Author: Thilo Weber Publisher: GRIN Verlag ISBN: 364086090X Category : Business & Economics Languages : en Pages : 69
Book Description
Bachelor Thesis from the year 2004 in the subject Business economics - Personnel and Organisation, grade: A, Oxford Brookes University (Business and Management Studies), course: B.A. (Hons.) in Business Administration and Management, 28 entries in the bibliography, language: English, abstract: Over the past decades organisations have increased their global activities. As a consequence, the role of expatriates has also grown in significance. But, as particularly American researchers claim, expatriate failure rates are still very high. So, what needs to be done to reduce these failure rates? It is the aim of this dissertation to identify the critical success factors in expatriate assignments. In order to fulfil this aim, the various stages of the so called expatriate cycle will be examined in turn. What are the success factors in the selection, the preparation, and the adaptation phase? How important are an attractive compensation package and the career outcome? All these questions will be answered by current and former expatriates who were interviewed and asked to complete a questionnaire. ...]
Author: Brenton M Wiernik Publisher: Verlag Barbara Budrich ISBN: 3847410172 Category : Social Science Languages : en Pages : 328
Book Description
This volume provides in-depth examinations of a variety of individual, social, and environmental factors that contribute to the success of expatriate employees. Using data from numerous large-scale studies from both the public and private sectors, this volume provides valuable insights into expatriate success with implications for both theoretical understanding and practical management. The authors explore factors that influence employees to pursue expatriation, contribute to expatriate adjustment and satisfaction, and ultimately drive expatriate performance, well-being, and success. The chapters in this book consider the role of sociodemographic characteristics, personality and individual differences, training and preparation, and social and organizational support in contributing to each of these outcomes. Using findings from diverse countries and sectors and data-focused analytic techniques, this volume provides novel insights into factors promoting expatriate success.
Author: Meena S. Wilson Publisher: Center for Creative Leadership ISBN: 1604918004 Category : Business & Economics Languages : en Pages : 63
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: Publisher: GRIN Verlag ISBN: 3346454487 Category : Business & Economics Languages : en Pages : 13
Book Description
Essay from the year 2014 in the subject Leadership and Human Resources - Leadership, grade: 1,0, , language: English, abstract: Being confronted with many changes in their work as well as in their private life, expatriates face the challenges of persistence and success during their assignment. These challenges are even bigger obstacles for success when the expatriate is assigned to a leading position. This means he or she not only has to deal with the personal performance and adjustment to the new environment but is expected to take over responsibility for a group of people and their task performance as well. The respective leadership tasks in expatriation additionally imply cross-cultural leadership in most cases. This takes leadership in an expatriate assignment to a whole new level.
Author: Mark Bussin Publisher: eBook Partnership ISBN: 1869225341 Category : Business & Economics Languages : en Pages : 293
Book Description
Working in the field of expatriate compensation is extremely complex. Designing and administering appropriate pay levels and rewards for a globally mobile workforce present multi-faceted difficulties and challenges for all organisations and international consultants. Not only must we deal with the technical exercise of calculating and equating quality-of-life standards for mobile employees, but we must also address the psychological issues of transferring employees from one culture to another sometimes vastly different one. There is a lot at stake here: from an organisational productivity and cost perspective all the way through to employee performance and motivation. Without question, successfully addressing and resolving all of the quantitative and qualitative issues and concerns with mobility are what separates premier global human resources professionals from the average players.Dr Bussin's latest book, Expatriate Compensation, is an aggregation of his extensive experiences working in the field. He and his cadre of expert authors comprehensively cover every aspect of dealing successfully with international assignments and the mobile employee: from the reasons to go global to setting appropriate market-based pay rates, tax implications, recognising and rewarding performance and dealing with employee motivational issues. Moreover, Dr Bussin has the gift of taking this very complex subject matter and distilling it so that it can be easily understood and absorbed. Indeed, all of the information in the book is presented in a practical, straightforward,and real-world manner.The contents include: Expatriate assignment approaches Fringe benefits Career management of expatriates Job pricing Expatriate reward models Cost-of-living data, expatulator and calculations Taxation and the expatriate Performance management How to retain Your expatriates Trendsetting solutions in an increasingly mobile world Repatriation and reintegration Expatriate management systems Critical success factorsDr Bussin is the chairperson of 21st Century Pay Solutions, a board member, Remuneration Committee chair, and audit committee member of several large organisations. He has held Global Reward positions in several multinational organisations. Mark holds a Doctorate of Commerce and supervises MBA, Masters and PhD students doing their research and theses. He is the author of four books and over 300 popular articles.
Author: Jaime Bonache Publisher: Cambridge University Press ISBN: 1108492223 Category : Business & Economics Languages : en Pages : 333
Book Description
A comprehensive overview of the practical implications for organizations that manage international employees, and individuals who are currently or aspiring expatriates.
Author: Eva Verešová Publisher: GRIN Verlag ISBN: 3668379157 Category : Business & Economics Languages : de Pages : 26
Book Description
Studienarbeit aus dem Jahr 2014 im Fachbereich Führung und Personal - Sonstiges, Note: Excellent 1.0, Fachhochschule Technikum Wien (Interantional Business and Engineering), Sprache: Deutsch, Abstract: Globalization of business entails a lot of challenges for a company, including the decision, whether to go international or not. The main reasons for going abroad include opening up of new markets, cutting costs and increasing profit, ensuring of raw materials supply, and acquisition of new technologies. However, the decision to expand business internationally requires developing of new strategies on all managerial levels including the international human resource management (IHRM). The subject area of international human resource management is “the study and application of all human resource management activities as they impact the process of managing human resources in enterprises in the global environment.” The tasks of IHRM include the staffing decision in the multinational enterprises (MNEs), managing the global workforce and expatriates management. The role of international human resource management in global business is significant. Selecting an appropriate person for a position contributes to the success of a company, whereas recruiting the wrong person can cause failure and unplanned costs. The success of expatriate in their assignments abroad is even more important, because they are among the most expensive employees. Money, resources, and time are misspent if the selection and training process is insufficient. Who are the expatriates? According to Mendenhall et al., an expatriate is “living or working in a country of which he or she is not a citizen and who can be classified as possessing skills critical the success of the performance of foreign subsidiaries.” The term expatriate is typically applied to an employee who is on a long-term assignment outside their home country. An expatriate assignment concerns not only the employee and their job responsibilities, but also relocation of their family, their adaptation to a different environment, climate, culture, and language. The international human resource department of a company is responsible for selection of candidates, preparation, training, drawing up a compensation package, continuous support during assignment, and arranging of repatriation. The aim of this paper is to research, what activities are necessary to carry out in each of the above-mentioned phase of the assignment circle to ensure a successful assignment of expatriate. The adopted research methodology is a literature review.
Author: Theresa Möller Publisher: GRIN Verlag ISBN: 3668007217 Category : Business & Economics Languages : en Pages : 23
Book Description
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.
Author: Martin Kremer Publisher: GRIN Verlag ISBN: 3638130665 Category : Business & Economics Languages : en Pages : 55
Book Description
Seminar paper from the year 2000 in the subject Business economics - Business Management, Corporate Governance, grade: written part: 1.3; Term-grade 1, University of Applied Sciences Bremerhaven (Economics), course: IHRM, International Human Resources Management, language: English, abstract: Foreword Expatriate life in the past has been regarded as luxurious, exciting and dynamic. These perceptions, whether correct or not, have persuaded many people to work for multinational companies (MNC′s). On the one hand, an MNC′s recruitment strategy, however, do not occur in a vacuum and as a consequence changes in the international environment can have an important influence on their desire to employ expatriates. While, on the other hand, the proximity of the home culture and local culture definitely influence how the expatriate family adjust to their assignment abroad. This paper will discuss the advantages as well as the disadvantages of using expatriates for international assignments and it will explain the reasons for the most common failures. In addition, I will summarise the most useful lessons, which an international manager/expatriate has to know before going abroad (e.g. sending, entry, stay and re-entry). Finally, there will be a conclusion in which one can add his or her perception or ideas towards the individual case of assignment (whether it is long-termed or short-termed). For a start, I will give the reader some definitions, which are important to know when dealing with the subject of foreign assignments. (à to get a short overview one can turn to the attachment-section) [...]
Author: Thilo Weber
Author: Diane S. van Ruitenbeek
Author: Brenton M Wiernik
Author: Meena S. Wilson
Author: 
Author: Mark Bussin
Author: Jaime Bonache
Author: Eva Verešová
Author: Theresa Möller
Author: Martin Kremer