Papers on "Expatriate Management" and similar term paper topics

Paper #056983 :: Expatriate Management
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This paper discusses the human resource management of expatriate employees.

Written in 2004; 3,640 words; 16 sources; MLA; $ 101.95

Paper Summary:

This paper explains that expatriates, who have a failure rate nearly double that of employees in the U.S., pose their own unique challenges to human resource management (HR), but often are not included in any formal policies of HR, especially in smaller and medium size companies. The author points out that expatriate job dissatisfaction, which is one of the leading reasons of expatriate failure, is caused by the organization of the overseas job, the skills and characteristics of the expatriate, HR policies governing the international employees, and the cultural environment of the host country. The paper stresses that job satisfaction is linked to the direct involvement of HR in the expatriate process; therefore, HR needs to design expatriate programs including training and support for pre-assignment, assignment, and repatriation.

Table of Contents
Introduction
Cost of the Expatriate
General Human Resource Cost Concerns
Managing Expatriate Cost
Job Satisfaction among Expatriates
Recruiting Competencies
Job Satisfaction
Female Expatriates
Best Practices of Multi National Firms
Recommendations to Human Resource Management
Conclusion

From the Paper:

"Texas Instruments gives us the best example of expatriate pre-assignment packages. Part of their expatriate program involves training, orientation, and International etiquette courses. Texas instruments provides expatriates with "University" in house in preparation for assignment, this "University" includes courses in International Etiquette,
what to expect while on assignment, support available, job expectations and training as well as relocation assistance. By providing a comprehensive package, the potential expatriate has an opportunity to review the position and determine if it is the best course of action, this also allows HR to determine which candidate posses the ability to adapt and fit the position best, improving the job satisfaction of the expatriate."

Tags: women costs failure support ti

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