Page 103 - DMGT548_GLOBAL_HRM

Global HRM

Notes he/she will soon gain good overall picture of the organisation as they are presented with
the product, its way of producing, marketing, the organisation etc. The employee is also
presented with the organisation’s values and policies. Moreover, the organisational culture
of SCA is distinguished by care and compassion for the employee and there is always
someone who you can talk to when difficulties arise. In addition, relocation firms are
hired when the expatriate arrive to his/her destination with the purpose of providing
logistical support by managing all the practical aspects of moving to another country. This
is done in order to facilitate adjustment at a much faster pace, so that the expatriate can
focus on his/her work immediately instead of arranging the new place of living Mr.
Gatenheim explains that although the organisation is relatively decentralised the
organisational culture remains the same and as a result expatriates are not experiencing any
difficulties of adjusting to the new workplace. However, in newly acquired businesses it
could be difficult for managers of the original company to adjust to the new organisational
culture as the new control makes them feel uncomfortable. In many instances the
organisation eventually has to dismiss the manager in order to make the transition
successful. Managers in minor companies can often remain in office for a while but in the
long run it becomes difficult for them to adjust and they are eventually dismissed. The
expatriation strategies of SCA are no different for an employee of higher rank or someone
with different work tasks.
All contracts and policies are handled from Sweden in order to ensure that everyone is
treated equally. It is noticeable that the whole process becomes more effortlessly the more
often people move as they learn how to manage changes. The reality is that the majority
of the expatriates who leaves the home country for a mission abroad advance in their
career by moving on with other tasks in other countries. However, the expatriate’s
compensation is to some extent affected by his/her origin, but that will be further discussed
in the compensation section. SCA is aware of the fact that in order for an expatriate to be
successful in his/her new environment support to the family is an important factor. For that
reason SCA has developed a well thought out strategy for supporting the family both
financially and logistically. The families are handed a pension plan and employment
when it is possible. However, a majority of the spouses, mostly women, do not want the
company to find them a job in the new country. Mr. Gatenheim explains that 92 percents
of the expatriates are from countries outside Sweden and for them it is not as common that
the wife has a career of her own, she prefers to stay at home taking care of the family. In
some locations it is very difficult to find a suitable job for the spouse a fact that obviously
becomes complicated for the dual-career couple. Furthermore, Mr. Gatenheim states that
the company compensate its expatriates costs for education and day-care. Sometimes
candidates turn down an opportunity to work abroad since they do not believe that their
family will enjoy it there. However, that is very unusual and those cases are most often
linked to expatriates being placed in developing countries. Concerning what individual
characteristics that are determining for an expatriate’s adjustment the respondent states
that self-awareness is a key for a successful assignment. Flexibility is another aspect regarded
important by Mr. Gatenheim. These aspects are tested carefully before an expatriate is
selected.

Mr. Gatenheim further explains that the expatriates who are sent on foreign assignments
always has the qualities of being a good worker and competent in the field of finance or
engineering. Another aspect that SCA considers important is language as the company
claims that employees with operative tasks must master the language, especially from a
safety perspective. However, when it comes to more demanding positions such as specialist
or international consultants then the shared and most accepted language is English.

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