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unhappy with a lack of work- life balance. Companies are ready to accommodate
their need for flexibility in working hours rather than losing out on highly skilled
workforce.
Types of locations:
Satellite options: These are remote work centers like satellite work centers
which are provided by the employers.
Telecommuting: Employees work from home for a few days in a week via
telecommunications and then work out of office on the remaining days.
Tele working: Employees work from home on all the days of the week via
telecommunications.
This flexi-time arrangement has a lot of benefits for both the employers and the
employees.
The benefits for the employees are:
Provides an opportunity for workers who are disabled.
Working parents can meet their family obligations.
Saves commuting time.
Provides time and location flexibility.
Reduces job related stress and also interruptions at the workplace.
The benefits for the employers are: Influences employees in a positive
way. Improves productivity.
Reduces absenteeism.
Improves employee job satisfaction, job performance and work quality.
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Reduces costs related to environmental requirements, time, space,
employee safety, relocation of the employees, and productivity.
Helps in retention of voluntary workforce, women and baby boomers.
Companies can terminate contingent workers services more easily.
With respect to compensation and benefits paid to the flexible workforce, most
companies pay an hourly wage, which is fixed on the basis of the complexity of
work as well as the skill sets of the employee. No amount of paid leave,
insurance and legally required benefits like gratuity and retirement benefits are
paid.
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Also, the day to day impact of life in the new culture is more keenly felt by the spouse and
children, who interact with it on a far more personal basis. Moreover, the employee will be
chosen for a particular skill set, which are generally appreciated by the new team as an asset.
As the project comes to an end, the expatriate starts the closure process of the post, probably
handing over to a locally based team or manager. At this point, home country HR should be
back in touch with the employee, to start the career planning for the home move. However,
most companies provide no post assignment guarantees, and this has a dual impact on the
employee. Firstly, they will feel deeply insecure since they may have taken their family away
from extended family and friends, interrupted education progr
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ammers and careers, and for what? To return home with no job? Another issue is
the change in living standards. While settling down in a foreign country, they
would have been offered financial incentives for the family to relocate from
generous housing allowances to the payment of school fees. On returning home,
these are taken away and the lifestyle that the family has become used to is
radically reduced.
This is particularly a factor for Europeans coming home from the USA, where
living standards are very high in comparison with the cost of living in most
European cities. It is the children of expatriates that the impact can be the most
pronounced, and the most dramatic, especially for teenagers caught between
school systems, deep friendships and hormonal angst! Where the assignment
has been a long one, there is the risk of the child becoming a Third Culture Kid
far more familiar with the host culture than the home one. For them the return is
a far greater challenge, as they are already at home and will be going
somewhere completely foreign. Not only will they face a profound culture shock,
they will also struggle with a sense of loss of identity as they leave their friends
and peers behind.
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