Table 11.2 The relevance of expatriates, host and home country staff
Host country Home country Third party country- Less cost Competence Broad experience
- Preference by host country Greater control International outlook
- Knowledge of the environment Experience Experience
- No language barrier Barrier Multilingual
Source: Scullion (1995).
Data in Table 11.2 suggests that depending on whether the country is a host, home or
third party to the staff, there are advantages and preferences assigned to each scenario.
For example, for a host country, domestic staff will be cheaper than foreign and hence
more preferred but they may not be as competent and experienced. Similarly, the host
country will have greater control over local staff but will miss the gains of an interna-
tional outlook from foreign staff.
International human resources management activities
Recruitment and selection
Recruitment for international human resources should allow opportunities for people
outside the country to get information and apply. The media could be international mag-
azines and websites. Prior to advertisement, permit to recruit from abroad has to be
sought from the government. Selection criteria differ across cultures. Although merit is
dominant, some countries like India consider things like family ties, religion, social sta-
tus etc. as being important.
In the selection process one needs to consider the job requirement and the cultural
issues that require adaptation. Where the job involves frequent contact with the local
community – the local person will be preferred as long as he/she has the minimum
qualifications. In selecting expatriates, core skills should be considered. These include
among others:
- Multidimensional perspective – product, industry functional, company,
environmental experience. - Proficiency in line management positions.
- Prudent decision making skills.
- Resourcefulness – skills in getting self-known.
- Cultural adaptability.
- Cultural sensitivity – ability to live with diverse culture.
- Team leading.
- Physical fitness and mental maturity.
- Having vision.
- Ability to manage change.
Training and development
Skills necessary for a global manager will include language proficiency, management of
diversity, cultural issues in management, interpersonal relations, team building and cur-
rent issues in economics, politics, technology, marketing and the like.