Expatriate Turnover Reduction Strategy BUS325 By: Shanae Robinson 1/31/2016 Professor Sandy Hughes   Logo of the Company To: My Boss From: Shanae Robinson Date: January 31, 2016 HRM Department Expatriate Turnover Reduction Strategy This memo is the coverage of HRM strategies for 'Expatriate Turnover' reduction in the company. This memo demonstrates overview of expatriate turnover operations and will help in promoting managerial and theoretical linkage. I would like to focus on the strategies developed by my team to combat expatriate turnover. Tailor-made training program. This would focus on the cultural diversity which would help to unify company culture through various training tools like'Onboarding'and'Workshops' to propagate healthy adjustments and ensure that culture has no negative impact on the selection assessment. Finally, this strategy would aim at providing tips to bridge the gap between the expatriates and the local staff. New selection / recruitment criteria. The recruitment of the right people with a justifying remuneration would help a lot in reinforcing the ethical behavior of the company. This would help in decreasing the expatriate turnover rates as the employees would have been paid a competitive package in the talent pool and skill sets. The HRM team should closely monitor these changes to calculate the impact of expatriates approach on the talent pool. The growth of the company depends a lot on qualified and loyal candidates. Regards, Shanae Robinson