Expatriate Management

Many companies deal with expatriate executives/personnel in a variety of ways. In determining an expatriate there is no right or wrong way. The difference is determined by how the company is trying to meet their goals. The selection process for an expatriate varies significantly from one company to another. When a company has entered the international/global market, it is vital for that company to decide upon which method to use for determining their expatriate executive/personnel. The two methods available are outsourcing and promoting internally. This paper will focus upon promoting internally.
Both outsourcing and promoting internally have their advantages and disadvantages. When ...

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amount of time, even if you have experienced staff? (Cook, 1999, p.177)
4. Do fluctuations in the company’s expatriate population make it difficult to maintain appropriate levels of HR staff assigned to get employees overseas, maintain them, and bring them home? (Cook, 1999, p.177)
5. Have you identified the specific expatriate activities you would want to outsource and which ones you might effectively maintain in-house? (Cook, 1999, p.177)
6. Have you discussed the pros and cons of outsourcing these services with other HR professionals or COs who are doing it now in order to get a better understanding of the issues? (Cook, 1999, p.177)
7. Do you know all of the compensation and benefits issues you face in each country where you plan to do business? (Cook, 1999, p.177)

Cook (1999, p.177) said, “Large established companies
that have multiple global operations; Companies that are just starting their international operations that may not have experienced staff ...

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Expatriate Management. (2007, October 19). Retrieved July 12, 2020, from http://www.essayworld.com/essays/Expatriate-Management/72957

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PAPER DETAILS

Added: 10/19/2007 01:47:29 PM
Category: Miscellaneous
Type: Free Paper
Words: 1161
Pages: 5

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