第7单元跨国公司.ppt

Reasons for International Assignments Position filling, e.g. Skills gap, launch of new endeavor, technology transfer Management development Training and development purposes, assisting in developing common corporate values Organizational development Need for control, transfer of knowledge, competence, procedures and practices Types of International Assignments Short term: up to 3 months Troubleshooting Project supervision A stopgap until a permanent arrangement is found Extended: up to 1 year May involve similar activities as short-term assignments Long term Varies from 1 to 5 years The traditional expatriate assignment Roles of an Expatriate Agent of direct control Agent of socialization Network builder Boundary spanner Language node Transfer of competence and knowledge A Glamorous Life International business travelers cite the positives as: Excitement and thrills of conducting business deals in foreign locations Life style (top hotels, duty-free shopping, business class travel) General exotic nature But a High Level of Stress! Home and family issues Frequent absences Work arrangements Domestic side of position still has to be attended to Travel logistics waiting in airports, etc. Health concerns Poor diet, lack of sleep, etc. Host culture issues Limited cultural training Centralized HR Companies Decentralized HR Companies Transition HR Companies Large well-resourced HR departments Small HR departments Medium-sized HR departments Key role: Managing all high-grade management positions worldwide Key role: Managing elite corporate managers Key role: Management and development of senior managers and expatriates Key activities: Planning international assignments and performance management globally, identifying high-potential staff Key activities: Influencing operating units to support international assignments, supporting decentralized HR Key activities: Persuading divisional managers to release key staff using informal and subtle methods, strategic staffing.