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1、 Human Resource Selection and Development Across Cultures chapter fourteenMcGraw-Hill/Irwin Copyright 2009 by The McGraw-Hill Companies, Inc. All Rights Reserved.14-3Chapter Objectives1.IDENTIFY the three basic sources that MNCs can tap when filling management vacancies in overseas operations in add
2、ition to options of subcontracting and outsourcing.2.DESCRIBE the selection criteria and procedures used by the organization and individual managers when making final decisions.14-4Chapter Objectives (continued):3. DISCUSS the reasons why people return from overseas assignments, and present some of
3、the strategies used to ensure a smooth transition back into the home-market operation.4. DESCRIBE the training process, the most common reasons for training, and the types of training that often are provided. 5. EXPLAIN how cultural assimilators work and why they are so highly regarded.14-5Sources o
4、f Human Resources MNCs can use four basic sources for filling overseas positions: (1) Home-Country Nationals (Expatriates):nExpatriate managers are citizens of the country where the multinational corporation is headquarterednSometimes called headquarters nationals nMost common reason for using home-
5、country nationals (expatriates) is to get the overseas operation under way14-6Sources for Human Resourcesn(2) Host-Country Nationals:nLocal managers hired by the MNC nThey are familiar with the culturenThey know the languagenThey are less expensive than home-country personnelnHiring them is good pub
6、lic relations14-7Sources for Human Resourcesn(3) Third-Country Nationals:nManagers who are citizens of countries other than the country in which the MNC is headquartered or the one in which the managers are assigned to work by the MNCnThese people have the necessary expertise for the job14-8Sources
7、for Human Resourcesn(4) Inpatriates:nIndividuals from a host country or a third-country national who are assigned to work in the home countrynThe use of inpatriates recognizes the need for diversity at the home officenUse of inpats helps MNCs better develop their global core competenciesnMNCs can su
8、bcontract or outsource to take advantage of lower human resource costs and increase flexibility14-9Selection Criteria for International Assignments: ManagersnAdaptabilitynIndependencenSelf-reliancenPhysical & emotional healthnAgenExperiencenEducationnKnowledge of local languagenMotivationnSupport of
9、 spouse & childrennLeadership14-10Selection Criteria for International AssignmentsOrganizations examine a number of characteristics to determine whether an individual is sufficiently adaptable. Work experiences with cultures other than ones own Previous overseas travel Knowledge of foreign languages
10、 Recent immigration background or heritage Ability to integrate with different people, cultures, and types of business organizations14-11Looking Abroad for Workforce14-12Skills MNCs Seek Within Countries14-13Expatriate Selection Criteria14-14Selection Criteria for International AssignmentsThose who
11、were best able to deal with their new situation had developed coping strategies characterized by socio-cultural and psychological adjustments including: Feeling comfortable that their work challenges can be met Being able to adjust to their new living conditions Learning how to interact well with ho
12、st-country nationals outside of work Feeling reasonably happy and being able to enjoy day-to-day activities14-15Activities That Are Important for Activities That Are Important for Expatriate SpousesExpatriate Spouses14-16Selection Criteria for International Assignments Applicants better prepare them
13、selves for international assignments by carrying out the following three phases:nPhase 1: Focus on self-evaluation and general awareness include the following questions: Is an international assignment really for me? Does my spouse and family support the decision to go international? Collect general
14、information on available jobs 14-17Selection Criteria for International Assignments (continued)nPhase 2: nConduct a technical skills assessment Do I have the technical skills required for the job?nStart learning the language, customs, and etiquette of the region you will be postednDevelop an awarene
15、ss of the culture and value systems of the geographic areanInform your superior of your interest in the international assignment14-18Selection Criteria for International Assignments (continued)nPhase 3:nAttend training sessions provided by the companynConfer with colleagues who have had experience i
16、n the assigned regionnSpeak with expatriates and foreign nationals about the assigned country nVisit the host country with your spouse before the formally scheduled departure (if possible) 14-19International Human Resource Selection ProceduresAnticipatory Adjustment Training Previous experienceIn-country Adjustment Individuals ability to adjust effectively Ability to maintain a positive outlook, interact well with host nationals, and to perceive and eval
