INTERNATIONAL ASSIGNMENT – REASONS,

TYPES AND ROLES OF EXPATRIATE

Presented By:

Naureen

Preety

Dharmansh

Shakti

Selection Criteria for International Assignments

Those who 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 metBeing able to adjust to their new living

conditionsLearning how to interact well with host-

country nationals outside of workFeeling reasonably happy and being able

to enjoy day-to-day activities

Types of International Assignments

Short term: up to 3 monthsTroubleshootingProject supervisionA stopgap until a permanent arrangement is found

Extended: up to 1 yearMay involve similar activities as short-term

assignments

Long termVaries from 1 to 5 yearsThe traditional expatriate assignment

Reasons for International Assignments

Position filling, e.g. Skills gap, launch of new endeavor, technology

transfer Management development

Training and development purposes, assisting in developing common corporate values

Organizational developmentNeed for control, transfer of knowledge,

competence, procedures and practices

Approaches to Staffing

Factors affecting approaches to staffingGeneral staffing policy on key positions at

headquarters and subsidiariesConstraints placed by host governmentStaff availability

Ethnocentric

Polycentric

Geocentric

Regiocentric

Ethnocentric Strategic decisions are made at

headquarters; Limited subsidiary autonomy; Key positions in domestic and foreign

operations are held by headquarters’ personnel;

PCNs manage subsidiaries.

Polycentric Each subsidiary is a distinct national entity

with some decision-making autonomy; HCNs manage subsidiaries who are

seldom promoted to HQ positions; PCNs rarely transferred to subsidiary

positions.

Geocentric

A global approach - worldwide integration;

View that each part of the organization makes a unique contribution;

Nationality is ignored in favor of ability:Best person for the job;Color of passport does not matter when it

comes to rewards, promotion and development.

Regio centric

Reflects a regional strategy and structure;

Regional autonomy in decision making; Staff move within the designated region,

rather than globally; Staff transfers between regions are rare.

Expatriates

 An expatriate is any person living in a different country from where he or she is a citizen.

Roles of an Expatriate

Agent of direct control Agent of socialization Network builder Boundary spanner Language node

A Glamorous Life

International business travelers cite the positives as:Excitement and thrills of conducting

business deals in foreign locationsLife style (top hotels, duty-free shopping,

business class travel)General exotic nature

But a High Level of Stress! Home and family issues

Frequent absences Work arrangements

Domestic side of position still has to be attended. Health concerns

Poor diet, lack of sleep, etc. Host culture issues

Limited cultural training

ROLE OF NON-EXPATRIATESo People who are based in home country

but need to extensively travel abroad to meet customers/suppliers, government officials etc.

o Performs roles similar to expat.

Please