When looking for a partner to support you with the management of your International Assignment Programme there are three main things to consider before making a decision:
In recent years outsourcing has become an attractive proposition for many organisations, with many outsourcing non-core activities, such as payroll and pensions administration. However, having recognised the benefits, many now outsource on a much more comprehensive basis – effectively sub-contracting all day-to-day HR activity and, in some cases, even strategic elements of the function.
So is expatriate administration a suitable function to outsource? It is, at least for some organisations. The administration of expatriates is much more time-consuming than administration on behalf of local employees. It demands a great deal of specialised knowledge, much of which is subject to regular change. And the urgencies associated with setting up a new assignment, or managing change, are such that handling them as part of a generalist HR role can be difficult to say the least.
Experienced practitioners will know that managing the expectations of assignees – and their families – is a key issue. When outsourcing leads to faster and more efficient administration, the management of expectations is made considerably easier.
These factors can lead to direct benefits such as faster, more consistent and more effective administration, improved cost management of assignments, and the avoidance of otherwise costly compliance problems.Download whitepaper here