Changing Role of HR Manager in Global Market Place

Abstract

Abstract: Research on "Management of Expatriates" is in its early stages. The challenge of preparing expatriate managers to serve as a bridge between parent and subsidiary firms and to thrive in different cultural contexts has emerged as an extra consequence of globalisation for many organisations. Hiring people from all over the world adds another layer of complexity to company cultures. There is a vast array of ethnicities, languages, and cultures represented among these people. Managers tasked with managing teams abroad should receive training to help them navigate cultural differences. An "expat" can be a manager from one nation whose home country's parent company sends them to live and work in another country. Proper training is vital if the expatriates are to succeed in their new surroundings and contribute to the organization's objectives. When employees participate in effective expatriate training courses, they may be better able to handle the challenges and stresses of cultural adaptation. Before, during, and after an assignment, participants get cultural training on subjects such home culture work and living in a host country. It could be more crucial to adjust to a different culture than to completely embrace it. The value of expat assignments is well-known by every prosperous business. By sending employees to work in other countries, a parent firm may help its subsidiaries run more smoothly. When travelling, a person's mindset and behaviour may diverge significantly from their home country. A company runs the risk of creating costly and unsolvable issues if it just talks to locals. By placing an expat onsite, cultural friction can be reduced. also, there are locations on every continent. Quality and safety standards may differ substantially from one country to another. Businesses may respond to client problems more quickly and individually when they hire personnel from different nations. While working overseas, an expat would have absorbed the values and norms of their home firm. Companies now value Expatiate Management. Management and training are two of the main reasons why expats fail.