INTERNATIONAL HUMAN RESOURCES PROJECT

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INTERNATIONAL HUMAN
RESOURCES PROJECT
DEFINITIONS
E SELLVAKUMAR
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ROLLNO NO SHRM01B032
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EXPATRIATE
• An expatriate is an employee working outside his/her country
of hire for a limited period of time.
• Duration 2-3 years
• Extension period: Further 2 years(5 years in total)
• Deciding Authority : Host Country
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CONTRACT / LETTER

• Drafting Agency: Home country HR

• Agency: International Mobility Policy
• International Mobility Policy:

• Assignment contracts or letters must be signed prior to

assignee’s departure and start date.
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COMPANY TYPES
• The Home Company is the company for which the expatriate is
originally working for and from which he or she is being
transferred.
• 
• The Host Company is the company to which the expatriate is
being transferred.
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EMPLOYEE STATUS
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• Under an expatriation status, the home contract will be

suspended for the duration of the assignment.
• The expatriate will have a local work agreement or letter in the
Host Country. As such, the assignee’s primary reporting line is in
the Host Country.
• 
• Payroll, local mandatory benefits, expatriation premium and cost
of living differential, salary review, bonus could be handled by the
Host Country if mandatory.
• 
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ACCOMPANYING FAMILY

• Includes spouse and financially dependent children according to

home country

• Spouse
• A spouse is the person to whom the employee on international
assignment is legally “married” either in a civil, religious or
common-law union.
• A spouse can accompany the assignee provided that the
relationship meets the company’s definition and is not in conflict
with immigration laws or regulations in the Host Country.
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Roles of the company

• HOST COMPANY HR ROLE
• The Host Company HR is the first point of contact for the
expatriate for any local concerns or queries.
• The Host Company HR must ensure the regularity of the
assignee for tax, social, labor law and immigration. He/she is
also responsible for maintaining the working conditions and, in
conjunction with the Home HR, the career plan.
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HOME COMPANY HR ROLE

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• The Home HR is the secondary point of contact during the

assignment.
• The Home HR is responsible for the gross annual base salary
and salary review. Furthermore, the home HR is in charge of
the structure of the overall career plan of the assignee.
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REGIONAL HR ROLE
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• The Regional HR is responsible for coordinating the

integration of the administration of international mobility and
ensuring Alliance global mobility policy application, within and
outside the region, in partnership with Country HR.
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