Family and International Assignment Policy Essay

What Is Your Critical Evaluation of Colgate-Palmolives International Assignment Policy? What Are Its Strengths And Weaknesses? Colgate-Palmolives (C-P) international assignment policy was designed to regularize entitlements for the expatriation man termrs. It covered tax equalization, goods and services, housing, the actual move and settling in, sale or rental of the pattern residence, relocation allowances, living expenses, education, vacation, leave, post allowance and smooth transitions (Rosenzweig, 1994).The assignment policy was progressive, permitting applicants a 5 sidereal day pre-acceptance tour. The language courses at the companys expense were paramount. Overall, the company sought to address both the deportation and his familys quality of life. I subscribe to the motto a intelligent wife makes a happy life, olibanum I would agree that the policy was comprehensive and supported the aforementi geniusd and motto. Strengths included fiscal parity and the overall family and spouse assistance program.However, the greatest strength was C-Ps willingness to improve the policy and orientations base on surveys (Rosenzweig, 1994, p. 7). The only weakness I can surmise is that such a policy does non support a local indigenous applicant. What Should Colgate-Palmolive Do About the Growing Issue of Dual-Career Families? C-P has two courses of effect (COA). Do not hire or address dual-career families or succumb and make the afield assignments amiable to dual-career families. COA one would limit their candidate pool.One C-P human resource manager (HRM) stated the frequency of dual-career families among C-Ps young managers was a reflection of their high quality We tend to attract people who have been to refine school and who often met their spouses at graduate school. Both spouses are educated professionals and both tend to pauperization to pursue their careers (Rosenzweig, 1994, p. 9). Thus COA two would support a larger qualified candidate pool. However , there is a cost(s) associated. C-P discussed income replacement to offset the spouses lost income (Rosenzweig, 1994, p. 0), but was viewed to expensive.Others recommended C-P change the abroad perception, in lieu of a personnel casualty or sacrifice, a positive spin was placed on foreign employment. Personally, I would opt for COA one but with two additions. Transfer young single executives on shorter term assignments in support of pitch costs and capitalize on modern technologies that did not exist at the time this article was published. effective virtual training conference lines can be purchased for under $25,000 permitting daily interaction, meetings and mentoring between C-P headquarters and the expatriate manager.Lastly, C-P foreign employees may capitalize on the numerous web based social technologies such as Skype and Face Time that are now a staple communication platform. What Should an MNC take away When Designing a Policy Regarding International Career Development? It is paramount that MNC focus on recruiting processes. A larger diverse, multi linguistic applicant pool who have lived and been educated abroad would mitigate many of the culture shock experiences associated with overseas assignments. The policy development should incorporate local nationals employed by companies like C-P.In the US, we are long-familiar with the big Japanese motor companies like Toyota and Nissan, but we often overlook the other foreign own companies like Pillsbury and CBS Records who employ thousands of US professionals. Ultimately, MNC must address the monetary pay and quality of life for 2 potential candidates host-country employees and home country employees (where the headquarters is located). Certainly, I am not naive to the fact that compensation is not easily addressed as it should conform to local laws and taxation (both host and home countries).What Should an Employee Consider When Deciding to Accept or Decline an International Assignment? How Does th e Employees Current Career face Affect Such a Decision? As an active duty Soldier with family and prior overseas duty assignments, I have had given this question a great deal of thought. Certainly C-Ps policy covering areas such as tax equalization, goods and services, housing, the actual move and settling in, sale or rental of the principle residence, relocation allowances, living expenses, education, vacation, leave, post allowance and smooth transitions are important.Ultimately, it boils down to education, medical examination care, quality of life and face time with family. Dependent on ones age and the age of your children, a support system for the spouse is paramount. Extended family is ideal if the expatriate will travel frequently, thus transcontinental travel, accessibility to international airports is important. Quality of education and backwards planning are important. The closer children cast down to high school and college age, the more important it is to be in the US with a stabilized epoch of assignment.