issues and getting the family settled in the new location.

Medical Insurance and Life Insurance Policies

Medical insurance and even payment for cost of care is an essential part of an expat’s benefits in
kind package.  The cost and difficulty of obtaining local insurance independently may be
prohibitive, and companies will often have a group policy available in instances where there they
may have some business history in the country. Modest life insurance policies are common BIK
offered to employees on overseas assignment, and may be attractive to expats considering
working in hazardous occupations or locations.

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 CONCLUSION

Automobile has sought to contribute to a more prosperous society through the manufacture of
automobiles. In this era, everyone is constantly using automobile as they brought it or not. ARSX
always sincere about new invention in automobile industry. As we know that there in Sri Lanka
already Toyota, Suzuki and other companies are doing their business so many years but in the
main time our employees doing so good for expanding business in there. However as a growing
country and people are likes to improve their life so we hope in Sri Lanka we will success in our
business. Our invention is the main characteristics of our product so our expatriate are willing to
train HCN’s employee for better work.

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 REFERENCES

http://www.loxone.com/enen/smart-home/everything-managed/energy-saving.html

http://taxratesinbangladesh.blogspot.com/

https://www.alibaba.com/product-detail/cheap-wifi-module-price-for-home_60438432336.html?
spm=a2700.7724838.0.0.O43dhq&s=p

https://www.amazon.com/NEULOG-USB200-USB-Module/dp/B00B76P34E

https://www.languagetrainers.co.uk/blog/2016/09/19/key-differences-between-australian-american-
and-british-work-culture/

https://www.hofstede-insights.com/country/australia/

https://www.ukessays.com/essays/cultural-studies/key-dimensions-of-national-culture-in-pakistan-
cultural-studies-essay.php

http://www.differencebetween.net/miscellaneous/difference-between-american-and-indian-
culture/

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