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There are three consulting areas that Caligiuri & Associates focus: The Strategic Global Assignment Process (S-GAP), ROI Assessment, Development of Global HR Metrics. These areas are C&A's niche and uniquely tailored to address your company's specific needs for global business strategy.
The Strategic Global Assignment Process (S-GAP)
The S-GAP was developed by Caligiuri & Associates in response to client
companies' need to answer the following question regarding expatriation:
Whom do we have where -- and why? We use an analytic process to help global
HR professionals answer this question in the context of their company's
global business strategy.
The S-GAP begins with a strategic needs analysis. Based on the results of that analysis, the four-step S-GAP is tailored:
- Creating a Candidate Pool
- Using decision-making tools, such as The SAGE, C&A helps companies create a database of self-selected candidates.
- Assessment of Candidates
- C&A will conduct the job analysis work legally necessary to conduct assessments.
- Through interviewing or assessment centers, we will conduct assessments and write our recommendations about the candidates.
- Performance Management
- Through the needs analysis, both developmental competencies and assignment goals are identified.
- C&A develops performance management systems to determine whether developmental competencies have been gained and whether the assignment goals have been met.
- Methods for determining whom the raters should be are offered.
- Rater training is provided.
- Repatriation
- C&A offers assistance in writing repatriation contracts. Some organizations will attempt to reduce ambiguity about the expatriates' future with the company by offering a written guarantee or repatriation agreement to outline the type of position they will be placed in upon return from the global assignment. Caligiuri & Associates assists our client organizations in determining if this is really best for their situation - and if so, some guidance on the best way to write them.
- Caligiuri & Associates will work with HR to structure a comprehensive reorientation session. A reorientation program will brief returning expatriates on the changes in the company, such as policies, personnel, and strategy. This should be provided immediately upon return from the assignment, when the repatriate returns to work.
- "Valuing Expatriate Competencies" Seminars help companies show visible signs to their repatriates that they value the international experience and will help create the perception within the organization that global experience is beneficial for one's career. This will also help produce the culture that global experience should not be disregarded as "different, and not relevant here."
- Caligiuri & Associates assists client organizations in developing an expatriate mentoring program. Mentors or sponsors keep expatriates abreast of important occurrences while he or she is on the global assignment and help them stay connected with the organization.
ROI Assessment
The question "can you determine the ROI of an expatriate assignment?"
--- has been asked by almost every senior HR professional grappling with
the high-cost of expatriates. In most cases, HR professionals have been
limited to doing simple cost accounting for expatriate expenses. Unlike
mere cost accounting, C&A's approach helps companies identify both the
task and developmental goals for their key assignments and offers a method
to assess the real financial return on those goals (against the cost of
the assignment).
Development of Global HR Metrics
Senior HR professionals have a growing need to demonstrate ROI for all
HR practices they implement. C&A has developed the metrics for each step
of the Strategic Global Assignment Process. The S-GAP, in combination
with the metrics, provides the strategic and financial justification for
the inception and continuance of global assignment practices.
Decision-Making and Self-Selection for Global
Assignments
Caligiuri & Associates' global assignee candidate selection and assessment products and services are based on over 10 years of action-oriented, scholarly research. To better explain our products and services we have divided them into two sections. The first section highlights ways to help candidates in their initial decision-making process. The second section focuses on the self-selection or de-selection that is initiated by the employee.
TO HELP IN THE INITIAL DECISION-MAKING PROCESS:
The Global Assignment Interest Survey
The Global Assignment Interest Survey will gauge the level of interest
for future global assignments and gauge employees' initial availability
and potential fit for future global assignments. Those employees who indicate
some level of interest should then take The SAGE (The Self-Assessment
for Global Endeavors).
The Potential Candidate Answer Line
The Potential Candidate Answer Line is a service for those who want more
information for considering a global assignment. The questions on the
answer line would be tailored to the client company, as needed.
TO HELP IN THE SELF-SELECTION AND DE-SELECTION PROCESS:
The SAGE Process
The SAGE Process is a comprehensive two part decision-making process for
those employees considering a global assignment. The first part is a private
self-assessment and the second part is a meeting with a counselor. For
more information about The SAGE or for a trial account, please contact
Valerie Greenly at +212-691-8900 or valerie.greenly@rw-3.com.
- The SAGE
- The SAGE (The Self-Assessment for Global Endeavors) is a decision-making tool for employees who are contemplating whether or not to pursue a global assignment. The SAGE will encourage possible candidates to critically evaluate three important areas (self, career, and family) before making the decision to accept a global assignment. The goal of The SAGE is to help an employee make a thoroughly informed and realistic decision before putting his or her name forward as a candidate for a global assignment. In the case of self-selection, The SAGE is used with those potential candidates who expressed any amount of interest in a possible future global assignment.
- The SAGE Debriefing
- The SAGE Debriefing is the follow-up to The SAGE. Caligiuri & Associates' assessment counselors conduct a one-hour (or more) follow-up phone meeting with employees who have taken The SAGE. C&Aıs trained counselors will help the candidates identify their strengths and concerns regarding the possible global assignment. Our SAGE counselors work with the candidate to identify whether his or her concerns are minor, developmental, or serious. In the context of either self-selection or de-selection, the debrief is facilitated decision-making process which enables the candidate to develop an initial action plan for gathering additional information prior to accepting an assignment (e.g., questions to be clarified with a manager, what to look for in the host country).
- The SAGE Workshop
- The SAGE Workshop is a three-hour workshop for a small group of prospective global assignees who have taken The SAGE. In a small group format (approximately eight people), these sessions will help to ensure that the employees have a realistic understanding of their self-assessment results from The SAGE and clarify points in The SAGE for employees, as needed. These sessions can be co-facilitated with HR professionals from the client's company who can answer HR policy questions and describe the next steps in the process for procuring a global assignment.
- Global Assignment Family Systems Analysis
- Caligiuri & Associatesı counselors meet with candidates and their families for one-half to one full day. In a more personal setting, C&A's counselors will help the candidates and their families identify their strengths and concerns -- in the context of the possible global assignment. We work with the entire family to develop a plan for resolving each family memberıs concerns prior to making the decision to accept the assignment. This process enables the entire family to make a more informed decision by highlighting areas where further information (e.g., a country visit, information on a child's schooling, relocation details) or training (language, cultural, stress management) is needed.
- Global Assignment Family Systems Workshop
- In a small group setting (e.g., a few families together, a group of couples or singles) Caligiuri & Associates' counselors meet with the small group for one-half to one full day. Using some structured exercises, C&A's counselors will help the candidates and their families identify their strengths and concerns -- in the context of the possible global assignment. We work with the small groups to help them develop a plan for resolving each family member's concerns prior to making the decision to accept the assignment. This workshop helps participants make a more informed decision by highlighting areas where further information (e.g., a country visit, information on a child's schooling, relocation details) or training (language, cultural, stress management) is needed.
Candidate Selection and Assessment
This section illustrates the ways in which Caligiuri & Associates can help companies with candidate selection and assessment process.
Global Assignee Candidate Assessment In some cases, companies prefer to have Caligiuri & Associates professionals conduct interviews with their narrowed list of candidates -- and make our expert recommendations for the best possible candidate. Given the expertise of our Ph.D.-level industrial and organizational psychologists, we are highly skilled at providing this type of recommendation.
Prior to the interviews, our industrial and organizational psychologists will conduct a job analysis for the open positions (to establish the position and cultural context). This job analysis will provide the legal foundation for our assessments and ensure that all of the relevant dimensions (knowledge, skills, abilities, and other characteristics) are included in the assessment. A typical job analysis for a global assignment includes discussions (either over the phone, individual interviews, or as a focus group) with current expatriates, sending managers, business unit leaders, and HR.
Our assessment of each candidate (using an in-depth interview and paper & pencil tests) is conducted and our professional recommendation is offered.
Global Assignee Candidate Assessment Centers
As above, our industrial and organizational psychologists will first conduct
a job analysis for the open expatriate positions.
Our comprehensive assessment center brings small groups of candidates together (with C&A psychologists) for a two-day assessment. We have found that best method for conducting these assessments is a two-day, offsite, assessment center. Ideally, we hold the assessment center in a hotel venue away from the office.
During the two-day assessment center, the psychologists of C&A will utilize the following methods to make their assessments of the participants' knowledge, skills, abilities, and other characteristics, necessary for a given global assignment:
-
Exercises
- Observations
- Paper and Pencil Tests
- Team Evaluations
- Self-Evaluations
Expatriate Performance Management
Based on Caligiuri & Associates' extensive research in the area of expatriate performance management, the consultants of C&A will work with your company to develop a tailored performance management system for your global assignees.
Our performance management systems will address the following three key issues:
- Issue 1: Identifying the Performance Dimensions to Be Rated
- The performance dimensions of global assignees will fall into two categories: functional performance dimensions (generally tangible and measurable) and developmental performance dimensions (often more subjective). We are experienced in helping companies delineate these various performance dimensions, ideally, before the start of the global assignment.
- Issue 2: Identifying the Method for Conducting Performance Ratings
- Most U.S.-based companies have some form of supervisor ratings or 360-degree feedback programs in place for their domestic employees. Using the strategy developed by Caligiuri & Associates, we will determine what method of performance management for global assignees will work most effectively in your company. In some cases, it is determined that the domestic performance management system can be extended to the global assignee system. In other cases, we determine that it is necessary to develop a unique system for the global assignees.
- Issue 3: Identifying and Training the Raters of Performance
- As with most performance management systems, some amount of rater training will be required for the system to be implemented effectively. Based on Caligiuri & Associates' research on cross-national rating for expatriate employees, we will develop a culturally sensitive rater-training workshop in order to ensure success and accuracy of the raters for your company.
Repatriation is an increasingly important issue for multinational companies. Often the greatest concern is the retention of their talented employees after the completion of their global assignments. Caligiuri & Associates have extensive research on the best practices in multinational companies for successful repatriation. Consultants of C&A use this knowledge to develop the most comprehensive and effective repatriation systems for your company.
We offer a variety of consulting services for repatriation systems:
Expatriate Career Planning
Career planning is a critical function for retaining expatriates upon
repatriation. We will assist your company in setting up a reentry sessions
or career planning sessions to discuss the expatriates' concerns regarding
repatriation, for example, career objectives and performance. The intention
of these career planning reentry sessions is to give the expatriate a
sense of security regarding his or her future with the company. This planning
may utilize the skills of a team, including HR department, the sending
manager, and the business unit leader.
Assistance In Writing Repatriation Contracts
Some companies attempt to reduce ambiguity about the expatriates' future
with the company by offering a written guarantee or repatriation agreement
to outline the type of position they will be placed in upon return from
the global assignment. Caligiuri & Associates will assist your company
in determining if this is really the best approach for your situation.
Developing an Expatriate Mentoring Program
Mentors or sponsors can keep expatriates abreast of important occurrences
while they are on the global assignment and help them stay connected with
the company. Mentors can also guide expatriates' future career with the
company by being their internal champion. Caligiuri & Associates will
assist your company in developing an expatriate mentoring program.
Reorientation Programs
A reorientation program will brief returning expatriates on the changes
in the company, such as policies, personnel, and strategy. This should
be provided immediately upon their return from the assignment. Caligiuri
& Associates will work with HR department within your company to structure
a comprehensive reorientation session.
Repatriation Training
Repatriation training seminars will provide expatriates and their families
with training on what to expect regarding the emotional response upon
returning home. This training improves their reentry adjustment.
Repatriation Counseling
This personal counseling can take a variety of forms, from financial counseling
to lifestyle counseling. In the financial/tax counseling, we help the
repatriates adjust back to their lifestyle without the additional allowances
of the expatriate position. In the lifestyle counseling, we assist repatriates
and their families as their lifestyles change (sometimes dramatically)
when they return to their home countries.
Valuing Expatriate Competencies Seminars
These seminars will help your companies show visible signs to your repatriates
that you value the international experience and will help create the corporate
culture that global experience is beneficial for one's career. Caligiuri
& Associates will assist your company in developing and conducting those
seminars.
Developing the most relevant cross-cultural training experience has been the key to the effectiveness of our cross-cultural training sessions. A detailed intake process includes the expatriate and his or her spouse completing The SAGE and The SAGE for Spouses. The results of these tools and the intake interview will be used in combination to structure the most relevant cross-cultural training session for each of our clients - employee and family (when applicable).
Cross-Cultural Training Philosophy and Methodology
C&A's cross-cultural trainers will help the candidates and their families
identify their strengths and concerns -- in the context of host national
country, and the global assignment specifically. We work with the entire
family to build up their strengths and develop a plan to proactively resolve
their concerns.
With the clear understanding of the expatriate/family context, the general training goals for C&A's CCT are:
- Increased understanding of the role of cultural values on behavior in the destination country, in both social and business contexts
- Heightened awareness of the differences in forms of communication between host and destination country, in both social and business contexts
- Preparation for the impact of culture shock and the processes of transition and adaptation
- Experiential application of CCT principles to help form adaptive behaviors
Developing trainees' understanding of basic values differences and their impact on behavior is the central goal of C&A's CCT. Because cultural values are usually subconscious, we utilize an approach which brings the awareness of these values to the surface. Our CCT, therefore, is highly experiential, involving active participation on the part of the clients.
Cross-Cultural Training Program Structure and Content
A typical CCT can consist of 1 or 2 sessions, and involves the employee and accompanying spouse. (Age-appropriate youth training for accompanying children can also be delivered.) After a thorough discussion regarding the outcome of The SAGE and The SAGE for Spouses, the family members are encouraged to use that information as they learn about the host country's culture. A program may cover the following subject areas (subject areas can be added, omitted, amplified, or narrowed based on the trainees' needs):
- Framework for Understanding Cultural Differences
- Basic Differences in Values Orientations
- Communication Style Differences
- Transition and Adaptation Issues
- Differences in Business Culture
- Managing Career Issues on Assignment
- Lifestyle Change Management
Sequential Cross-Cultural Training Program
C&A employs a sequential approach of delivering CCT, which includes:
- The SAGE Process and Predeparture Materials
- All participants are strongly encouraged to take the SAGE online and participate in a SAGE debriefing session. This helps participants identify key areas of concern and customizes the focus of the CCT sessions. Predeparture materials are sent to participants to provide information on the host culture.
- In-Country Contact and Needs Assessment (within first week)
- Once participants arrive in the host culture, they are introduced to a C&A CCT trainer who gets a sense of the participant needs and concerns. This information is used to better customize the upcoming CCT sessions.
- CCT Session 1 and e-support (3 to 4 weeks after arrival)
- The C&A trainer contacts the client after 3 to 4 weeks to establish a convenient time and place to conduct the first session of CCT. As the participants have had some time to overcome logistical difficulties and experience some degree of cultural interaction, the training relevance of session 1 is extremely high. After session 1, the C&A trainer maintains a degree of e-support with the participants to help coach on developing cultural issues.
- CCT Session 2 and e-support (2 to 3 months after arrival)
- Approximately one month after the first session of CCT, the C&A trainer contacts the client to schedule the second session. The second session is much more contextual and provides participants with a sophisticated way of applying cultural learnings. Again, e-support is maintained after the second session of CCT for up to 5 months. If more assistance is requested, C&A can provide a greater degree of cultural coaching.