Hrm Strategy for Expats Essay

3082 Words Jul 28th, 2010 13 Pages
Executive Summary

This study highlights problems in the preparation and selection process and hopefully will provide a HR department with a HRM strategy for any company operating internationally to select and prepare staff for expatriate management roles.

The companies that prepare and select their expats effectively come in many sizes and from a wide range of industries. Yet research has shown if they follow the below general practices; the chance of success outweighs the chances of failure considerably, • Assign overseas posts to people whose technical skills are matched or exceeded by their cross cultural abilities. • Screen candidates’ spouses and families • End expatriate assignments with a deliberate repatriation
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To choose the best employee for the job, management should: • Emphasize cultural sensivity as a selection criterion • Establish a selection board of expatriates (with qualified local and expat managers) • Required previous international experience • Explore the possibility of hiring foreign-born employees who can serve as “expatriates” at a future date • Screen candidates’ spouses and families

A successful expatriate must be able to both do the job and handle(the stresses and challenges of ) a new cultural environment. Hence, the expatriate must do his job competently, learn to live comfortably in a new culture, and ensure that his family adapts as well.

The companies that prepare and select their expats effectively come in many sizes and from a wide range of industries. Research has found that they all follow the following general practice.

• They assign overseas posts to people whose technical skills are matched or exceeded by their cross cultural abilities. Companies that select expats wisely do not assume that the people who have succeeded at home will repeat that success abroad. They assign international posts to individuals who not only have the necessary technical skills but also have indicated that they would be likely to live comfortable in different cultures.

• They end expatriate assignments with a deliberate repatriation process. Most executives who

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