International Staffing Approaches to International Assignment Challenges by Emerging Market Multinationals

Koleša, Iris

doi:10.1007/978-3-030-87395-0_6

Cited by 1 publication

(2 citation statements)

References 28 publications

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“…A good process ensures satisfied and experienced expatriates and the retention of experts by the company (Naude & Vögel, 2018). Koleša (2021) concurs with the findings of this study in the sense that low-quality logistics support is a constraint during the pre-assignment phase.…”

Section: Pre-assignmentsupporting

confidence: 88%

“…The external recruitment process may involve the scrutiny of the biographical and other personal details, along with proof of expertise and experience and a thorough background check (Guðmundsdóttir & Eðvarðsdóttir, 2017). The major constraining factors in the pre-assignment stage of global assignments are inadequate training and development and low-quality logistics support (Koleša, 2021).…”

Section: Pre-assignment Phasementioning

confidence: 99%

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Constraining and contributing factors of an expatriate assignment life cycle

Reddiar

Schultz

2023

SA Journal of Human Resource Management

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Orientation: Globalisation necessitated the physical movement of talented employees, leading to expatriate assignments to foreign countries. Investigative studies and strategy development were needed to moderate the high failure rate of such assignments.Research purpose: To explore the constraining and contributing factors of an expatriate assignment lifecycle.Motivation for the study: With only 40% of assignments being successful, there is an urgent need to find and rectify the reasons for the failure in order to mitigate the associated financial losses and threatened sustainability of businesses.Research approach, design and method: A qualitative research methodology within an exploratory research design was used. The opinions of the expatriates were compared using subjective, interpretivist and phenomenological dimensions.Main findings: Based on the lived experience of the expatriates, the constraining factors were a lack of training and mentoring, inadequate cultural acclimatisation, ambiguous policies, unsupportive host organisation, low-quality logistics support and ineffective re-induction of the expatriates into the home country. The expatriates strongly consider career path planning, effective ongoing training and mentoring, a caring organisational culture, clear assignment policies and social relations to be decisive contributing factors.Practical and managerial implications: The international human resource management process can use the findings to reduce the global assignment failure rates. It provides clear directions for driving relevant strategies and processes for successful expatriation operations.Contribution: The study contributes to the existing body of knowledge on the constraining and contributing factors of the expatriate assignment. It sets a course to initiate further studies to evolve a sustainable framework for an efficient global mobility programme.

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Section: Pre-assignmentsupporting

confidence: 88%

Section: Pre-assignment Phasementioning

confidence: 99%