CIPD 5OS04 Task 2– Briefing Paper


As part of the drive to educate staff about the current changes, your manager also feels that further guidance is needed around expatriates.  You have been asked to generate a short briefing paper that addresses the following areas:


  • Evaluate the reasons that companies use expatriates for international working (AC 4.1)


  • Explain the process for selecting, preparing and managing expatriates for overseas relocation for work (AC 4.2)


  • Explain how people practice can support re-entry and resettlement of overseas workers (AC 4.3)


This briefing paper needs to contain clear, easy to follow information that can be read by any staff member. It should contain research and references and educate the reader.


Task 2-Briefing Paper


According to CIPD (2021c) most employers value engagement of expatriates in their international working. The rationale for this is achieving knowledge and skills relevant for organisation operations. People professionals play a significant role in resourcing of expatriates for international working. The reasons for this are;

  • Benefits identification– The various benefits accrued are short-term projects success, need for specialist knowledge, speed and linked imperatives, commercial pressure, capacity development and advancing their career networks. Additionally, there exist clear ROI when an organisation adopt the services of expatriates. This is in line with HBR (2020) findings which note organisations as putting a lot of input to engage expatriates to execute various assignments in various organisations. This is with HRM ensuring they consign the main responsibility of expat selection, capacity development and to capture strategic opportunities.
  • Disadvantages of local employees resourcing– In terms of best practice in organisation operations, candidates available would be limited. This does not demonstrate an organisation incapacity for engaging local professionals and harnessing capacity development. Therefore, HR Exchange (2017) identify the necessity for organisations investment amongst expatriates. Therefore, the HR Exchange (2017) identify the necessity for entities to invest more on expatriates. Through this, enough resources and time factor is used to integrate local workforce in appropriate levels.
  • Skills disparities– It is a common occurrence of skills differences among the expatriates and locals. The expats tend to be more experienced possessing immense details on best practice of their job roles execution.
  • Cultural factors– In most instances, organisation culture include hiring people with particular set qualifications. According to Chen (2019), by engaging various expatriates, it is possible to adapt new business environment and employees recognition as core difference of old and new business operating environment.


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