The process of International Assignments and its importance for internationally operating companies - with special focus on the Repatriation of Expatriates
Term Paper
Module: International Human Resource Management
Topic:
The Process of International Assignments and its Importance for internationally operating Companies – with special focus on the Repatriation of Expatriates.
Table of contents Table of contents II List of abbreviations IV
1. Introduction 1
1.1 Problem description 1
1.2 Objective of the term paper 1
1.3 Approach 2
2. Personnel recruitment and selection 3
2.1 International staffing strategies 3
2.1.1 Ethnocentric staffing 3
2.1.2 Polycentric staffing 3
2.1.3 Geocentric staffing 3
2.1.4 Regiocentric staffing 4
2.2 Personnel recruitment 4
2.2.1 Internal recruitment 4
2.2.2 External recruitment 5
2.3 Personnel selection 5
2.3.1 Selection criteria 6
2.3.2 Final selection process and instruments 6
3. Contractual conditions of the employment abroad 7
3.1 Objectives of a contract 7
3.2 Compensation 7
3.2.1 Ethnocentric compensation policy 7
3.2.2 Regiocentric compensation policy 8
3.2.3 Global compensation policy 9
4. Preparation and support 9
4.1 “Pre-Departure” Training 9
4.2 “Start-up“ Training 10
4.3 “Cultural shock prevention“ Training 10
5. Repatriation 11
5.1 Reintegration - Generals 11
5.2 Before expatriation 11
5.3 During expatriation 12
5.4 After expatriation 12
6. Conclusion 13
6.1 Target achievement 13
6.2 Prospects 14 List of references 16 Declaration in lieu of oath 19
List of abbreviations
Cf.
Conferre = compare
e. g.
Exempli gratia = for example
HCN
Home Country National
HR
Human Resource
i. e.
Id est = that is
IHRM
International Human Resource Management
MNC
Multinational Company
PCN
Parent Country National
TCN
Third Country National
1. Introduction
1.1 Problem description
Human resource management (HRM) is a strategic and coherent approach to the management of an organization’s most valued assets: the people working there who individually and collectively contribute to the achievement of its
Module: International Human Resource Management
Topic:
The Process of International Assignments and its Importance for internationally operating Companies – with special focus on the Repatriation of Expatriates.
Table of contents Table of contents II List of abbreviations IV
1. Introduction 1
1.1 Problem description 1
1.2 Objective of the term paper 1
1.3 Approach 2
2. Personnel recruitment and selection 3
2.1 International staffing strategies 3
2.1.1 Ethnocentric staffing 3
2.1.2 Polycentric staffing 3
2.1.3 Geocentric staffing 3
2.1.4 Regiocentric staffing 4
2.2 Personnel recruitment 4
2.2.1 Internal recruitment 4
2.2.2 External recruitment 5
2.3 Personnel selection 5
2.3.1 Selection criteria 6
2.3.2 Final selection process and instruments 6
3. Contractual conditions of the employment abroad 7
3.1 Objectives of a contract 7
3.2 Compensation 7
3.2.1 Ethnocentric compensation policy 7
3.2.2 Regiocentric compensation policy 8
3.2.3 Global compensation policy 9
4. Preparation and support 9
4.1 “Pre-Departure” Training 9
4.2 “Start-up“ Training 10
4.3 “Cultural shock prevention“ Training 10
5. Repatriation 11
5.1 Reintegration - Generals 11
5.2 Before expatriation 11
5.3 During expatriation 12
5.4 After expatriation 12
6. Conclusion 13
6.1 Target achievement 13
6.2 Prospects 14 List of references 16 Declaration in lieu of oath 19
List of abbreviations
Cf.
Conferre = compare
e. g.
Exempli gratia = for example
HCN
Home Country National
HR
Human Resource
i. e.
Id est = that is
IHRM
International Human Resource Management
MNC
Multinational Company
PCN
Parent Country National
TCN
Third Country National
1. Introduction
1.1 Problem description
Human resource management (HRM) is a strategic and coherent approach to the management of an organization’s most valued assets: the people working there who individually and collectively contribute to the achievement of its