The success of an international business operation depends largely on the people in charge and the decisions they make (Bartlett & Ghoshal, 1992; Black & Gregersen, 1999; Hiltrop, 2002), and the human resource function is a critical part of that success (Jaw & Liu, 2004; Rodriguez & dePablos, 2002; Rowden, 2002; Tung, 1998). Unless the staffing practices that select those in charge are well aligned with business strategies and culture, success in international business is difficult to achieve and sustain (Henderson, 2002; Hiltrop, 2002; Laursen, 2002; Mendenhall, Kuhlmann, & Stahl, 2001; Porter & Tansky, 1999).
• Bring more skilled in the organisation. Being a expatriates, it must be a reason for the foreign subsidiaries to employ them. Skilled and experienced is one of the reason. In the
• May able to change the bed culture of the organisation, as their view and way of doing things can affect the other people, to amake a positive impact to the organisation.
• The expetrate is
• Help organisation development: transfer of knowledge, enhance a firm's competitiveness in a global business
• Culture, Language
One of the most disadvantage of using expatriate is language. Language is the basic tool to communicate with people. Without communication, things struggle. Without speaking the local langaurge, message delivery will be difficult.
• Not fit into the team according to culture and lifestyle, which not only lose the advantage of using expertrates, but also slow down and affect the work efficiency of the organisation.
The expatriates are from the foreign country, who have different culture, lifestyle and behaviour compare to the local people. It will cause trouble in both personal life and at... [continues]
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