Human Resource Management

Introduction

As firms internationalize, the management of human resource complicates. Organizations need to integrate different cultural backgrounds, to understand the different institutional environments of subsidiaries and to control geographically dispersed activities. Expatriate is an increasingly popular approach by these situations. An expatriate is someone moving from the parent company or HQ to foreign subsidiaries while staying in the employment of the same firm. Expatriates are referred to by global firms as their “international assignees”. Expatriation is the key concern for MNC’s as they need to build global relationships.

Expatriate normally has three types:

1. Short-term – up to three months. Most expatriates is doing project supervision, intermediary measure, troubleshooting.

2. Extended – up to one year. Involve similar activities as those for short-term.

3. Long-term – varies from one to five years. Involves a clearly defined role in the international operation.[1]

MNC relocating employees temporary to international locations in order to coordinate efforts, transfer technology, launch new ventures, and facilitate communication within the company. More and More indigenous employee start realized internationalize of their career. They have been sent to the abroad for working, the problem of the language, culture even personal emotions are coming one by one. To solve the problem of the expatriation, it need corporate and employee joint effort. This paper will discuss and analyses the challenges facing international organizations in implementing an effective expatriation strategy and how to overcome these challenges.

The challenges facing International organizations in implementing an effective expatriation strategy

Relationship – family, friend.

I think this is a big challenge for the international organizations sending people oversea. In relation to family-related problems, the involvement of the expatriate spouse is very...