Week 8 Assignment 2 - Assignment 2 International...

This preview shows page 1 - 4 out of 8 pages.

Assignment 2: International Assignments Donnetta Faison Professor Jeanette Horner-Smith Global Human Resource Management June 1, 2014
When a multinational organization decides to operate projects in a foreign country, it needs to consider how to staff its foreign operations. International employees can be placed in three different categories. An expatriate is an employee working in a unit or plant who is not a citizen of the country in which the unit or plant is located but is a citizen of the country in which the organization is headquartered. A host-country national is an employee working in a unit or plant who is a citizen of the country in which the unit or plant is located, but where the unit or plant is operated by an organization headquartered in another country. A third-country national is a citizen of one country, working in a second country, and employed by an organization headquartered in a third country. Each of these individuals presents some unique HR management challenges because in a given situation each is a citizen of a different country, different tax laws, and other factors apply. HR professionals have to be knowledgeable about the laws and customs of each country. They must establish appropriate payroll and record keeping procedures, among other activities to ensure compliance with varying regulations and requirements. There are various reasons why organizations send expatriates on global assignments which include; skill transfer, leadership roles, start-up operations, and future global leadership development. There are also many challenges that expatriates face when being sent on global assignments such as family adjustment, repatriation, and working with local management. The reasons stated could be due to lack of career planning and support during the assignment. Mentoring may be an international human resource strategy that can reduce the failure rates of expatriates, provide them with the support they need before, during, and after expatriate assignments. Mentors usually provide two types of mentoring roles to expatriates: career development and psychosocial support. In career development, the mentor provides
opportunities for visibility, coaching, protection, sponsorship, and challenging assignments. The mentor also provides feedback, career direction, and access to resources. In psychosocial support, the mentor supplies the expatriate with acceptance, confirmation, counseling, and personal friendship. This helps the expatriate to reduce stress, learn from role modeling, and refine interpersonal skills. International training and development involves six steps which includes:

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture