Abstract
Today’s global business environment sets the platform for international employee assignments. As organisation globalise their operations, the roles and responsibilities of the Human Resource department are transformed and face the pressure of globalisation. Therefore, the selection of expatriates to fill international assignment is challenging because of the complex nature of internal and external factors of the selection decision of expatriates like Cost, Expatriate Performance, Expatriate Failure, Political factor, Legal factor, Economic factor, Socio-culture, Family requirements, and Multinational enterprise requirements (MNE), etc. The result of the studies shows the complex nature of the expatriate selection decision during the international assignment which will have a huge impact on the selection decision of expatriates and the success of the organisation on the global level market in the world of competition.
Highlights
Relevance of the articleNowadays’s human resource management departments are transforming magnificently as the modern business faces a number of complex challenges and exploit opportunities
Technical Ability, Cross-culture suitability, and Family requirements are the factors associated with the individual, and the Organisation-Specific requirements, Language, and Multinational enterprise requirements (MNE) requirements are largely influenced by the operating state of affairs they have to enter
The challenges related to such assignments have resulted in international assignments gaining a degree of crucial attention from employees in the field
Summary
Nowadays’s human resource management departments are transforming magnificently as the modern business faces a number of complex challenges and exploit opportunities. To achieve a competitive advantage in a developing global economy, an organisation from both the public and private sector has to review the selection criteria of expatriates as an important part of their international human resource management strategy. Individuals need to network and be proactive on their own path In this context, the component of expatriate selection, which depends on external and internal factors, is very important. Practice shows that there is a significant percentage of examples of unsuccessful international appointments when expatriates terminate the international appointment term prematurely This aspect is a relevant object of examination of international human resource management. To analyse the theoretical and analytical aspects of the influence of internal and external factors on the selection decision of expatriates synthesis and co- scientific research methods in a comparative scientific analysis of the literature have been used. Internal things include factors like (Figure 1): 1) Cost; 2) Expatriate performance; 3) Expatriate failure
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