Institute For Human Resource Management

Topics: Humanitarian aid, Human resource management, Risk Pages: 5 (968 words) Published: December 14, 2014
Institute for Human Resource Management

Managing Expatriation in High Risk Professions from the HR Perspective

Minh-Thi Ngo
Student Number: 1250762
Bachelor Program in Business, Economics and Social Sciences (BESC) International Business Administration Major
Phone Number: 0669/17266299

Dr. Heike Schröder
Vienna University of Economics and Business
Institute for Human Resource Management
Welthandelsplatz 1
1020 Vienna, Austria
Table of Contents
1. Introduction and Problem Statement
2. Research Questions
3. Definition of Objectives
4. Methodology
5. Preliminary Outline
6. Preliminary List of References

1. Introduction and Problem Statement
Living in a globalized world where business and economic activities correlate worldwide, sending employees to subsidiaries in foreign countries has become a common practice for expanding companies and the term “expatriation” is a regular feature of Human Resource Management classes and books. Nevertheless, there still seems to be a lack of literature covering the topic of expatriation in high risk professions or in risky nations. It is particularly hard to find literature on HRM practices like recruiting, staffing, training and development, and performance management on that topic. Owing to the fact that natural disasters and the number of civil conflicts are rising, working on behalf of humanitarian aid has become a common trend and the number of humanitarian agencies, both United Nations bodies (UN) and NGOs, have increased significantly in the last two decades (Kozarsky, Freedman, Nothdurft, Connor, 2013). Being an expatriate in high risk professions can be very difficult and stressful causing not only physical and mental health problems but also an increase in risk-taking behavior (Dahlgren, DeRoo, Avril, Bise & Loutan ,2009). Therefore Humanitarian aid in general and Human Resource Management practices in those organizations are of high importance and essential in order to save lives, alleviate suffering and to protect human dignity.

2. Research Questions
The following research questions were formulated based on the problem statement outlined in the previous section:
What are the effects of working in high risk professions or in risky nations? How should Human Resource Management concerning
Recruiting and Staffing criteria
Training and Development
Performance Management
be designed in order to reduce the risk involved?
3. Definition of Objectives

Based on the literature review this article elaborates how Human Resource Management can reduce the risk involved in such an assignment. Furthermore, the challenges and risks that such an expatriation contains are analyzed in detail, starting from mental and physical health problems ending with risk taking behavior. Also, possible solutions on how to successfully overcome those challenges will be formulated based on interviews with experts of the theoretical as well as the practical field.

4. Methodology

This research paper is based on a scientific literature review of already existing data like specialized books, journals and online material. It is additionally complemented by interviews of an expert on this field of research as well a specialist from a humanitarian work agency.

5. Preliminary Outline

1. Abstract
2. Introduction
2.1. Problem Statement
2.2 Definition of Objectives
2.3. Methodology

3. Expatriation
3.1. Definition
3.2. Types of Expatriation
3.3. Stages of Expatriation
3.4. HRM practices
4. Expatriation in High Risk Professions
4.1. Definition
4.2. Challenges and Risks
4.2.1. Physical Health
4.2.2. Mental Health
4.2.3. Risk taking behavior
4.3. HRM practices
5. How to reduce the risk involced
5.1. Evaluation of interview with theoretical expert
5.2. Evaluation of interview with practical expert
6. Conclusion
7. List of References

References: Andreason, A. W. 2003. Expatriate adjustment to foreign assignments. International Journal of Commerce and Management, 13 (1), pp. 42—60
Brady M
Dahlgren, A., DeRoo, L. Avril, J., Bise, G. & Loutan, L. (2009). Health Risks and Risk
Taking Behaviours Among International Commitee of the Red Cross (ICRC) Expatriates Returning From Humanitarian Missions
Forster, N. (1997). The persistent myth of high expatriate failure rates’: a reappraisal. The International Journal of Human Resource Management, 8:4, 414-433
Foyle, M., Beer, M
Harvey, M. and Novicevic, M. M. 2001. Selecting expatriates for increasingly complex global assignments. Career Development International, 6 (2), pp. 69--87.
Hilary Harris, International Human Resource Management (1998). A European Perspective. Routledge.
International Assignment Management: Expatriate Policy and Procedure
International Federation of Red Cross and Red Crescent Societies (2013)
Koteswari, B. and Bhattacharya, M. (2007). Managing Expatriate Stress. Delhi Business Review Vol.8, No.1
Kraimer, M
Luc Reychler,Thania Paffenholz (2001). Peacebuilding: A Field Guide. Lynne Rienner Publishers (pp. 43-49)
Phyllis Kozarsky,David O
Sheik, M., Gutierrez, M., Bolton, P., Spiegel, P., Thieren, M. & Burnham, G. (2000). Deaths among humanitarian workers. British Medical Journal, 321, 166-168
Stoddard, A., Harmer, A
Toovey, S., Moerman, F. & Gompel, A. (2007b). Special Infectious Disease Risks of Expatriates and Long-Term Travelers in Tropical Countries. Part II: Infections Other Than Malaria. Journal of Travel Medicine, 14, 1, c
Waxin, M., Panaccio, A
Yamazaki, Y. and Kayes, D. C. (2004). An experiential approach to cross-cultural learning: A review and integration of competencies for successful expatriate adaptation. Academy of Management Learning & Education, 3 (4), pp. 362--379.
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