1. INTRODUCTION

A fast developing issue in the global organisations is international human resources (IHRM) which include the management of expatriates as a tool for competitive advantage. The most important aspect of expatriate programmes include sufficient preparation for the expatriate and his/her family before commencement of the assignment, cross-cultural training and cultural induction, maintaining communication with expatriates during the assignment and paying special attention to the repatriation on completion of the assignment (Baruch, 1999).
Expatriate assignments are seen as a competitive, global business proposition in multinational organisations. However, the necessity of expatriate assignments also makes it a risky proposition, as expatriate failure rates suggest relocation failure and repatriation remain the key determinants that require attention (Jack & Stage, 2005).

2. LITERATURE REVIEW
2.1 Terminology
The term expatriate or foreign service employee......

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Title: Generic Expatriate Management Programme
Approximate Word Count: 1997
Approximate Pages: 8 (250 words per double-spaced page)

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