Main Challenge in International Staffing

843 WordsDec 2, 20124 Pages
ADRIEN KARCHER EIM4 UB1 International Human Resources Management 2nd Assignment : Describe the main challenges in International Staffing. Ever since the globalization began, companies became more aware of the competitive environments they operate in. It is obvious that a competitive advantage such as technology, resources and quality can be imitated. It’s the peoples that a company employs that makes the difference. Making the right selection and most efficient use of it will surely provide the advantage needed. In this assignment, we will define in a first part the four main approaches to staffing within International Human Resource Management and what are the advantages and disadvantages of each approach to…show more content…
Recruitment and selection of staff for international assignments is a considerable challenge because it’s an important and crucial factor of the international expansion for MNEs. They need to find the right people to make position and particularly key managers. In fact, a selection error can lead to an expatriate contract failure and correspond to a return to home before the period of assignment is completed, then it could have long-term negative consequences in term of subsidiary performance. Several factors have to be taken into account in the failure of international assignment: the inability for expatriates to adjust to the foreign culture, the family concerns, career concerns, security concerns, the length of assignment etc. They represent a critical IHRM issues in international staffing, so the challenge is to find the right people which are consistent with all the factors of expatriate selection. Selection criteria are family requirements, technical ability, the cultural requirements, the language and the MNEs requirements. Mendenhall and Ouddou have proposed a four-dimensional approach that attempts to link specific behavioural tendencies to overseas performance. We see these days appear another constraint for companies : the dual-career couples who are now considered as a barrier to staff mobility and it’s why the MNEs techniques are now utilized to surmount this constraint. To
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