Importance of Sustainable Expatriation Management in MNEs

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

1HUMAN RESOURCE MANAGEMENT
Introduction
The essay helps in analysing the meaning of the sustainable expatriation management
along with analysis of the process through which MNEs develop the sustainable expatriation
management in an effectual manner. The importance of the sustainable expatriation for the
internationalization has to be discussed as this will help in solving the different issues in an
effective manner.
The main aim and purpose of the essay is to understand the importance of the
sustainable expatriation in the different organizations especially the multinational
corporations. Proper analysis of the different cultural dimensions and theories has to be
discussed effectively.
The structure of the essay will include the importance of sustainable expatriation in
the organizations as this will help in analysis of the different reasons for the cruciality of the
same in the organization.
Sustainable Expatriation Management
The sustainable expatriation management is defined as the complex kind of topic that
helps in involving interpersonal skills, human resource management along with multi-cultural
communication as well. Expatriate is the employee wherein they are transferred out of the
home base into some other area of the international operations of the firm. It is basically
defined as the process wherein the different expatriates are being used in different kind of
assignments in the international process (Al Ariss Cascio and Paauwe 2014). It includes
different kind of steps that includes the selection of the expatriate to the repatriation after the
completion of the entire assignment (Zhu et al. 2017).
Proper employment relations are required to be created by the organizations as these
are important for the international process of the assignment. The international process of

2HUMAN RESOURCE MANAGEMENT
assignment includes different kind of steps wherein it includes selection and preparation,
actual assignment and repatriation. However, it has been seen that from the human resource
management perspective, the different steps require different kind of approaches from the
managerial kind of perspective. The first step is the selection and preparation wherein the
right kind of candidates are required to be selected and prepare them for the assignment in an
effective manner. The second step includes the maintenance of contact with expatriate during
the completion of the assignment and the last includes making the expatriates return on the
business and for the personal level for the different expatriate.
The sustainable expatriate management include different kind of roles that are as
follows:
It acts as the agent of the direct control wherein the expatriates are required to be kept
in control of the entire process of international operation in the respective country and it acts
as the controlling unit for home office wherein it is the deployment country (Zhang et al.
2018). Secondly, it acts as the agent of the socialization wherein the expatriates do not have
the entire right to take control over the international kind of operations and it includes the
involvement of the different kind of practices of the company along with sending useful
information. The other role is the network builder wherein the expatriate performs creator of
the entire social capital and this helped them in preparing professional and personal networks
in an effectual manner (Baum and Isidor 2017).
The boundary spanner is the other role wherein expatriate is expected to work
properly on gathering information along with promotion in the host country. This includes
professional competence and knowledge to the different professionals in the country of
deployment. Proper transfer of competence and knowledge is the role wherein expatriate is
required to transfer their knowledge to the different professionals in deployment country. The

3HUMAN RESOURCE MANAGEMENT
node of language is the other role wherein the different knowledge of expatriates of host
country is required to translate the material to language of host country or vice versa
(Moeller, and Maley 2017).
Sustainable expatriation management is required as this will help in maintaining
proper cultural and effective kind of employment relationships between the different kind of
employees who have gone abroad or in other countries for performing their job activities.
Proper and accurate sustainable management will help the employees in mixing with the
different cultures and this will help in conducting different training of language and cross-
cultural training of the individuals in an effectual manner (Schuster and Bader 2017). The
duration of the expatriates varies from one another that includes the following:
The short-term assignment is the one that lasts up to three months and this is specific
kind of tasks that can be related to problem solving in the project related situation. The
extended kind of assignment lasts up to one year and this included short term assignments
that will last longer as the nature of the tasks. The long-term assignment varies from one
particular year to several years as well and this includes clear role of the different expatriates
in receiving different kind of operations. Lastly, the commuter assignment varies is the
various length in different countries (Moeller, and Maley 2017).
Development of sustainable expatriation management in MNEs
Proper development of the sustainable expatriation management in multinational
enterprises is essential in nature as this will help the company in managing the expatriates
effectively wherein they focus on creation of knowledge along with development of the
global leadership as well. Moeller, and Maley (2017) has commented that there are different
kind of mechanisms that helps in analysing role of expatriates in managing performance.