Summary of Developing Your Global Know-How

Summary of Developing your global know-how

From The Great Recession, some companies to cut and repatriate their assignments abroad. Other companies are facilitate communication and blend in foreign society, instead of simple expatriate.This article is talk about four multinationals such as Siemens, CEMEX, Walmart and Samsung how to manage and deal with assignments abroad.

Siemens’s top human resources executive, Siegfried Russwurm, said they have 400,000 employees now, and 277,000 of them are sent abroad. In order to avoid expat managers gotten worse in foreign society, The Siemens support appropriate financial allowance to maintain the living standards, not specific incentive. Siegfried thinks not every expat is try to blend into a other culture when they are sent to a new country. They could live their lives and no local employee will feel strange. When these expats return back to home country, they are not sure to promoted, company will find an appropriate position for them. As like other multinational company, Siemens has strong enterprise spirit and their staff would like to stay the position which they sent.

Luis Hernandez, the senior vice president of CEMEX, said 10 years ago they had a period of fast expansion.But now they are try in consolidation. They reduce the number of executives in their expat program from 400 in 2005 to 200 people. These executives are in 40s or 50s have enough experience abroad. Nowadays Half of them are not from home country. Because it is not every manager would like to accept this abroad assignment. They thought moving abroad to other country is difficult to adapt the local life. However, this idea is change as time go on. In current executives who between 35 and 45 have begun see it as a chance to promote. They also heard some positive experience from other expats and some of them are no longer feared that. Although company should pay these expat more salary and increase the cost of company account, they are very valuable for...