A well put together expatriate plan is one that takes into consideration the needs of both the company and its expatriates. Developing such a plan requires extensive research and analysis from leadership, human resources managers, as well as other relevant personnel to ensure it meets all required objectives.

The first step in formulating an expatriate plan is to identify what the organization’s goals are for sending employees abroad (Gardere & Mortensen). This includes analyzing current processes and operations within their existing market in order to determine where improvements can be made or if new services need to be offered elsewhere (Gardere & Mortensen). Once this has been established, a comprehensive list of considerations should be created which accounts for factors such as language proficiency requirements, cultural expectations, foreign currency exchange rates and any legal regulations that may affect employee mobility (Gardere & Mortensen). Leaders will then need to evaluate available resources and develop strategies for providing long-term support before finalizing any relocation plans. As part of this process HR teams can generate detailed budgets based on estimated expenses like housing costs or health benefits so those relocating know exactly how much they will receive each month during their stay abroad (Gardere & Mortensen). By taking all these elements into account companies are able to create tailored plans that give employees peace of mind while also helping achieve organizational objectives by increasing global reach.