1 Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 4/1 Chapter 4 Recruiting and selecting staff for international assignments 2 Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 4/2 Chapter objectives • the myth of the global manager • the debate surrounding expatriate failure (cont.) In Part I, we demonstrated how people play a central role in sustaining international operations. As international assignments are an important vehicle for staffing, it is critical that they are managed effectively, and the expatriates are supported so that performance outcomes are achieved. The focus of this chapter, then, is on recruitment and selection activities in an international context. We will address the following issues: 3 Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 4/3 Chapter objectives (cont.) • factors moderating intent to stay or leave the international assignment • selection criteria for international assignments • dual-career couples • are female expatriates different? 4 Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 4/4 The global manager • Myth 1: there is a universal approach to management • Myth 2: People can acquire multicultural adaptability and behaviours • Myth 3: There are common characteristics shared by successful international managers • Myth 4: There are no impediments to mobility 5 Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 4/5 Table 4-1: Current expatriate profile 6 Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 4/6 Expatriate failure • Definition: Premature return of an expatriate • Now recognized that under-performance during an international assignment, and retention upon completion, should be included 7 Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 4/7 Expatriate failure • What is the magnitude of the phenomenon? – Suggestion of a falling rate compared with early (1980s) studies – Evidence is somewhat inconclusive – Discussion about its magnitude has drawn attention to expatriate failure and prompted considerable research into its causes 8 Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 4/8 Expatriate failure • Direct costs of failure: airfares, associated relocation expenses, and salary and training – Varies according to level of position concerned – Country of destination – Exchange rates – Whether ‘failed’ manager is replaced by another expatriate 9 Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 4/9 Expatriate failure • Indirect costs (invisible) – Damaged relationships with key stakeholders in the foreign location – Negative effects on local staff – Negative effects on expatriate concerned – Family relationships may be affected 10 Use with International Human Resource Management ISBN 1-84480013-X Published by Thomson Learning © Peter Dowling and Denice Welch 4/10 Factors moderating expatriate performance • Inability to adjust to the foreign culture • Length of assignment • Willingness to move • Work-related factors • Psychological contract [...]... assistance Intra-company employment On-assignment career support Use with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 23 4/ 23 Table 4- 3 : Barriers to females taking international assignments Use with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 24 4/ 24 Chapter. .. Welch 19 4/ 19 Figure 4- 5 : Factors in expatriate selection Use with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 20 4/ 20 Mendenhall and Oddou Model • • • • Self-oriented dimension Perceptual dimension Others-oriented dimension Cultural-toughness dimension Use with International Human Resource Management ISBN 1-8 44 80013-X Published...Figure 4- 1 : International assignments: factors moderating performance Use with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 11 4/ 11 Figure 4- 2 : The phases of cultural adjustment Use with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 12 4/ 12 The phases... organization has not fulfilled its obligations Use with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 15 4/ 15 Figure 4- 4 : Likelihood of exit Use with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 16 4/ 16 Organizational commitment • Affective component:... underpin this relationship Use with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 18 4/ 18 Selection criteria • • • • • • Technical ability Cross-cultural suitability Family requirements Country-cultural requirements MNE requirements Language Use with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning... 21 4/ 21 Table 4- 2 : Harris and Brewster’s selection typology Use with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 22 4/ 22 Solutions to the dual-career challenge • Alternative assignment arrangements – Short-term – Commuter – Other (eg unaccompanied, virtual) • Family-friendly policies – – – – Inter-company networking Job-hunting... 4- 3 : The dynamics of the employment relationship Use with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 14 4/ 14 The employment relationship • The nature of the employment relationship – Relational: broad, open-ended and long-term obligations – Transactional: specific short-term monetized obligations • The condition of the relationship... adjustment • The U-Curve is not normative • The time period involved varies between individuals • The U-Curve does not explain how and why people move through the various phases • It may be more cyclical than a U-Curve • Needs to consider repatriation Use with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 13 4/ 13 Figure 4- 3 : The dynamics... revealed the difficulty of selecting the right candidate for an international assignment and the importance of including family considerations in the selection process (cont.) Use with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 26 4/ 26 Chapter summary (cont.) • Dual-career couples as a barrier to staff mobility, and the techniques... with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 27 4/ 27 Chapter summary (cont.) Will the factors affecting the selection decision be similar for multinationals emerging from countries such as China and India? If more multinationals are to encourage subsidiary staff to consider international assignments as part of an intra-organizational . with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 4/ 16 Figure 4- 4 : Likelihood of exit 17 Use with International Human. Welch 4/ 5 Table 4- 1 : Current expatriate profile 6 Use with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 4/ 6 Expatriate. 4/ 12 Figure 4- 2 : The phases of cultural adjustment 13 Use with International Human Resource Management ISBN 1-8 44 80013-X Published by Thomson Learning © Peter Dowling and Denice Welch 4/ 13 The