Abstract
The central topic of the paper is human resource management in multinational companies as one of the consequences of globalization. The paper particularly focuses on the use of expatriates as high-performance workers. The aim of the paper is to provide an analytical view of the work of this type of employees in branches of multinational organizations operating in Slovakia. The paper presents research results aimed at analyzing the employment of expatriates in branches of multinational companies in terms of selected features (size of branch, how long the company operates on the Slovak market and number of branches of an multinational company) and finding statistically significant links between the time an expatriate spends in the country and the impact he/she has on selected aspects of the company, namely innovation and new knowledge, his/ her share in addressing business challenges and on relationships at work from the perspective of branch managers of multinational companies. The research was conducted between January and May 2019 using a standardized questionnaire method on a sample of 138 managers of branches in which expatriates worked. The obtained data were processed by the methods of descriptive statistics and Chi-square test, through which three research hypotheses were tested.
Highlights
Globalization and the need to operate in an international environment have become part of the daily routine of many companies
The paper presents research results aimed at analyzing the employment of expatriates in branches of multinational companies in terms of selected features and finding statistically significant links between the time an expatriate spends in the country and the impact he/she has on selected aspects of the company, namely innovation and new knowledge, his/ her share in addressing business challenges and on relationships at work from the perspective of branch managers of multinational companies
It can be assumed that branches with a higher number of employees are more demanding in terms of management, coordination and control by the parent company, which may be the reason for sending an expatriate to the country where the branch is located to act as an intermediary between the parent company and the host country
Summary
Globalization and the need to operate in an international environment have become part of the daily routine of many companies. Expatriates pose a difficult task for organizations because of the existence of differences in language, culture, values or expectations. These differences, resulting from a different cultural or institutional environment, are likely to affect the way of work and the success of expatriates. Many scientists emphasize the specific skills that expatriates should possess, while pointing out the importance of preparing these employees to work abroad [1,2,3]
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