Introduction
There has been a rapid pace of internationalization and globalization over the last decade. Expanding business operations beyond national boundaries while continuing commitment to local markets requires more complex business structures. One of the most critical determinants of an organization′s success in global ventures is the effective management of its human resources.
The purpose of this paper is to summarize the advantages and disadvantages of the different international staffing approaches with special focus on the positive impacts as well as on the challenges of expatriation.
Inhaltsverzeichnis (Table of Contents)
- INTRODUCTION
- WHAT IS INTERNATIONAL STAFFING?
- THE ETHNOCENTRIC STAFFING POLICY
- THE POLYCENTRIC STAFFING POLICY
- THE GEOCENTRIC STAFFING POLICY
- THE REGIOCENTRIC STAFFING POLICY
- EXPATRIATION
- THE ADVATAGES OF EXPATRIATION
- Expatriates Facilitate the Communication between the Foreign Operation and the Home Country...
- Expatriation as a Means of Knowledge Transfer and Transmitter of Corporate Culture...
- Expatriation overcomes the lack of qualified host country nationals..
- Expatriation as a means of personnel development......
- Difficulties with Expatriation
- Culture Shock
- Costs
- Failure Rates
- Repatriation....
- CONCLUSION…………………………………...
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This paper provides an overview of the advantages and disadvantages of different international staffing approaches, with a particular focus on the benefits and challenges of expatriation. The aim is to shed light on the complex dynamics of managing human resources in a globalized context.
- The different international staffing policies, including ethnocentric, polycentric, geocentric, and regiocentric approaches.
- The advantages and disadvantages of expatriation, including aspects like communication, knowledge transfer, and cultural adaptation.
- The challenges associated with expatriation, such as culture shock, costs, failure rates, and repatriation.
- The impact of international staffing policies on the development and management of human resources in a multinational context.
- The significance of managing the delicate balance between local needs and global strategies in international staffing.
Zusammenfassung der Kapitel (Chapter Summaries)
The introduction highlights the growing trend of internationalization and globalization, emphasizing the importance of effective human resource management in global ventures. The paper delves into the concept of international staffing, outlining the different staffing policies employed by multinational companies. The ethnocentric policy emphasizes the use of parent country nationals for key positions, while the polycentric approach prioritizes hiring host country nationals for subsidiary management. The geocentric policy focuses on selecting the best candidate regardless of nationality, and the regiocentric policy emphasizes regional staffing solutions.
The chapter on expatriation examines both the advantages and disadvantages of sending employees from the home country to foreign operations. It explores the role of expatriates in facilitating communication, transferring knowledge, and overcoming local skill gaps. The chapter also addresses the challenges associated with expatriation, including culture shock, financial costs, failure rates, and the complex process of repatriation.
Schlüsselwörter (Keywords)
The main keywords and focus topics of the text include: international staffing, multinational companies, expatriation, ethnocentric staffing, polycentric staffing, geocentric staffing, regiocentric staffing, host country nationals, parent country nationals, culture shock, knowledge transfer, communication, costs, failure rates, repatriation.
- Quote paper
- Kathrin Mössler (Author), 2003, The Pros and Cons of International Staffing Policies, Munich, GRIN Verlag, https://www.grin.com/document/13039
