Role Of International Assignments For Multinational Companies

1995 WordsMay 23, 20168 Pages
In the week four posting, the writer argued that even though there are some differences between the traditional expatriate’s selection method and the newer one, but there are still some similarities maintained in the selection method because it is still relevant with the situation or the requirement of the international assignment. For example, the use of big five personality test is still important because more companies have realized the necessity of considering not only the technical skill but also expatriates’ personality traits have an influence to their success in international assignment. See the full discussion posting in Appendix A and the list of the responded and initiated postings in Appendix C. Regarding the importance of international assignments for multinational companies, there is a view that international assignment may become more advance as a form of a parent company control toward subsidiaries. There are some considerations taken to have an expatriate as a mean of control from the headquarter. The expatriate is reliable to transfer knowledge to his or her colleagues in the subsidiaries and at the same time, the expatriate is encouraged to do it by adjusting to the local practice (Hailey, 1996). The expatriate is also a mean to bridge the communication between the headquarter and subsidiaries. However, based on Brookfield global relocation services (2014), the challenges of managing international assignments were highlighted into two, which are the
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