What three skills would you argue are most valuable for expatriates to acquire, both for an expatriate’s career development and overall operational success, as well as the success of the companies for which they work? Why?
HRMN 467
RESPOND TO CLASSMATE POSTS TO DISCUSSION QUESTIONS
Question 1: What are the steps a company’s Global Human Resources Department can take to maximize the effectiveness of an expatriate’s assignment and avoid a failed assignment? (DO NOT RESPOND TO THIS, RESPOND TO THE CLASSMATES RESPONSES BELOW)
1. Amy Hammes
Question 1: What are the steps a company’s Global Human Resources Department can take to maximize the effectiveness of an expatriate’s assignment and avoid a failed assignment?
The first step would be to perform a job analysis. This is because an analysis is designed to clarify the unique duties and demands of a specific position. What changes after this step is certain abilities outside of the actual job description that are unique to the overseas position. This week’s chapter on International HRM Considerations states that “overseas work experience, being extroverted, possessing tolerance to stress, knowing another language, and having cultural experience are additional skills that should be considered for a successful assignment†(2017). This is because working overseas is not the same as working in your home country. Depending on the new culture or difference in language, the environment in the workplace could feel completely foreign, even if you are used to the actual type of work you are employed for. So, the HR department should be sure that not only is the person qualified in these stated areas, but they are also willing and enthusiastic about taking on the challenge. If the person does not seem curious or involved in the process to fill the position, they might not adjust well. This reminds me of school and the general learning process. If the students are not engaged, interested, or attentive, they are probably not learning. It would appear to be the same with finding a person for the right foreign assignment. If they are not very interested in learning about the assignment, they will probably not engage enough in the process to learn what is necessary for the job to be a success. That means HR is probably setting things up for failure by hiring this person for the job. It would be best to find a different applicant that is more willing and enthusiastic about the overseas position.
International HRM Considerations. (2017). Retrieved from week 3 reading under: Recruitment and Selection.
2. Gina Alcca Rivas
Question 1: What are the steps a company’s Global Human Resources Department can take to maximize the effectiveness of an expatriate’s assignment and avoid a failed assignment?
After reading the article on Global Mobility, I can understand better why companies fail on international assignments. The several reasons why organizations fail on international assignments are family issues, cultural and language barriers, and unsuited employees. In order to reduce failed international assignments, the human resources department should prepare and select the potential candidates using certain requirements. This step can be tricky since it is hard to measure how an individual will react when assigned to a foreign country.
Another step that a company can take to maximize the effectiveness of the employee assignment is to provide different types of training related to various aspects; for instance, cultural and diversity training, language training, and how to manage stress and culture shock. Family issues is another factor that causes the failure of assignments. This problem is one of the most common complaints by expatriates; therefore, HR departments should analyze and make the necessary adjustments for the employee and his/her family. Some methods to help ease the transition are the development of an overseas network to provide social outlets, activities, schooling and housing options and assigning mentors to the spouse. Lastly, giving the employee a repatriation plan will make the expat feel more comfortable in his new role as he/she will know that after completing the assignment, their transition back home will be smooth. HR departments need to understand that hiring expatriates is a different process from hiring local employees; therefore, a careful and strategic hiring plan is empirical.
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