Abstract: “Historically, employees sent overseas for various types of assignments, whether short- or long-term in nature, they were given training ranging from little to no pre-departure training. As a result, one of the key problems faced by both the employees and the organization was the decreasing rate of employee retention. While some employees were quite motivated by an overseas assignment, some viewed the assignment as a form of punishment or testing to see if they could survive and remain with the organization. Further, many of these employees felt that they were ill-prepared for such a global assignment, as well as felt that such a relocation could hinder their chances for upward mobility as a result of their time and distance from the main headquarters. Further, their overseas location may also pose a variety of problems for them and their workload with other members of their team as a result of this said time and distance issues. However, many of these anticipated and encountered proble”

Keywords: Expatriate, global management, virtual management, human resource management, human capital.