Abstract
This study attempts to examine various issues pertaining to the complexities of international assignment, one of the major dimensions of International Human Resource Management (IHRM). It is our hope that by deep understanding of the uniqueness of international staffing policies, root causes of expatriate failure as well as the challenges encountered by expatriates; a more strategic IHRM approach can then be strategized by multinational corporations (MNCs) taking into consideration of some personalized best practices in effort to avoid or reduce the chances of international assignment failures in future.
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