Are you willing to accept expatriate assignments?

Not very willing to accept it. In the original company, I adapted to the company's rules and regulations, my colleagues became familiar with each other, and I had friends, and I had to do it all over again when I went somewhere else, and I didn't want to try.

If I was sent to a different project, I think I would have learned a lot. After all, the company needs different technical things and different project requirements, and it should adapt to people who are quick to accept. However, if you are stationed with the same customer for a long time, it is estimated that it is enough to choke.

I have old and young, and I should not consider expatriate. The family is supported by their own family, and if they go to work elsewhere, they feel that they can't take care of them.

For someone like me who doesn't like to stay in the office, going out on a business trip is just what I want. I haven't been back to the company for almost four years, and I didn't go back to the company until last month because of a company trip. It's not too cool to work outside alone.

If you go out for a long time, you will not accept it, because if you go out for a long time, you will definitely feel very unfamiliar with some of the company's new technologies when you return to the company, and you can still consider it in a short time.

It depends on the size of the expatriate company, as well as the performance of the product, if the company is large when you just enter the market, it will definitely be very difficult, of course, your technology is hard enough, and the people in the unit can still recognize you after a long time.

Many expatriate jobs are relatively easy, and staying in the same environment for a long time, occasionally changing the environment and learning new technology and cultural concepts is also a new beginning.

For me, I now have a wife and a daughter, and it is okay to go on a short-term business trip, but I don't consider expatriate for the time being. You can't put your home at risk for a so-called job.

You should be able to learn a lot from the expatriate work, and you can get in touch with the corporate culture, way of doing things, and advanced technology of the expatriate company, and you should observe it.

You don't have to give it a try, and you might find something new. It's really not good at my own company, but if I have this kind of expatriate job, I want to go out and see it.

Expatriates refer to those appointed by the parent company or recommended in accordance with the procedures and working in subsidiaries such as foreign investment and asset restructuring to hold senior management positions, including general manager, deputy general manager, chief engineer, chief economist, chief financial officer, human resources director, secretary of the board of directors, etc.

Expatriates are not only responsible for maintaining the domestic and foreign characteristics of the parent company, strictly implementing the management mode and work standards of the headquarters to ensure that the management of the subsidiary reaches a high level, but also the transmitter and executor of the company's policies and culture.

Most of the expatriate personnel of the enterprise are top-notch talents with professional management level, the backbone of the core employees of the enterprise, the highland of enterprise human resource management and development, and the largest contributor to the creation of enterprise wealth.

Expatriation refers to the dispatch of an employer to another city or country to carry out work.

Labor dispatch specifically refers to the economic activities in which a domestic enterprise legal person that meets the provisions of these Measures signs a contract with a company, intermediary agency or private employer that is allowed to recruit or employ foreign labor personnel outside the country (territory), and organically recruits, selects and dispatches Chinese citizens to provide labor services and manage foreign employers outside the country (territory) in accordance with the conditions agreed in the contract.

For example, if an employee is dispatched from China to the U.S., the assignment will be established from the time the employee departs from Shanghai to the time the employee returns to Shanghai from the U.S.

Depending on where the assignment goes, it must be a good thing to be assigned to a good company, a good project, or a good leader, otherwise it is not a good thing.

Related Notes:Expatriate refers primarily to home country citizens and third-country nationals who are appointed by the parent company to work in the host country. This also includes foreign nationals working in the parent company.

Labor dispatch refers to the economic activities in which a domestic enterprise legal person that meets the provisions of these Measures signs a contract with a company, intermediary agency or private employer that is allowed to recruit or employ foreign labor personnel outside the country (territory), and organically recruits, selects and dispatches Chinese citizens to provide labor services and manage foreign employers outside the country (territory) in accordance with the conditions agreed in the contract.

It's good to work expatriate, it's time to go.

Labor dispatch is worth going, you can learn more things, which is very helpful for the future career planning of the parties, the expatriate work is good, it is time to go, for professional degree graduate students to be hungry and open practical courses, for professional degree graduate students to provide a practical platform, including visits, inspections or internship opportunities or conditions.

Impact of Labor Dispatch:

1. It provides a new type of employment mode and guarantees the social employment rate.

Labor dispatch is a form of employment in which a worker signs a labor contract with a dispatching unit, but dispatches the worker to the employing unit to provide labor services and accept work arrangements.

2. Reduce the employment cost of the employer and reduce the burden on the enterprise.

The employer only needs to pay the wages of the employee during the working period and ensure equal pay for the same work as the regular employee, but does not need to purchase the corresponding social security for the employee.

3. Labor dispatch provides a certain job security for workers.

The dispatching entity is required to provide dispatch work for the employee, and the dispatching unit shall pay the corresponding wages to the employee during the period when the dispatch work is not provided. <>

Long-term expatriate is a dispatch company or corporate headquarters to work outside the country.

Company assignment means that the company sends its own employees to work in the field because some projects need to be in the field. At this time, the employee still belongs to the company and performs company tasks. Labor dispatch refers to the signing of contracts between enterprise legal persons and foreign labor service companies, intermediary agencies or private employers to recruit, select and dispatch Chinese citizens to work abroad.

The other refers to the recruitment of employees by labor service companies and intermediary organizations and the dispatch of employees to other companies. That is, the labor relationship of the employee is in the labor service company, the labor contract is signed directly with the labor service company, and the actual employer only pays wages and benefits, and is not responsible for personnel management.

Methods of labor assignment

Enterprises engaged in labor service assignment must obtain the qualification of foreign labor service cooperation in accordance with these Measures with the permission of the Ministry of Commerce, and can only carry out foreign labor service cooperation business activities after receiving the "Qualification Certificate of the People's Republic of China for Foreign Labor Service Cooperation" (hereinafter referred to as the "Qualification Certificate"). Overseas enterprises, natural persons and foreign institutions in China are not allowed to directly recruit labor personnel within the territory of China.

Work procedure: Fill in the "Labor Personnel Application Form" and make an appointment for registration. The expatriate company is responsible for arranging for the employer to interview the labor personnel or recommend the applicant's personal information to the employer for selection.

The expatriate company signs the "Labor Service Contract" with the employer, and the employer sends an invitation letter to the hired personnel, the hired personnel submit the relevant information required for the formalities, and the labor personnel receive outbound training.

Summary. It may be that you are far away from home, the environment of working in a foreign country, and the language is not adaptable, which is the reason why you are unwilling. But have you ever wondered why the leader sent you on a business trip instead of someone else?

It may be that you have a certain quality that is needed for work, such as a certain skill, experience, etc. When leading an expatriate employee on a business trip, he must send someone with good skills and experience on a business trip, so as not to embarrass the company. Therefore, the leader sends you to be more optimistic about you, and it is also a recognition of your work and an affirmation of your skills.

It may be far away from home, the environment of working in other places, and the language is not adaptable, which is the reason why you are reluctant to Sun Qi. But have you ever wondered why the leader sent you on a business trip instead of someone else? It may be that some of your qualities are needed for the job, such as a certain skill, experience, etc.

When leaders send employees on business trips, they must send people with good skills and rich experience on business trips, so as not to embarrass the company. Therefore, the leader sends you to be more optimistic about you, and it is also a recognition of your work and an affirmation of your skills.

A sedan chair Sun pointed out that to express the willingness to the leader and show his point of view Generally speaking, the workplace working relationship is only an employment nature, and employees exchange the value created by working hours for wages. Most of the leaders are also promoted from the bottom, and the actual situation of the employees will be considered when assigning. If the person does not want to, he is generally not forced to go.

The relationship between superiors and subordinates is only more convenient for the distribution of work, and the two parties are equal in personality. It is recommended that the subject directly find the leader to express his wishes.

Second, praise the difficulties in the family, and seek empathy If the leader really can't find someone else to replace, he will persuade you with emotion and reason. At this time, you may wish to use the reasons at home to deal with it. For example, it is really difficult at home, there are old and young, and they go to work far away, and they can't take care of the disadvantages and the old at both ends.

I believe that the leader will not rent the fuel will be difficult for others.

Third, if you can't shirk and don't want to go, the worst case of resignation is that the leader has an ultimatum: either go to work or resign. Doing so is against the will of the employees and forcing them to do things, which is actually a violation of the "Labor Contract Law of the People's Republic of China" and the regulations agreed upon by both parties.

It's time to resign.

When employees go to work, the credit distribution is to realize the value with the ability to sell themselves with self-balance, and then in exchange for wages. The relationship between the company and the company is actually symbiotic and coexistent. If the leader insists on going his own way against the wishes of the employees, it can only lead to his own inability to recruit employees.

Therefore, if the subject can't negotiate, it is better to resign and change to a company that sympathizes with the employee.

Expatriate positions are good.

The company can repatriate at will when it is in a recession, and it can increase the number of employees at will if it needs manpower, because the labor dispatch workers do not have a contract with the company. The employer's decision to use the auxiliary positions of the dispatched workers shall be discussed by the workers' congress or all employees, and the plan and opinions shall be put forward, and the decision shall be made through consultation with the trade union or employee representatives on an equal footing, and shall be publicized within the employing unit.

Article 4 An employing unit shall strictly control the number of dispatched workers, and the number of dispatched workers used shall not exceed 10 of its total number of employees. The term "total number of employees" as used in the preceding paragraph refers to the sum of the number of employees who have entered into labor contracts and the number of dispatched workers employed.

It is more flexible in the use of talents, which can save the cost of employment within the enterprise, reduce the legal risk of enterprise employment, and provide the enthusiasm of personnel.

Advantages of Talent Expatriation:

1. Flexible employment.

In the Labor Contract Law, it is too easy for regular employees to sign an indefinite contract, and the cost of dismissal is too large, so it is convenient for employees who are dispatched to terminate at any time. According to the employment of enterprises in the development stage, we can do a good job in staffing scientifically, and realize the business principle of obtaining high income at low cost.

2. Save the cost of enterprise employment.

After the normally recruited employee signs a formal labor contract with the enterprise, the enterprise must first pay the employee subsidies, travel subsidies, meal allowances, bonuses and benefits in addition to the prescribed salary. At the same time, in order to enable employees to master operational skills as soon as possible and continuously improve, enterprises must also train them and pay the necessary training costs.

If the employee is not competent for the job, the expatriate unit is responsible for retraining or replacing personnel, so that the enterprise does not need to spend a lot of training costs.

Therefore, if the company uses talent to send employees, it can avoid bonuses, training and management costs, and the more the number, the more cost savings.

3. Reduce the legal risks of enterprise employment.

Since the expatriate employee is a labor contract signed with the expatriate unit, all related labor security and management risks are borne by the expatriate unit. If an expatriate employee has a labor dispute in the enterprise, the expatriate unit will come forward to mediate; If an employee suffers from a work-related injury, pregnancy, illness or other safety issues, the expatriate will also bear the economic loss.

Enterprises do not have to worry about the low quality of employees, difficult management and frequent job hopping, which will bring unnecessary economic losses to the company; In addition, expatriates can also bear the risk of sudden mass hiring and layoffs. Therefore, as far as enterprises are concerned, the use of talent expatriate employees will greatly reduce the employment risk of the enterprise, reduce the work burden of the enterprise, and enable the enterprise to concentrate on participating in market competition. <>