What problems might face companies headquartered in any country when making expatriate appointments?
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- What selection criteria are most important in choosing a person for an overseas assignment? Which four criteria are of most universal importance? How does selecting an expatriate for one region differ from selecting for another region, such as Europe versus The Middle East?What are the advantages and disadvantages of recruiting expatriate staff over local staff?What are the potential challenges of expatriate managers working for much more money than the Host Country Nationals (HCN)? Which approach would you utilize to establish base salaries and why?
- While expats say salary is the most important element in the decision to work for an Asian company, culture is the most important factor in deciding to stay, says British recruiting firm Robert Walters.In general, what attract an employee to a company are not the same things that keep them there, said Gerrit Bouckaert, managing director of Robert Walters for Thailand and Vietnam.Pay, belief in the company's growth potential and reputation, in that order, are the top three things that would make international professionals take a job at an Asian company.Interestingly, pay is the least rewarding aspect of working for an Asian company for expats."It's not that expats perceive these companies as cheap or that they are in fact cheap," said Mr. Bouckaert. "While entry-level jobs in Thai companies offer much less than those at their Western counterparts, senior managers in Thailand make more than managers in Europe."The drastic shift in preferences, he said, can be attributed to the different…Management How can organizations ensure cultural fit when selecting individuals for international assignments?How does the staffing process differ in multinational organizations that operate in multiple countries and cultures?
- what is the likelihood of success at expatriate assignmentsDetermine appropriate strategies for properly preparing employees for an expatriate assignment, and explain how these approaches ensure ongoing engagementHow do you evaluate the qualifications and fit of potential candidates for different positions, including technical skills, cultural fit, and interpersonal abilities?
- What abilities make a candidate more likely to succeed in an assignment as an expatriate? How could a person acquire these skills?What abilities make a candidate more likely to succeed in an assignment as an expatriate? Which of these abilities do you have? How might a person acquire these abilities?What criteria would you use to select managers who don't have international experience expected to be assigned in a foreign country?