HUMAN RESOURCE MANAGEMENT.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

1HUMAN RESOURCE MANAGEMENT
Table of Contents
Introduction:...............................................................................................................................2
Alternative forms of International Working:.............................................................................3
Attraction to the national labour market:...............................................................................3
Utilization of the Employees on extended trips:....................................................................5
Permanent International Transferees:....................................................................................6
Inpatriates:..............................................................................................................................7
Self-initiated expatriation:......................................................................................................8
Broader considerations from a HR professional’s development perspective:...........................9
Key skills for the HR Professionals:....................................................................................10
Key Knowledge for the HR Professionals:..........................................................................11
Additional and supplementary resources:................................................................................12
Harvard Business Review:...................................................................................................12
Society for Human Resources Management:.......................................................................12
Freakonomics:......................................................................................................................12
HR.com:...............................................................................................................................13
HR Happy Hour:..................................................................................................................13
References:...............................................................................................................................14

2HUMAN RESOURCE MANAGEMENT
Introduction:
The International Assignments is the process which occurs when the companies and
the organization dispatch the employees from the origin country to another foreign country
for the purpose of business and work at the overseas companies or offices (Schütter and
Boerner 2013). This type of employees who are transferred from the home country to another
county is defined as the expatriates. This type of roles are generally temporary for the
employees in the overseas country and tends to a time period of 1 to 5 years. For the
employees, this international assignments can be a lifetime opportunity for expanding their
horizon and experience new places and cultures. Though it sounds very good for the
employees in often cases this type of international assignments can be very much challenging
for the employees and can be a stressful experience. This movement of the employees
includes various complex steps and require a vast amount of time which can be problematic
for the organizations or the companies (Cole and Nesbeth 2014). Also, the employees need to
take various decisions regarding the movement to the other country. This type of movement
processes is very much complex for the organizations thus the organizations explore different
types of forms of international working and resourcing.
Most of the organizations perform four types of international assignments which are
Long-term assignment, Short-term assignment, International commuter assignment, and the
frequent flyer assignment. This all international assignments have some type of problems. For
the long-term assignments, the main problems are the mobility barriers, carrier issues,
assignments costs, and the compensation package. In the short-term assignments, the main
issues are the difficulty in establishment of consistent practice and policy, tax management
issues and work-life balance. For the international commuter assignment, the main problems
are the high costs, tax management, different policies, and terms and cultural differences. The

3HUMAN RESOURCE MANAGEMENT
organizations and the employees also face problems due to the frequent flyer assignments
which include burnout, cost management, and no policy. Due to these challenges,
organizations seek for the alternative approach of the international working and resourcing.
According to the research of the Meyskens et al., the alternative approach of the
international working and resourcing is very much important for the global talent
management trends. This research implies that the solution for the international talent needs
cannot be a uniform one because of the intra-firm and the inter-firm variations. This is one of
the main reason behind the variety of alternative forms (Reiche, Harzing and Tenzer 2018).
Mainly the varied approaches are seen in the short type of assignments. Also, from the
research, it has been assessed that these alternative approaches are needed to fulfil the needs
of the employees of the organization. In the research of the alternative assignments, the
authors have argued for a strategic approach which is congruent with both of the lifestyle
needs of the assignees and with the objective of the firms. The authors also stated that the
traditional solutions of the international assignments face various situational complexities,
limited researches and the trade-offs for which alternative approaches to international
assignments are required.
Alternative forms of International Working:
The traditional forms of international working are unable to address different types of
organizational problems which arise due to international working. Thus to address different
types of problems from the organizational and individual perspective alternative forms of
international working will be described. These alternative forms are described below.