Management Of International Mobility

1352 WordsNov 25, 20156 Pages
This model identifies that management of international mobility entails the need to take a holistic approach to all aspects of the assignment process. (Sparrow, Brewster and Harris, 2004) However, although the model has its advantages in terms of pre-assignment preparation, some of the stages however do bring about some complexities for IM managers as outlined for by (Sparrow, Brewster and Harris, 2004) Selection- the need for precise recruitment and selection is needed; IM managers need to pay close attention to interpersonal and cross-cultural skills in potential assignees. As this will determine how they interact with locals and the subsequent success of the assignment. (Barham & Wills, 1992) In practise however, the criteria for the majority of assignment candidates tends to be based on their technical competence and job knowledge. Rather than paired with the previously mentioned skills. This puts a great importance on the practise in use of ‘soft skills’ and ‘hard skills’ mixture for a successful assignment. (Sparrow, Brewster and Harris, 2004; Morley and Flynn, 2003) A MNC has many choices regarding their staffing policies when recruiting for assignments; these come under different forms depending on the company’s preferences in terms of skills. • Ethnocentric approach- Using Home country staff • Polycentric approach- Using Host country staff • Geocentric approach- Using staff from any parts of the world (Pelmutters, 1969) Performance measurement- (Fenwick, 2004)
Open Document