Training Expatriates - Crucial Components in Preparing for Overseas Assignments
Training Expatriates - Crucial Components in Preparing for Overseas Assignments

Author: Norika Gölz

Publisher: GRIN Verlag

Published: 2007-06-28

Total Pages: 69

ISBN-13: 3638646637

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Research Paper (undergraduate) from the year 2003 in the subject Business economics - Personnel and Organisation, grade: 1,0 (A), University of Cooperative Education Mannheim (University of Cooperative Education), 36 entries in the bibliography, language: English, abstract: The increasing globalisation of the markets in our modern world creates more and more challenges for international companies. Through Joint Ventures, Strategic Alliances or overseas subsidiaries they penetrate and begin to compete in foreign markets. As a result of the associated challenges, companies have understood that technical knowledge alone cannot count as appropriate prerequisites for global work-placement. Intercultural skills and international management qualities are increasingly sought after for management positions. As successful expatriations are good indicators of the availability and presence of these skills, they obtain all the more on importance. Failed overseas assignments are a financial and operational risk for companies and therefore, most companies have understood the importance of preparing their expatriates and their families for the different cultures, the different living conditions as well as the different leading aspects in the new country. This paper states the crucial components in preparing employees for overseas assignments and their importance for international businesses. It explains why companies send managers abroad, what kind of skills those expatriates have to establish in order to be successful and how culture influences the private as well as the working environment.

Important Selection Criteria for International Assignments
Important Selection Criteria for International Assignments

Author: Theresa Möller

Publisher: GRIN Verlag

Published: 2015-06-29

Total Pages: 23

ISBN-13: 3668007217

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Seminar paper from the year 2014 in the subject Leadership and Human Resources - Miscellaneous, grade: 2,3, University of Kassel (Wirtschaftwissenschaften), course: International Human Resource Management, language: English, abstract: “The performance of global firms depends on their ability to cope with heterogeneous cultural, institutional and competitive environments.” In today’s world of globalization more and more people are sent abroad by their company. Most of these companies are multinational companies (MNEs) that have subsidiaries, cross-border alliances, international joint ventures or franchise partners. There are so many reasons why companies are sending employees abroad, for example for preparing and managing a merger and acquisition or just to make experiences abroad for a better intercultural understanding between the home company and the host company. The ultimate objectives are knowledge transfer and a common corporate management. As soon as a company leave the national borders it is predicted that it needs employees who are able to manage in an international environment. The IHRM (International Human Resource Management) of a company has therefore a difficult selection process to handle. In this term paper the targets and motivations for an international assignment will be outlined from the entrepreneurial as well as from the employee’s point of view and demonstrate how these motivations play a role for a successful international assignment. In the main part it will be shown which selection criteria are important concerning the selection of global managers. Here a global manager is synonymous with an international assignee or an expatriate because most of the assignees hold a leading position. This term paper is not concentrated on selecting for a special international assignment like for a merger and acquisition or a joint venture, but for selecting assignees for international assignments in general, trying to identify the concerning problems for a long-term assignment. It is to point out which are the criteria and requirements for global managers an international environment. Furthermore two important factors for selection will be pointed out more precisely, the cultural and the family adjustment. For the IHRM the political and juridical subject like international compensation or international contracts is an important issue but it would take us too far afield and thus unregarded here. In this text the female form is renounced for a better reading flow, but the male form always implies the female form, too.

Repatriation as an Essential Part of Intercultural Training in the Context of Intercultural Management
Repatriation as an Essential Part of Intercultural Training in the Context of Intercultural Management

Author: Tucholka

Publisher: GRIN Verlag

Published: 2008-08

Total Pages: 78

ISBN-13: 3640127080

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Seminar paper from the year 2007 in the subject Tourism, grade: 1,0, Stralsund University of Applied Sciences (FH Stralsund in Zusammenarbeit mit Universit de Haute Alsace Mulhouse), 19 entries in the bibliography, language: English, abstract: "Diversity among employees in terms of cultural background leads to a richer, more sophisticated and more effective corporate environment." World has changed completely and is still on a way of continuous transformation. Globalisation and international business are keywords nowadays. Introduction of Intercultural Management and International Human Resource Management has become inevitable the last few years. Companies have to think and act in an international way. In order to be successful it is necessary to enter new markets and to make international contacts. With intercultural well trained leaders a company gets competitive advantage: global leaders know the customs, culture, and etiquette of a foreign country and understand the nuances of business practices in those areas. Expatriation of executives or managers has become an important part of business life. But this mobility represents a real challenge for multinational organisations. In most cases the implementation and performance of Intercultural Management and International Human Resource Management cannot be made without difficulties. Expatriation failures, deterioration of performance, social or personal problems are just some examples of intercultural difficulties . One tool to solve or avoid such problems is Intercultural Training which consists of two parts: preparation for expatriates who are going to leave the home country and training for repatriates who come back to the home country after a foreign assignment. The following seminar paper focuses on the repatriation. This part of Intercultural Training is often badly treated and lots of companies do not pay attention to it. If they do, their programmes are often incomplete although satisfying reintegratio

Repatriation as an essential part of intercultural training in the context of intercultural management
Repatriation as an essential part of intercultural training in the context of intercultural management

Author: A. Tucholka

Publisher: GRIN Verlag

Published: 2008-06-24

Total Pages: 72

ISBN-13: 3638068714

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Seminar paper from the year 2007 in the subject Tourism - Miscellaneous, grade: 1,0, Stralsund University of Applied Sciences (FH Stralsund in Zusammenarbeit mit Université de Haute Alsace Mulhouse), language: English, abstract: “Diversity among employees in terms of cultural background leads to a richer, more sophisticated and more effective corporate environment.” World has changed completely and is still on a way of continuous transformation. Globalisation and international business are keywords nowadays. Introduction of Intercultural Management and International Human Resource Management has become inevitable the last few years. Companies have to think and act in an international way. In order to be successful it is necessary to enter new markets and to make international contacts. With intercultural well trained leaders a company gets competitive advantage: global leaders know the customs, culture, and etiquette of a foreign country and understand the nuances of business practices in those areas. Expatriation of executives or managers has become an important part of business life. But this mobility represents a real challenge for multinational organisations. In most cases the implementation and performance of Intercultural Management and International Human Resource Management cannot be made without difficulties. Expatriation failures, deterioration of performance, social or personal problems are just some examples of intercultural difficulties . One tool to solve or avoid such problems is Intercultural Training which consists of two parts: preparation for expatriates who are going to leave the home country and training for repatriates who come back to the home country after a foreign assignment. The following seminar paper focuses on the repatriation. This part of Intercultural Training is often badly treated and lots of companies do not pay attention to it. If they do, their programmes are often incomplete although satisfying reintegration is a key factor for success or failure of the foreign assignment . In a first theoretical part general facts about repatriation, its necessity and meaning will be pointed out. It follows a practical part that should underline the company’s behaviour towards repatriation. Therefore a questionnaire was made which can be found in the appendix. Unfortunately only few companies responded so that this survey is not representative. Nevertheless it gives an interesting insight into company’s practices of Intercultural Training. Together with the theoretical facts it allows to draw a general conclusion about repatriation programmes.

Critical Analysis of Possible Causes of Expatriate Failure at AFW Direct
Critical Analysis of Possible Causes of Expatriate Failure at AFW Direct

Author: Anna Jung

Publisher: GRIN Verlag

Published: 2014-04-25

Total Pages: 13

ISBN-13: 3656645167

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Essay from the year 2014 in the subject Leadership and Human Resources - Miscellaneous, grade: 73 (outstanding), University of Hertfordshire, course: Leadership and Management Development, language: English, abstract: Anglo-French Wines Direct (AFW), a large multinational company based in UK, established a ‘High Flyers Programme’ four years ago in order to develop middle and senior managers of the future to enable the achievement of its global growth objectives. The aim was to send them to one of the international subsidiaries for two years and bring them back for a more senior position in the UK. However, the new Global HR Director of AFW has discovered several problems associated with this leadership programme. More precisely, she identified the following three types of assignment failure: 1. 25 per cent of the expatriates returned home early due to dissatisfaction. 2. Over 35 per cent of the expatriates who remained in post were considered to be underperforming compared to local management’s expectations of them. 3. Around 30 per cent of those who completed their postings, left within a year of their return to England. These outcomes, however, are not attributable to a particular cause but are rather influenced by a variety of factors which will be analysed more closely in this report. Generally speaking, it can be assumed that the reasons for the present difficulties are mainly due to an ineffective management of the ‘Ideal International Assignment Cycle’ (see Figure 1) which includes the key components recruitment and selection, hiring, preparation, expatriation and repatriation and will be elaborated on below: [...]

Handbook of International Human Resource Development
Handbook of International Human Resource Development

Author: Thomas Garavan

Publisher: Edward Elgar Publishing

Published: 2017-10-27

Total Pages: 503

ISBN-13: 1781954186

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This Handbook draws on a global team of distinguished Human Resource Development and IHRD scholars to provide research and practice insights on a range of contemporary IHRD issues and challenges. The Handbook reviews a number of critical contextual dimensions that: shape the IHRD goals that organisations pursue; impact the IHRD systems, policies and practices that are implemented; and influence the types of IHRD research questions that are investigated. The Handbook examines the processes or actions taken by organisations to globalise IHRD practices and discusses important people development practices that come within the scope of IHRD.

Expatriates predeparture training: An investigation into the approach of two German-based MNCs
Expatriates predeparture training: An investigation into the approach of two German-based MNCs

Author: Dennis Barbian

Publisher: GRIN Verlag

Published: 2006-10-27

Total Pages: 74

ISBN-13: 3638561615

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Bachelor Thesis from the year 2006 in the subject Business economics - Business Management, Corporate Governance, grade: 1,2, Northumbria University (Newcastle Business School), language: English, abstract: Increasing globalisation of business has led to a constant rise in the use of expatriate managers who are sent abroad for temporary assignments. Much of expatriates’ cross-cultural contact has, however, not been successful. In the majority of cases the high incidence of expatriates’ inability to adapt to foreign cultures originates from the neglect of crosscultural preparation which academics advocate as a means of facilitating this adaptation. A review of expatriates’ success rates and of cross-cultural training (CCT) literature is presented. A comparison between theoretic view and practical approach of two German-based multinational companies (MNCs) is drawn. It is determined that, given that cross-cultural training is regarded as very effective throughout extant literature, the MNCs in the case under consideration could improve their expatriates’ cross-cultural preparation.

IHRM - The Process of Foreign Assignments
IHRM - The Process of Foreign Assignments

Author: Cindy Zacker

Publisher: GRIN Verlag

Published: 2004-06-14

Total Pages: 62

ISBN-13: 3638282953

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Research Paper (undergraduate) from the year 2003 in the subject Leadership and Human Resources - Miscellaneous, grade: 1,2 (A+), University of Applied Sciences Aalen (Business), course: Business English, language: English, abstract: This paper deals with the process of foreign assignments within the scope of IHRM. It will give a broad overview of the phases seen from the angle of reducing expatriate failure rates. The expatriation process can be divided into the following stages: personnel recruitment and selection, contractual conditions, preparation and support, as well as repatriation. An interview with a MNC compares theory and practice and points out possible reasons for failure.