Expatriation and Repatriation Program
While reviewing a small manufacturing plant, it has come to the attention of the committee that the organization lacks a standard procedure to ensure the success of personnel station outside the country (AIU Online, 2010). Since the organization has numerous plant located outside the country and the transfer of the employees to these plant are common practice, the solution to this issue needs to be top priority for the organization. It is such a common practice that a plant manager would start this life-changing journey very soon. The plant manager’s assignment will be three years long at a sister plant in Bulgaria (AIU Online, 2010). The desire of this committee is to ensure that the plant manager is really, prepared, and successful on this journey.
During the course of normal business activities, it may be necessary to send employees to another country. These employees are known as an expatriate employee. According to Wild, Wild, and Han, expatriate employees are “citizens of one country who are living and working in another” (2001). Expatriate employees would face numerous challenges during an assignment however; the organization must prepare the employees for the challenges that are ahead. There would be numerous challenges that need preparation for such as adjusted to the environment, and cultural differences (Cuizon, 2010). The best way to prepared for these challenges is thru strict selection process, training, and development.
In preparation for the assignment, selection of the employee is extremely important (Anthony, Perrewe, & Kacmar, 1999). The manager, the spouse, and children all must go thru the selection process. The decision to send an employee affects every m...
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...idate and their family are ready for the assignment. Afterwards, the organization needs to have a program available after they have returned.
References
AIU Online. (2010). MGT330: Unit 5 [Assignment List] Retrieved from AIU Online Virtual Campus. Human Resource Management: MGT330-1003B:01 website.
Anthony, W., Perrewe, P., & Kacmar, K.M. (1999). Human Resource Management: A Strategic approach (3rd ed.). Forth Worth, TX: The Dryden Press.
Cuizon, G. (2009). The role of international HR in expatriation. Retrieved from http://human -resources-management.suite101.com/article.cfm/the_role_of_international_hr_in_exp atriation
Dessler, G. (2008). Human resource management (11th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Wild, J., Wild, K., & Han, J. (2001). International business: An integrated approach. Upper Saddle River: Prentice Hall.
Selecting new employees in nonunion operations. (1996). Management Report for Nonunion Organizations (Wiley), 19(5), 5-6.
Such an approach would utilize expatriates that possess knowledge of the products, services and overall formal business processes of the company as well as the employing of local talent, which are not only familiar with the culture and traditions of the locality, but will benefit considerably from the employment and training opportunities offered by the compa...
2) Personnel selection- what might individual indifferences mean when it comes time to hiring people (interests).
Expatriation. Exile. Immigration. Repatriation. These words seem so similar but have such different places in society. Whatever the reason for leaving one’s homeland, the way one lives in that place determines where he will fit into society. It is in this searching for a niche that clichés often form and groups of people become stereotyped. From once small groups, a larger more defined population has grown in which all are intertwined creating what one may call diversity or the beginning of chaos.
International businesses are also finding new ways of increasing diversity abroad. Instead of using expatriate employees as management, they are starting to hire locals. Companies that operate abroad are realizing that using expatriate employees is not a permanent solution. They are often expensive, and are not capable of translating their skills into the new environment. In a company that operates globally, it is important that the company knows how to relate to the local markets, and a great way to do this is by hiring local talent. Hiring locally is cheaper, there is not a language barrier, and they are accustomed to the business environment in the area(5). They can also help the business by providing a new perspective into international markets, and offer ways that the company can improve their diversity abroa...
A major challenge of doing business internationally is to adapt effectively to different culture. Such adaptation requires an understanding of cultural diversity, perceptions, stereotypes, and values (Hodgett &Luthans, 2005). Doing business overseas has its challenges as well as it rewards.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
The main idea is that when the assignment is completed, the organisation whether brings home the manager to the parent-country, or in case the manager shows willingness, he is being transferred to another location as expatriate again (Dowling, et al., 2013).
...e located and the human resource management to effectively manage the global workforce diversity. Furthermore, management practices across nations should be more focused in terms of enhancing expatriates’ experience with cross-cultural training. It is also highlighted that executives of international firms must efficiently devise the best strategies and plans to increase the business positive performance and for controlling resources of their foreign subsidiaries. As a consequence, global managers play a very important role in the development and success of multinational corporations in the current competitive international market since there are numerous issues that they have to deal with in the operating process. If the enterprises could overcome the management challenges, they would gain great opportunities in the global economy and achieve favorable outcomes.
The purpose of selection is to match people to work. It is the most important element in any organization’s management of people simply because it is not possible to optimize the effectiveness of human resources, by whatever method, if there is a less than adequate match. One o...
A firm seeking to fill a vacancy has recruited a suitable pool of applicants. What characteristics should its selection process possess to ensure that the most suitable applicant is offered the job?
High turnover rate of expatriate: expatriate managers are frustrated with the performance and practices of local employees. And they do not have enough international experience and cross-cultural communication and sensitivity training.
In the present day organisations are expanding their operations to different countries of the world. They therefore need people to work there “expatriates”. Once the international assignment is completed, the expatriates have got to go back home, the process of repatriation begins. Even though most expatriates and managers presuppose that the repatriation process will be easy seeing as the employee is just returning home, research has substantiated that this is a tricky process. There is indication that it could be more difficult to adjust to the home environment as opposed to adjusting to life in a foreign nation. Therefore, repatriation process ought to be considered keenly (Baruch et al 2002).
A relocation process is often accompanied with emotional and physical changes for the expatriate. At this state of time it is increasingly important for the managers to have their employees, e.g. the dual career couple, prepared for a cultural and environmental change beforehand in order to avoid misunderstandings. The different effects of relocation can cause satisfaction or dissatisfication. For example, for the husband the relocation could open up new opportunities and a higher salary, whereas for the wife it must not necessarily mean better working conditions (Eby et al., 2002). Therefore accompanying partners may experience losses of status, lower pay or having less opportunity to climb up a career ladder (Eby, 2001).
15. Rosalie L. Tung, "Selection and Training of Personnel for Overseas Assignments," Columbia Journal of World Business, (Spring 1981), 68-78.