Exploring the differences in management of short and long term assignees

Dear RES Forum Members,

We have only just published the 2017 report, but we are already thinking about some long term research for our 2018 RES Forum Annual Report! As such, we would like to ask for your help to collect some data for the Report which will be published in Spring 2018. The report will be authored by Professor Michael Dickmann, Professor of International HRM at Cranfield University, School of Management.

This is one of the key surveys that build the backbone of the annual report and we aim for as many respondents as possible. The survey will take approximately 10 minutes to complete.

The RES Forum Annual report is truly unique in the HR mobility space in that it reflects the hot topics and issues for global mobility professionals as identified by global mobility professionals. 

By participating in this survey and therefore our Annual Report research, you are helping to shape global mobility thinking, policies and practices. The data is also used for research purposes and wider dissemination. 

In addition, we are starting to analyse longitudinal trends, so your participation is especially important.

If you have never seen our annual reports before, do take a look at the 2017 report at the following link-
http://theresforum.com/annual-report/


Thank you in advance for your participation!

Professor Michael Dickmann (Report author) & Andy, David, Jose and Heather (The RES Forum Team)

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Some of the questions may be difficult for you to answer if you don't have detailed information for your organization.
Wherever possible, we would like to ask you to provide your best estimate. 
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* 1. For each of the following assignment types, what is the TOTAL global assignee population of your organization?

  1 - 25 26 - 50 51 - 100 101 - 250 251 - 500 501 - 1000 1000 + Unsure
Short Term International Assignment (3 - 12 months)
Long Term International Assignment (12 months or more)

* 2. What have been the trends in STA/LTA numbers within your organization over the last 3 years?

  Grown by UP TO 10% Grown by MORE THAN 10% Remained Stable Declined by UP TO 10% Declined by MORE THAN 10% Unsure
The number of Short Term International Assignments (3 - 12 months) has...
The number of Long Term International Assignment (12 months or more) has...

* 3. What trends for  STA/LTA numbers within your organization do you predict for the next 3 years?

  Grow by UP TO 10% Grow by MORE THAN 10% Remain Stable Decline by UP TO 10% Decline by MORE THAN 10% Unsure
The number of Short Term International Assignments (3 - 12 months) is expected to...
The number of Long Term International Assignment (12 months or more) is expected to...

* 4. Drivers of Short-Term Expatriation.
We know that each assignment has a specific context and specific drivers. However, looking across your total SHORT-TERM assignee population, normally, how important are the following GM drivers?

  1- Not important 2 3 4 5 6 7- Very important Unsure
… individual development
…general position filling
…filling a position on a project
…integrating organizational culture
… the control of the host organization
…knowledge transfer
…building the local business/market
…general goals beyond the above

* 5. Drivers of Long-Term Expatriation.
We know that each assignment has a specific context and specific drivers. However, looking across your total LONG-TERM assignee population, normally, how important are the following GM drivers?

  1- Not important 2 3 4 5 6 7- Very important Unsure
… individual development
…general position filling
…filling a position on a project
…integrating organizational culture
… the control of the host organization
…knowledge transfer
…building the local business/market
…general goals beyond the above

* 6. Candidate Supply for Short-Term Expatriate Positions.
For your firm, to what extent do you feel you have the right number of candidates to fill vacant short-term expatriate positions? Please estimate with regard to assignments with priority on…

  Less than 20% of the number of required candidates 21% to 40% of the number of required candidates 41% to 60% of the number of required candidates 61% to 80% of the number of required candidates 81% to 100% of the number of required candidates Unsure
… individual development
…general position filling
…filling a position on a project
…integrating organizational culture
… the control of the host organization
…knowledge transfer
…building the local business/market
…general goals encompassing potentially all of the above

* 7. Candidate Supply for Long-Term Expatriate Positions.
For your firm, to what extent do you feel you have the right number of candidates to fill vacant long-term expatriate positions? Please estimate with regard to assignments with priority on…

  Less than 20% of the number of required candidates 21% to 40% of the number of required candidates 41% to 60% of the number of required candidates 61% to 80% of the number of required candidates 81% to 100% of the number of required candidates Unsure
… individual development
…general position filling
…filling a position on a project
…integrating organizational culture
… the control of the host organization
…knowledge transfer
…building the local business/market
…general goals encompassing potentially all of the above

* 8. Accomplishment of short term assignment objectives.
On average, to what extent do short-term expatriates achieve their assignment objectives in your organization? Please differentiate your rating for the different assignment types.  Assignment objectives with priority on….

  Substantially missing objectives Slightly missing objectives Achieving objectives Slightly overachieving objectives Substantially overachieving objectives Objectives defined, but unsure Objectives not defined Unsure
… individual development
…general position filling
…filling a position on a project
…integrating organizational culture
… the control of the host organization
…knowledge transfer
…building the local business/market
…general goals encompassing potentially all of the above

* 9. Accomplishment of long term assignment objectives
On average, to what extent do long-term expatriates achieve their assignment objectives in your organization? Please differentiate your rating for the different assignment types.  Assignment objectives with priority on….

  Substantially missing objectives Slightly missing objectives Achieving objectives Slightly overachieving objectives Substantially overachieving objectives Objectives defined, but unsure Objectives not defined Unsure
… individual development
…general position filling
…filling a position on a project
…integrating organizational culture
… the control of the host organization
…knowledge transfer
…building the local business/market
…general goals encompassing potentially all of the above

* 10. Performance of short term assignees
On average, how would you rate your short-term assignees’ performance on their expatriate assignments with priority on…?

  Unsatisfactory or poor Not very good or below average Moderate or average Very good or above average Exceptional or outstanding Performance measured but unsure Performance not measured
… individual development
…general position filling
…filling a position on a project
…integrating organizational culture
… the control of the host organization
…knowledge transfer
…building the local business/market
…general goals encompassing potentially all of the above

* 11. Performance of long term assignees
On average, how would you rate your long-term assignees’ performance on their expatriate assignments with priority on…?

  Unsatisfactory or poor Not very good or below average Moderate or average Very good or above average Exceptional or outstanding Performance measured but unsure Performance not measured
… individual development
…general position filling
…filling a position on a project
…integrating organizational culture
… the control of the host organization
…knowledge transfer
…building the local business/market
…general goals encompassing potentially all of the above

* 12. Career development of short term assignees vs. long-term assignees.
On average, how would you rate your short-term assignees’ career development in comparison to long-term assignees' career development? Short-term assignees' career development is....

  Much worse Slightly worse Similar Slightly better Much better Career development tracked but unsure Career development not tracked
…in general
…with priority on individual development
…with priority on general position filling
…with priority on filling a position on a project
…with priority on integrating organizational culture
…with priority on the control of the host organization
…with priority on knowledge transfer to the host organization
…with priority on eventual knowledge transfer back to the home organization
…with priority on building the local business/market

* 13. Retention of short term assignees vs. long-term assignees
On average, how would you rate your short-term assignees’ post-assignment retention in comparison to long term assignees' post- assignment retention? After repatriation, the retention of short term assignees is...

  Much worse Slightly worse Similar Slightly better Much better Career development tracked but unsure Career development not tracked
…in general
…with priority on individual development
…with priority on general position filling
…with priority on filling a position on a project
…with priority on integrating organizational culture
…with priority on the control of the host organization
…with priority on knowledge transfer to the host organization
…with priority on eventual knowledge transfer back to the home organization
…with priority on building the local business/market

* 14. Severity of Key Challenges associated with short-term assignments
On average, how severe are the following challenges in their (detrimental) impact on the success of short term assignments …?

  1- Very severe 2 3 4 5 6 7- Not at all severe Unsure
Family and Expatriate not co-located
Family collocated but finds it difficult to culturally adjust
Expatriate finds it difficult to culturally adjust
High stress levels of expatriate
Work-Life Balance issues where expatriate perceives to work too hard
Work-Life Spill-over effects of marital or other problems (including alcoholism, loneliness)
Dual career issues where partner of expatriate is dissatisfied with local work opportunities
Dual career issues where partner of expatriate is dissatisfied with work opportunities after repatriation
Lack of contacts to locals leading to dissatisfaction
Hostile environment leading to dissatisfaction
Legal compliance such as working permits and visas is challenging
Social Security compliance is challenging
Taxation compliance is challenging
Expatriate feels isolated

* 15. Severity of Key Challenges associated with Long Term Assignments
On average, how severe are the following challenges in their (detrimental) impact on the success of long term assignments …?

  1- Very severe 2 3 4 5 6 7- Not at all severe Unsure
Family and Expatriate not co-located
Family collocated but finds it difficult to culturally adjust
Expatriate finds it difficult to culturally adjust
High stress levels of expatriate
Work-Life Balance issues where expatriate perceives to work too hard
Work-Life Spill-over effects of marital or other problems (including alcoholism, loneliness)