Week 8 Assignment 2 International Assignment -...

This preview shows page 1 - 4 out of 12 pages.

Running head: Week 8 Assignment 2: International Assignments Week 8 Assignment 2: International Assignments Stefanie Wilson Dr. Tara McNealy Global Human Resources Management May 31, 2015 International Assignments
2 Introduction The multinational firm in which I am HR director is called Global Technological Services, Inc. The organization is a US based technological company with fifty retail store fronts in the north and south regions of the US. We are looking to expand our retail locations globally to China. My goal as HR director will see to it that Global Technological Services, Inc. hires three business developers as expatriates to implement, launch and open five new retail stores and establish global markets in China, with an eight year project deadline. The dynamics of this report will include four to six components that the pre-departure training will need to cover and a rationale for the use of using the training components in question, the proposal of three criteria that management will use to assess the performance of expatriates working abroad. In addition, an implemented proposal, along with examples of the fundamental ways in which these performance requirements have improved performance will also be discussed. Furthermore, the recommendation of recruiting and selection strategies that we believe the firm should use when offering international assignments with rationale are addressed. This proposal will also cover the comparison and contrast of two staffing alternatives for foreign operations at Global Technological Services, Inc. The selection of the staffing alternative that we believe to be the best fit and analyzing the importance of providing a high-quality mentoring system for international assignees are outlined. Lastly, generation of an example, of a high- quality mentoring system for international assignees to support my analysis and suggestion of the manner in which I plan to measure return on investment (ROI) for international assignments. Components of Pre-Departure Training
3 Week 8 Assignment 2: International Assignments Given the primary selection criterion for most MNEs is technical ability of existing employee, it is not surprising to find that most of the literature on expatriate training is devoted to expatriate departure training activates that are mainly concerned with developing cultural awareness. Therefore, once an employee has been designated for expatriate position, pre- departure training are considered to be the next step in attempting to ensure the expatriate’s effectiveness and success abroad, particularly where the destination country is considered culturally strong. Effective cultural training, assists individuals to adjust more rapidly to the new culture. The limited, predominately US-based, research into this area reveals that a large number of US multinational s have been reluctant to provide even a basic level of pre-departure training, though this is now changing. Particular inters in the area began with Tung’s study on expatriation

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture