The process of International Assignments and its importance for internationally operating companies - with special focus on the Repatriation of Expatriates

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Term Paper
Module: International Human Resource Management

Topic:

The Process of International Assignments and its Importance for internationally operating Companies – with special focus on the Repatriation of Expatriates.

Table of contents
Table of contentsII
List of abbreviationsIV
1. Introduction1
1.1 Problem description1
1.2 Objective of the term paper1
1.3 Approach2
2. Personnel recruitment and selection3
2.1 International staffing strategies3
2.1.1 Ethnocentric staffing3
2.1.2 Polycentric staffing3
2.1.3 Geocentric staffing3
2.1.4 Regiocentric staffing4
2.2 Personnel recruitment4
2.2.1 Internal recruitment4
2.2.2 External recruitment5
2.3 Personnel selection5
2.3.1 Selection criteria6
2.3.2 Final selection process and instruments6
3. Contractual conditions of the employment abroad7
3.1 Objectives of a contract7
3.2 Compensation7
3.2.1 Ethnocentric compensation policy7
3.2.2 Regiocentric compensation policy8
3.2.3 Global compensation policy9
4. Preparation and support9
4.1 “Pre-Departure” Training 9
4.2 “Start-up“ Training10
4.3 “Cultural shock prevention“ Training10
5. Repatriation11
5.1 Reintegration - Generals11
5.2 Before expatriation11
5.3 During expatriation12
5.4 After expatriation12
6. Conclusion13
6.1 Target achievement13
6.2 Prospects14
List of references16
Declaration in lieu of oath19
List of abbreviations

Cf.
Conferre = compare
e. g.
Exempli gratia = for example
HCN
Home Country National
HR
Human Resource
i. e.
Id est = that is
IHRM
International Human Resource Management
MNC
Multinational Company
PCN
Parent Country National
TCN
Third Country National

1. Introduction
1.1 Problem description
Human resource management (HRM) is a strategic and coherent approach to the management of an organization’s most valued assets: the people working there who individually and collectively contribute to the achievement of its objectives. “HRM aims to help the organization to achieve success through people. As Ulrich and Lake (1990) remark, ’HRM systems can be the source of organizational capabilities that allow firms to learn and capitalize on new opportunities’. HRM is concerned with both meeting human capital requirements and the development of process capabilities: in other words, the ability to get things done effectively”1. These strategic goals and objectives are most important and mandatory in a world which becomes more and more global. To be successful, companies have to keep up with their competitors, which usually mean that getting things done effectively is crucial in everything they do. Globalization has brought remarkable developments in the diversity and complexity of International Human Resource Management (IHRM) and management of the global workforce is a critical dimension of companies’ international business.2 1.2 Objective of the term paper

According to Harvey and Moeller3 there are currently 850,000 subsidiaries of multinational corporations operating globally. Furthermore, 65 per cent of Multinational Companies (MNCs) surveyed in a GMAC global relocation survey are expecting expatriate manager numbers to rise steadily over the next decade. Expatriate managers continue to be a viable means for exercising control over foreign operations and they can therefore have a direct impact on organizational performance.4 Furthermore, international assignments are also the single most expensive per-person investment a company makes in globalizing its workforce, and unfortunately, most firms are getting anaemic returns on this investment. To improve their return, managers must understand the best practices, thinking, and scientific research on international assignments.5 According to the above fact and the current worldwide growth of the expatriation missions worldwide, this term paper should give an overview of the Process of International Assignments and its importance for...
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