What types of employees are increasingly being chosen for expatriate
assignments? What characteristics are firms seeking when selecting expatriates?
Chapter 20 Global
Management of Human Resources
#Daniels #15edition #
GlobalManagementofHumanResources
#GlobalHRM #HRM #Chapter20International Business: Environments and Operations, 15e, Global Edition (Daniels et al.)
Daniels, 15edition, Global Management of Human Resources, Global HRM, HRM, Chapter20
Answer: Traditionally, expatriates were midlevel, midcareer executives being groomed for greater responsibilities. Because of difficulties that arise from the relocation of the entire families of midcareer executives, HRM now looks more to younger employees who are single and more mobile, as well as to older employees whose children have grown and whose partners are more receptive to change. The gender dimensions of international assignments are also evolving. Though women still make up only about 20 percent of expatriates, that percentage is steadily rising. This increase is attributed to different roles of women in the workplace. Specifically, more and more women see an expatriate placement as an important step on the career ladder. The growing need for expats to run expanding international operations, along with the rising cost of failure, spur systematic selection processes. The stakes of the decision have expanded assessment to include a candidate's adaptability to foreign places, people, and processes. HRM considers career, cultural, and psychological measures, anchored in the company's staffing framework, to organize expatriate selection. These measures, applied through objective evaluations and in-depth interviews, screen candidates on many dimensions. Anecdotes and analysis emphasize technical competence, adaptiveness, and leadership.
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