Our first strategy will focus on knowledge creation

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Our first strategy will focus on knowledge creation and global leadership development when making international assignments. Organizations give people foreign assignments for two reasons one being to generate and transfer knowledge or to develop their comprehensive leadership skills or both. Leadership development will include assigning people whose technical skills are matched or will be exceeded by their cross-cultural abilities. To manage expats wisely, we should not assume that people who have succeeded at the home office will be a success abroad. We will search out candidates who only have the necessary technical skills but also indicate that they are more than comfortable with interacting within different cultures. Our approach to assessing the proper candidate for a foreign assignment will first have each employee complete a survey of about one-hundred questions designed to rate their preparation for global jobs and their cross-cultural skills. Once an employee has completed their review, a
Assignment 2: Expatriates 3manager will discuss their results. Managers will be able to offer employees training courses which can improve their strengths and overcome their weakness. We can develop a personalized development plan and timetable for the employee to stay focused. Our second strategy for the reduction of expatriate turnover will focus on creating a

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