What three skills would you argue are most valuable for expatriates to acquire, both for an expatriate’s career development and overall operational success, as well as the success of the companies for which they work? Why?

HRMN 467

RESPOND TO CLASSMATE POSTS TO DISCUSSION QUESTIONS

Question 1: What are the steps a company’s Global Human Resources Department can take to maximize the effectiveness of an expatriate’s assignment and avoid a failed assignment? (DO NOT RESPOND TO THIS, RESPOND TO THE CLASSMATES RESPONSES BELOW)

1. Amy Hammes 

Question 1: What are the steps a company’s Global Human Resources Department can take to maximize the effectiveness of an expatriate’s assignment and avoid a failed assignment?

The first step would be to perform a job analysis. This is because an analysis is designed to clarify the unique duties and demands of a specific position. What changes after this step is certain abilities outside of the actual job description that are unique to the overseas position. This week’s chapter on International HRM Considerations states that “overseas work experience, being extroverted, possessing tolerance to stress, knowing another language, and having cultural experience are additional skills that should be considered for a successful assignment” (2017). This is because working overseas is not the same as working in your home country. Depending on the new culture or difference in language, the environment in the workplace could feel completely foreign, even if you are used to the actual type of work you are employed for. So, the HR department should be sure that not only is the person qualified in these stated areas, but they are also willing and enthusiastic about taking on the challenge. If the person does not seem curious or involved in the process to fill the position, they might not adjust well. This reminds me of school and the general learning process. If the students are not engaged, interested, or attentive, they are probably not learning. It would appear to be the same with finding a person for the right foreign assignment. If they are not very interested in learning about the assignment, they will probably not engage enough in the process to learn what is necessary for the job to be a success. That means HR is probably setting things up for failure by hiring this person for the job. It would be best to find a different applicant that is more willing and enthusiastic about the overseas position.

International HRM Considerations. (2017). Retrieved from week 3 reading under: Recruitment and Selection.

2. Gina Alcca Rivas 

Question 1: What are the steps a company’s Global Human Resources Department can take to maximize the effectiveness of an expatriate’s assignment and avoid a failed assignment?

After reading the article on Global Mobility, I can understand better why companies fail on international assignments. The several reasons why organizations fail on international assignments are family issues, cultural and language barriers, and unsuited employees. In order to reduce failed international assignments, the human resources department should prepare and select the potential candidates using certain requirements. This step can be tricky since it is hard to measure how an individual will react when assigned to a foreign country.

Another step that a company can take to maximize the effectiveness of the employee assignment is to provide different types of training related to various aspects; for instance, cultural and diversity training, language training, and how to manage stress and culture shock. Family issues is another factor that causes the failure of assignments. This problem is one of the most common complaints by expatriates; therefore, HR departments should analyze and make the necessary adjustments for the employee and his/her family. Some methods to help ease the transition are the development of an overseas network to provide social outlets, activities, schooling and housing options and assigning mentors to the spouse. Lastly, giving the employee a repatriation plan will make the expat feel more comfortable in his new role as he/she will know that after completing the assignment, their transition back home will be smooth. HR departments need to understand that hiring expatriates is a different process from hiring local employees; therefore, a careful and strategic hiring plan is empirical.

Reference:

International HRM Considerations. (n.d.). Retrieved November 07, 2017, fromhttps://learn.umuc.edu/d2l/le/content/293614/viewContent/10507630/View

Global Mobility: Reasons for international assignment failure and managing them. (2016, December 05). Retrieved November 07, 2017, from http://shieldgeo.com/global-mobility-reasons-for-international-assignment-failure-and-managing-them/

Question 2: What three skills would you argue are most valuable for expatriates to acquire, both for an expatriate’s career development and overall operational success, as well as the success of the companies for which they work? Why? (DO NOT RESPOND TO THIS, RESPOND TO THE CLASSMATES RESPONSES BELOW)

1. James Vasilakos 

The obvious use of expatriates is costly, point blank. Yet, when the right expatriate is in place, then the organization produces a valuable number of benefits. The fact that these are very costly chances to take, and the cross culture experience is not easily handles by everyone, then certain skill sets would have to be in place with-in the expatriate. The organization would first have to implement a very extensive and intense selection program in determining the proper candidate. Yet with-in the candidate should reside, (esp for higher managerial positions)

 

  • conflict       resolution – this skill allows the project, and/or assignment to take       priority over any personal or cultural argument that may put a hold on       the productivity of said project and/or assignment. Placing the needs of       the organization first and foremost, not losing sight of the big picture.
  • forging       – this skill helps to identify employees who not scared of new territory.       They are self driven in making a way through a new environment as well as       marketing themselves for the benefit of themselves and their career       with-in the organization.
  • non-ethnocentric       attitude – Possessing all the knowledge necessary for completing the       assignment does not guarantee that the assignment will be complete. The       employee has to be open minded and not stuck in a mindset that does not       allow them to see outside their own culture. Many people are chosen       primarily off the knowledge they posses, but that does not mean as       productive and excellent that they are in their own work place in their       home country, will be the same production produced somewhere else.

ref.

Global Mobility: Reasons for international assignment failure and managing them. (2016, December 05). Retrieved November 07, 2017, from

      http://shieldgeo.com/global-mobility-reasons-for-international-assignment-failure-and-managing-them/

2. Daneen Brown 

Question 2: What three skills would you argue are most valuable for expatriates to acquire, both for an expatriate’s career development and overall operational success, as well as the success of the companies for which they work? Why?

As an HR professional, selecting an employee for an international assignment starts with the recruitment and selection process.  The HR professional should understand the importance of applying the appropriate staffing strategy to hire the right person for the international assignment (International HRM Considerations, p. 1).  I would argue the three most valuable skills for the success of the expatriate’s career development and overall operational success is:
Leadership – An expatriate who demonstrates leadership skills can communicate effectively with host country employees. Having knowledge of the company and technical skills to train host-country employees allow them to carry out the objectives of the business successfully (International HRM Considerations, p. 1).
Adaptability – The ability to adapt to a new culture, a different environment, challenging situations, and take on additional responsibilities will develop emotional maturity to keep them focused on carrying out a successful assignment (Shield GEO, 2017).

Language skills â€“ The ability to communicate in a new language is important to living and working in a foreign country.  The mastery of the native language is necessary to developing business relationships and navigating through everyday life in a new country (Shield GEO, 2017).  Language is not only spoken but understanding the aspects of nonverbal language is important when greeting people, using hand gestures, or sitting in a business meeting in a foreign country will differ from the home (International HRM Considerations, p. 4).
These valuable skills will set the expatriate up for success as well as the success of the companies for which they work.

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