International Management: Staffing and Expatriation Report

This report delves into the core aspects of international management, specifically focusing on recruitment, expatriation, and staffing strategies for multinational corporations (MNCs). It begins by emphasizing the significance of recruitment in achieving organizational goals within an international context and highlights the effectiveness of various recruitment methods, including internal and external approaches. The report then explores the prevalent use of expatriation in a globalized economy, outlining the reasons why companies deploy expatriates and the benefits associated with it, such as maintaining consistency and transferring knowledge. However, the report also critically examines the causes of expatriate failure, including issues like choosing the wrong person, lack of local support, and disconnection from the home country. Finally, it discusses the importance of planning for staffing new international projects, linking staffing plans with the evolution of MNCs and emphasizing the role of human resources in ensuring proper staffing orientation.

International Management-2
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Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
Reasons of using expatriation so widely in a globalised economy.............................................4
Causes of expatriate failure.........................................................................................................5
Planning for staffing the new project...........................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
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INTRODUCTION
Management of business operations in any organization that serve markets in more than
one country is known as international management (Luthans and Doh, 2018). This study is going
to discuss importance of recruitment in international management and appropriate ways that can
help international company in recruiting skilled workforces for its new project. It will further
discuss about expatriation and reasons as why most of the international companies hire or
employ expatriate in globalized economy or for running operations in new business. Expatriation
have several negative impacts on overall performance of international companies and some
reasons will be discussed in this study as why expatriation is becoming fail nowadays. Planning
also plays a vital role for making staffing process successful in international management or for
making new project in other countries successful.
Effectiveness of recruitment in creating value and accomplishing goals
In regard to international management it can be said that it refers a management of business
operations in which companies operate business in more than 1 country. For making
international management successful, it is important for managers and HR to focus on all
important activities and functions that can help them out in accomplishing goals. One of the main
important functions that can lead to better international management is: recruitment. In the given
case in which human resource director of multinational company has role of ensuring that
recruitment of employees is creating value is vital and shows effectiveness of recruitment
function (Vidgen, Shaw and Grant, 2017). There are several reasons that show that why HR
should focus on this while international management such as:
 By recruiting employees, international companies can accomplish their goals in better
manner by filling vacant job as per the skills and experience of candidates.
 Other functions of HR depend on recruitment as without recruiting employees within
business, it is not possible for them to get work done in an effective manner.
 Employees are the one who performs several functions and activities and help their
business in meeting goals and HR can get work done only by effective recruitment.
There are 2 types of recruitment such as internal and external. In internal type of recruitment,
employees are being recruited within business. Companies can promote their existing employees
for higher post or can transfer them to another department or branch in another country. There
are several benefits of this type of recruitment such as: it saves cost and time. Whereas, in
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external recruitment, employees are being recruited from outside of the business in order to make
a pool of skilled workforces. It helps company in bringing innovation and new ideas in business.
In regard to international business that wants to open a business or new project in India, Delhi,
kit can be said that it can make use of both types of recruitment as per the needs of vacant job
roles and type of project (Islami, Mulolli and Mustafa, 2018).
Overall, it can be said that HR director who has offices and USA, wants to open a project
in Delhi, India can recruit skilled workforces by knowing importance of recruitment and can
make it project successful. It can either transfer employees of USA to Delhi, India or can hire
new employees of Delhi, India. By critical analysis and on the basis of availability of human
resources, company can take better decision of recruiting employees accordingly.
Reasons of using expatriation so widely in a globalised economy
There are several reasons that show that why international companies expatriate employees
or people or follow expatriation in a globalized economy. In this context it is found that
expatriate or people who are being sent to another country or abroad for running operations of
new projects of international business, can help companies in maintaining consistency.
Expatriation is all about a voluntary departure from one’s native country to another country for
working or for living there permanently. A person who is being sent to another country is known
as expatriate (Guo and et.al., 2018).
Companies who open a new project and office in another country, want that their new offices
to be able to work seamlessly with local ones. The reason of expatriation or sending expatriate to
another country is to ensure the same culture and processes that company’s use in their local
office. Companies do not need to provide training to expatriate and if they hire new ones then
they need to provide training to all new hires in order to make them aware about new project,
culture and ways of performing functions. So, overall, it can be said that expatriation in
globalised economy helps international companies in decreasing cost and saving time as well. It
decreases training cost and time of training (McNulty and Brewster, 2019). Some other reasons
of expatriation and reasons as why this international company that wants to open a new project in
Delhi, India, should focus on expatriation include:
 Expatriate represents companies’ values in another country.
 They help company in transferring knowledge from local to another country.
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 Expatriate can help their colleagues in new project or new offices in abroad or new
country about project and ways of performing functions.
 Expatriate have an ability to learn as well as understand diversity of local market
conditions in different territories.
 Developing talent management with the help of expatriate can help company in
developing skills to succeed in global market or making new project successful.
So, on the basis of above discussed all effectiveness of reasons, it can be said that this
international company should also focus on expatriation to some extent for making its new
project in Delhi, India successful. But for better results, it is important to analyse all about
expatriation in a critical manner or knowing negative impacts that expatriation can have on the
performance of this company. In addition, it can also be said that expatriate assignments and
projects can help as well as hinder advancement of employees who have some international
experience. It can influence organization’s ability to retain current repatriate and recruiting future
expatriate.
Causes of expatriate failure
Challenges in managing diverse global workforce
The assessments on an international level are said to be very beneficial for the organisation and
they are said to be acting as one of the most probable prisons in the growth of the organisation.
Some of the fail your set forth into the expatriate issues are as follows:
Choosing wrong person on priority: companies usually commit mistake in the terms of
selection where people with a good track record are being selected for the assessment that are to
be conducted internationally. This is one of the major drawbacks that is almost see all the
organisations where the priority is mostly given to the profile rather than the quality that is being
processed by an individual. This will often regarded as the major problem and can be highlighted
as one of the cause for the failure of expatriate (Teede and et.al, 2018). Choosing a new
individual will sometimes be beneficial where they can adapt to the place of the policies that fall
under the aspect. Sometimes this will not go in the way it has to be where people cannot
accommodate towards the policies as well as the new implications. This can impact the
efficiency and the people will have to compromise upon the fact that they cannot perform
consistently.
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Lack of support from locals: times when an individual is performing well in dealing with the
issues of expatriate their host country plays a crucial role in monitoring the choices that are to be
made by the individual. There will be a crucial impact by the host country upon the individual
that is dealing where the issues that are related to the assignment policies. The support that is to
be ensured by the host country will sometimes not be given to the individual and therefore that
can be portrayed in the way they behave. There are times when the assignments that are given to
a particular individual will go in a wrong turn because of the lack of support that is to be gained
from the host country. Managing our own efforts is said to be one of the important aspects that is
to be dealt with individual who as a representative for the assignment and that can be done when
there is a support that is given to them. This will be affected if there is no proper push up from
the host country and the individual can get distracted from the main line (Rudenko and et.al,
2018).
Disconnection from home country: when an individual is probably being represented as one for
an international assignment it is also important that they maintain proper relations with the ones
that are operating in their home country. The individual will have to take care about the matters
of being isolated where they can feel rejected and that might also impact the work that is to be
done. For this reason, many of the firms will refer to those that will stay in connection with the
ones of their home country as well as the company professional such that they will not get
impacted by the isolated means.
Difficulties of domestic matters: most of the difficulties with regard to individual will revolve
around those that will occur on the basis of families as well as the children. Most of the assignees
that were provided with the criteria of representing on an international basis will probably not
share any difficulties with the organisation. This is because they have a mindset of maintaining
privacy and feels that it is not related to the company and that will probably be one of the factors
that will keep them from sharing. Before leaving the country, the company will have to cross
check with the family of an individual who is going to be representative in another country
because this will not impact their duty.
Failure to plan: planning is the key essential factor that is to be followed by every organisation
when dealing with issues that are pertaining to International bases (Abdallah and et.al, 2019).
And that with regard to overseas assessment is said to be one of the most strategic factors and
that is to be carefully implemented. In this present business world, the organisational resources
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need to develop strategies that will understand the urge for completing things on time such that
they will be prepared for the assignment even before that is being stipulated. This is the manner
that every organisation will have to follow in order to avoid the last-minute problems that arise
because of improper planning. Sometimes that might not be a big issue but at times that might
also lead to problems.
Planning for staffing the new project
Linking staffing plants with the evolution of MNC: the role of human resources in
maintaining proper staff in will therefore be essential for every organization. There will be
different stopping categories or these strategies that are to be followed by every human resource
management and that with regards to the organizations will include the following as one of the
basic step. The linking of staffing plans is an essential factor where the management will have to
setup a host unit that is essential to represent for the international basis. The technology team in
the organisation will have to be established with for operational activities being depicted to the
unit. All the operations regarding the basis of assignment will have to be explained to the host
with the significant role that is being played by the individual in establishing the goals and
targets (Reames and et.al, 2021). In order to carry forward this it is necessary that a strong
operational leadership will have to be enhanced.
Staffing orientation: the staffing will have to be done in an oriented manner and that will
include the different entities or the approaches with which are called ethnocentric, polycentric
and regio-centric. Being ethnocentric the individual will have to deal with the problems
regarding family culture and will be able to succeed over the new relationship that are to be carry
forwarded. The polycentric approach will deal with a better knowledge that is to be attained with
regard to the local activities that can reduce the level of personal problems. The regio-centric
approach will deal with all the positions that are important to deal with people of different
countries. All these factors are essentially to be included in decision of staffing.
Managing expatriates: expatriate will have to be managed at regular intervals because there is a
chance of returning problems to link with them and that might impact the assessment that is to be
carried forward on an international basis (Debellis and et.al, 2021). All the factors that are in
regard to the organizational policies will therefore have to be taken care about such that the
failures can be minimized. The role that expatriates play and the international basis is said to be
one of the crucial part and that is to be dealt in a careful manner.
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CONCLUSION
The entire report concludes upon the aspect of explaining the factors that are pertaining to
international management. It revolves around how far the international business are to dealt with
regards to the role of culture and how far the cultural aspects will lead to different policies that
are to be adopted. The report also explain about different challenges and opportunities that are
pertaining to words the international management prospect. The report brings a clear
understanding about the impact of expatriation on a global level and how can that widely impact
globalised economy. The related information regarding the reasons of expatriate failure has been
explained in the report with all the components that are highlighted. There are different
implications that are to be considered by the HR director in planning staffing for new projects
and that are being highlighted in the report.
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REFERENCES
Books and journals
Guo, Y. and et.al., 2018. Global mobility of professionals and the transfer of tacit knowledge in
multinational service firms. Journal of Knowledge Management.
Islami, X., Mulolli, E. and Mustafa, N., 2018. Using Management by Objectives as a
performance appraisal tool for employee satisfaction. Future Business Journal. 4(1).
pp.94-108.
Luthans, F. and Doh, J.P., 2018. International management: Culture, strategy, and behavior.
McGraw-Hill Education.
McNulty, Y. and Brewster, C., 2019. Working internationally: Expatriation, migration and other
global work. Edward Elgar Publishing.
Vidgen, R., Shaw, S. and Grant, D.B., 2017. Management challenges in creating value from
business analytics. European Journal of Operational Research. 261(2). pp.626-639.
Teede and et.al, 2018. Recommendations from the international evidence-based guideline for the
assessment and management of polycystic ovary syndrome. Human reproduction. 33(9).
pp.1602-1618.
Rudenko and et.al, 2018. Management features of international educational projects between
universities of Poland and Ukraine. Науковий вісник Національного гірничого
університету. (2). pp.142-147.
Abdallah and et.al, 2019. Lean management and innovation performance: Evidence from
international manufacturing companies. Management Research Review.
Reames and et.al, 2021. Management of locally advanced pancreatic cancer: results of an
international survey of current practice. Annals of surgery.
Debellis and et.al, 2021. Strategic agility and international joint ventures: The willingness-ability
paradox of family firms. Journal of International Management. 27(1). p.100739.
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