A finished LDR-670 Topic 5 international assignment plan example, covering selection, support and repatriation as one decision with costs attached throughout. Searches like "ldr 670 topic 5 assignment example", "ldr670 topic 5 sample" and "ldr-670 topic 5 example" land here.
What a finished LDR-670 Topic 5 international assignment plan looks like
The finished example plans a three year posting from Chicago to Sao Paulo and prices it. Selection criteria are set against what the role actually needs, and technical excellence is deliberately not the top weighting, since the common failure is a strong performer whose family arrives unprepared. The family is treated as part of the assignment rather than a footnote, with the accompanying partner's career interruption costed. Support covers language, tax equalization and a named contact at head office. Repatriation is planned at the start, with a role identified twelve months before the return, because that is the point at which the company usually loses the person it just spent two years developing. Every element carries a figure.
How an LDR-670 Topic 5 example is structured
The example runs the assignment end to end and puts a number on each stage. It opens with the role, the location and what the posting is meant to achieve for the business. A second section sets selection criteria weighted against those aims, with technical skill deliberately not first. A third covers preparation, including language, the accompanying partner and what the schooling actually costs. A fourth handles the posting itself: tax equalization, housing, the reporting line back to head office and who owns the relationship. A fifth plans the return, naming when the receiving role must be identified and what happens if it is not. A closing section totals the cost and states what the assignment must deliver to justify it.
One decision, not three
Selection, posting and return are planned together, because failures at the end usually originate in choices made at the start.
Technical skill not weighted first
The role needs adaptability and family readiness, and the criteria say so rather than defaulting to performance ranking.
The accompanying partner costed
A career interruption is an expense of the assignment, and the plan puts a figure against it.
Return planned from the beginning
The receiving role is identified twelve months out, which is where most companies lose the person entirely.
A total the assignment must justify
The closing section adds everything up and states what the posting has to deliver to be worth it.
Where marks go in LDR-670 Topic 5
Papers ending at selection are the standard shortfall, since repatriation is where the investment is most often lost and the topic is set up to catch its absence. A second failure is selecting on technical performance alone, which reproduces the mistake the reading documents. Marks also go for ignoring the family, because the accompanying partner is the most common reason a posting ends early and a plan that omits them omits the main risk. Papers with no figures attached cannot support a recommendation, since the argument for or against an assignment is partly financial. Treating tax as an administrative detail understates a cost that can exceed housing. Plans that treat the return as a human resources formality miss where the whole investment is actually lost.
Get an LDR-670 Topic 5 example written to your instructions
Send the LDR-670 Topic 5 instructions and the rubric your classroom posts, with the destination and role your section assigned. We write a custom example to those criteria, covering selection through repatriation as one decision, with the family costed and a return role planned in advance, in 24 to 48 hours. The first is free.
LDR-670 Topic 5 questions, answered
Why does repatriation matter more than selection?
Because the money is already spent by then. A company that invests two years developing somebody abroad and then returns them to a role beneath the one they left frequently watches them resign within a year, taking the experience to a competitor. Selection failures are visible early and cheap by comparison. Planning the return at the outset is what the topic is testing.
Should the family really be in the plan?
Yes, and prominently. Assignments end early far more often because the accompanying partner had no work and the schooling did not suit than because the assignee could not do the job. Costing a career interruption and naming the schooling arrangement is not padding; it addresses the largest single risk in the whole plan.
How specific do the costs need to be?
Specific enough to total. Housing, schooling, tax equalization, relocation, language preparation and home visits each carry an order of magnitude you can source and defend. The figures do not need to be exact, but a plan with no total cannot answer the question of whether the posting is worth making, which is the question a business would ask first.