1. Cost, labour, time
If expatriation is to be handled professionally and efficiently the companies must realize that it is a time consuming task for the human resources department and quite different from handling domestic employment cases. Hence a current staff in charge of relocations is necessary which implies a certain volume of expatriates.
2. Stronger image of your company as a global employer
With a global workforce the possibilities to attract the best employees in the world are increasing. Human resources policies are becoming a very strategic tool because it is becoming increasingly clear that you cannot attract and keep the best employees with money alone. As the company is often the key to Denmark, dissatisfaction with staying in Denmark is often due to failure in the way the company has handled the expatriation.
3. Faster adoption - faster effort at work
The list of practical needs to be taken care of in the initial phase of expatriation is long. The larger the family, the more things to worry about. This can occupy the mind of the expatriate for a long time and distract his concentration from the work he is here to do. Both the employee and the spouse are very dependent on all the help they get