Optimising Return on Expatriate Investment Throught Effective Management of Expatriates PDF Download

Author: Musa Moment Zwane
Publisher:
ISBN:
Category : Expatriation
Languages : en
Pages : 118

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Author: Yvonne McNulty
Publisher: Business Expert Press
ISBN: 160649483X
Category : Business & Economics
Languages : en
Pages : 174

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Book Description
Expatriation is a big topic, and is getting bigger. Over 200 million people worldwide now live and work in a country other than their country of origin. Tens of billions of dollars are spent annually by organizations that move expatriates around the world. Yet, despite the substantial costs involved, expatriation frequently results in an unsatisfactory return on investment (ROI), with little or no knowledge as to how to improve it. Why is this so? Drawing on more than a decade of expertise, research, and publications in top journals, the authors provide you real solutions to achieve more than a satisfactory ROI from expatriates—with rule number one being: Understand expatriates themselves. This book provides a practical “insider’s” guide that reveals why expatriates seek and accept international assignments; how they feel impacted by new forms of remuneration and other working conditions; how international assignments fit in with their longer-term career aspirations; and what complications arise in terms of their families. Whether you’re a manager or consultant, inside you’ll learn what modern-day global mobility is like (based on the authors’ decade-long study with nearly four hundred expatriates and their managers, as well as over a hundred who were interviewed personally), how it is changing, and why now, more than ever, a hard-nosed ROI approach is necessary.

Author: Yvonne Maria McNulty
Publisher:
ISBN:
Category :
Languages : en
Pages : 996

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This research examines the extent to which expatriate return on investment (ROI) is operationalised and subsequently managed in global firms. Systems theory and psychological contract theory are applied in two qualitative studies (N= 1 02). Four research questions are addressed in the research. The first three research questions seek to understand how expatriate ROI is defined and measured in global firms, and the barriers that impede measurement. The fourth research question seeks to identify the factors that are likely to influence changes in expatriate ROI to the firm. In study one, interviews are conducted with 51 mobility managers drawn from 18 industries and five world regions. Key findings suggest that firms do not have formal procedures in place to measure expatriate ROJ and instead rely heavily on informal procedures and processes that are seldom aligned to a global strategy. Hence, a systems theory approach towards the operationalisation and management of expatriate ROI is lacking, where considerable cultural, operational, and strategic barriers to measuring and managing ROI are found to exist. In addition, evidence is found that measuring expatriate ROI may not be an important goal for some managers in global firms, where the utilisation of long-term expatriates is often a cost of doing business for which a formal measure may be unnecessary. Instead, the management of expatriates in terms of the practices that are used to support their activities and how the outcomes of those activities impact broader firm performance seem to be more important concerns. In study two, interviews are conducted with 51 expatriate employees drawn from five case firms that participated in study one, representing different industries across six world regions. Key findings suggest that while a strategic, value-based perspective towards international staffing practices is desired and sought by global firms and their expatriate employees, it can be concluded that the effective assessment and management of strategic value is not widely adopted in practice. Furthermore, up to one-third of expatriates are seeking or considering external job opportunities during an international assignment, where poor career management support and changes to expatriate compensation are found to explain turnover intentions. A deeper understanding of the psychological factors relating to expatriate retention and turnover, including the motivation to go abroad, therefore emerges. On this basis, the retention of high-level professional and managerial talent during a long-term international assignment emerged as an important issue that could have serious implications for the achievement of a firm's broader international staffing objectives, as well as the career aspirations of expatriate employees. Overall, the research demonstrated that attention to defining and refining the construct of expatriate ROI has been lacking in global firms. The research has therefore facilitated the development and testing of a conceptual definition and framework to explain expatriate ROI from which it can be concluded that expatriate ROI in practice is organisationally specific, causally ambiguous in terms of the relationship between strategy, HRM, and firm performance, and complex. The research contributes a comprehensive overview of the combination of strategic, contextual, and operational factors that contribute towards the ROI that is sought from long-term international assignments.

Author: Meena S. Wilson
Publisher: Center for Creative Leadership
ISBN: 1604918004
Category : Business & Economics
Languages : en
Pages : 53

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Book Description
The selection - development - support framework described in this report not only identifies the important factors to consider when working overseas but also specifies ways to develop a talent pool of effective expatriates.

Author: Audrey Noumazalayi Ilounga
Publisher: GRIN Verlag
ISBN: 3668311315
Category : Political Science
Languages : en
Pages : 32

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Essay from the year 2016 in the subject Politics - Topic: Globalization, Political Economics, Tongji University, language: English, abstract: Female expatriation is a studied but still quite undertapped question for academics to explore. If expatriation in general has generated a lot of literature with various approaches, female expatriation still revolves around one traditional theme. Based on the realisation that the number of female expatriates is quite lower than the one of their male counterparts, academics focused on analysing the barriers that would prevent more women to initiate expatriation. Many studies then explored the potential solutions to identify and overcome successfully such obstacles. This type of approach underlines the dynamics and influences prior to departure.

Author: Anna Jung
Publisher: GRIN Verlag
ISBN: 3656685274
Category : Business & Economics
Languages : en
Pages : 14

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Seminar paper from the year 2014 in the subject Business economics - Business Management, Corporate Governance, grade: 1.7 (73), University of Hertfordshire, course: Leadership and Management Development, language: English, abstract: Anglo-French Wines Direct (AFW), a multinational company based in the UK, established a ‘High Flyers Programme’ four years ago to develop future leaders to enable to achieve 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. However, the new HR Director of AFW has discovered the following problems within this programme: 1. 25 percent of the expatriates returned home early due to dissatisfaction. 2. Over 35 percent of the expatriates were considered to be underperforming on the assignment. 3. Around 30 percent expatriates left within a year of their return to England. In order to achieve its business objectives, it is essential that AFW turns round this failing programme into a leading-edge leadership programme. Particularly since AFW is a large company and plans to expand its business further, it is according to Burgoyne (1988, cited in Gold et al., 2010) vital that the programme has a high level of maturity, i.e. complexity and structure, enabling to meet the organisational needs and objectives. Thus, AFW needs to take a strategic and integrative approach and manage each stage of the ‘International Assignment Cycle’ (See Appendix 1), i.e. recruitment and selection, hiring, preparation, expatriation and repatriation, effectively. Accordingly, this report aims to present a mix of solutions regarding each stage and provide recommendations for evaluating the new programme to ensure its effectiveness.

Author: Yvonne McNulty
Publisher:
ISBN: 9781788119528
Category : Emigration and immigration
Languages : en
Pages : 0

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Book Description
Managing expatriates and other 'traditional' internationally mobile workers is a significant part of many academic programmes and the focus of some specialist ones. But we cannot answer the big questions about working internationally if we exclude from our teaching people who do not fit into our usual conceptions and assumptions about who it is that organisations employ. Written by two of the most frequently published authors in the field, this is the only textbook to specialise in all the widely-accepted types of international work such as high-status expatriation, international business travel, short-term project work, and international commuting, while also covering the management of low-status expatriates, qualified immigrants, economic and low-skilled migrants, and refugees. Topics include cost effective global HRM, value and return on investment, localisation, home- and host-based compensation, talent management, human rights, safety and security, and duty of care - all examined from the differing perspectives of organisational practitioners and international workers and their families. In nine clear chapters, this book covers everything that a teacher or student of expatriation and global mobility needs to know, with each chapter written specifically as a primer for teaching sessions. Chapters are research-led and data driven, outlining current research on the topic. Included for each chapter are learning objectives, chapter summaries, key theories, detailed reference lists, additional reading lists, high-quality diagrams and tables, class activities, and reflective questions suitable for exam preparation. Supplemented with consulting reports and surveys that are highly applicable to (working) MBA students, this is the ideal textbook for any contemporary course in expatriate management or international HRM needing to take it to the next level.

Author: Stephen Gates
Publisher:
ISBN:
Category : Business & Economics
Languages : en
Pages : 50

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Author: Charles M. Vance
Publisher: Routledge
ISBN: 1317516613
Category : Business & Economics
Languages : en
Pages : 459

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Book Description
This new edition of Managing a Global Workforce provides balanced and contemporary coverage of human resource management in the international marketplace. Directed at future general managers and international executives, rather than HR specialists, it is designed to help students as well as professionals recognize the critical human resource issues underlying the cultural and economic challenges they face.

Author: Charles M Vance
Publisher: Routledge
ISBN: 1317465598
Category : Business & Economics
Languages : en
Pages : 432

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Book Description
Questions for Opening Scenario Analysis; Case 3.1. India Is Sending Jobs Abroad; Case 3.2. Europe: The New Destination for Latino Workers; Recommended Web Site Resources; Notes; 4. The Key Role of International HRM in Successful MNC Strategy; How Do MNCs Compete in Emerging Markets?; Introduction; Knowledge Transfer; Global Leadership Training and Development; Strategic Control Needs; Competitive Strategies of Multinational Corporations; Structuring for Optimal Global Performance; Linking Human Resource Management Practices to Competitive Strategy and Organizational Structure.