Explain possible expatriate training topics and the importance of each.

International HRM Considerations
LEARNING OBJECTIVES
1. Be able to explain how the selection process for an expatriate differs from a domestic process.
2. Explain possible expatriate training topics and the importance of each.
3. Identify the performance review and legal differences for international assignments.
4. Explain the logistical considerations for expatriate assignments.
In an international environment, as long as proper research is performed, most HRM concepts can be
applied. The important thing to consider is proper research and understanding of cultural, economic, and
legal differences between countries. This section will provide an overview of some specific considerations
for an international business, keeping in mind that with awareness, any HRM concept can be applied to
the international environment. In addition, it is important to mention again that host-country offices
should be in constant communication with home-country offices to ensure policies and practices are
aligned with the organization.
Recruitment and Selection
As we discussed in Section 14.2 “Staffing Internationally”, understanding which staffing strategy to use is
the first aspect of hiring the right person for the overseas assignment. The ideal candidate for an overseas
assignment normally has the following characteristics:
1. Managerial competence: technical skills, leadership skills, knowledge specific to the company operations.
2. Training: The candidate either has or is willing to be trained on the language and culture of the host
country.
3. Adaptability: The ability to deal with new, uncomfortable, or unfamiliar situations and the ability to adjust
to the culture in which the candidate will be assigned.
As we discussed earlier, when selecting an expatriate or a third-country national for the job, assuring that
the candidate has the job factors, relational dimensions, motivational state, family situation, and language
skills (or can learn) is a key consideration in hiring the right person. Some of the costs associated with
failure of an expatriate or third-country national might include the following:
1. Damage to host-country relationships
2. Motivation of host-country staff
3. Costs associated with recruitment and relocation