Page 88 - DMGT548_GLOBAL_HRM

Unit 5: Recruitment and Selection for International Assignments

Disadvantages Notes
(i) Control and coordination of HQ may be impeded.
(ii) HCNs have limited career opportunities outside the subsidiary.
(iii) Hiring HCNs limits opportunities for PCNs to gain foreign experience.

(iv) Hiring HCNs could encourage a federation of national rather than global units.
2. Female International Managers: The selection of female for international postings is a
related issue in staff selection because multinationals are concerned with the various
social norms with regard to women, which prevail in many countries.

Example: Some Middle Eastern countries would not issue a work visa to a female
expatriate even if the multinational selected her. In many countries, social norms regarding the
role of women do not apply to female expatriates because locals regard them as foreigners. This
did appear to be the situation for female members of the U.S. armed forces station in Saudi
Arabia during the Gulf War.
Men in some cultures, such as certain Asian countries, do not like reporting to female managers,
particularly foreign women, and therefore women should not be posted abroad. Such beliefs
help create the glass border that supports the glass ceiling.
It is found that only 3% of U.S. expatriates were women. This shortage of women expatriates is
found to exist because:
(a) U.S. MNC executives believe that women are ineffective, unqualified, and uninterested in
foreign assignments.

(b) Corporations resist the idea of sending women abroad.
(c) Foreign prejudices against women like prejudice of being a foreigner, dual-career families,
etc. would tend to make them ineffective.

(d) Many foreign clients refuse to do business with women.
(e) Men must be assigned in many locales to provide the required conservative corporate
image.

(f) It is unreasonable to send women into some countries, such as Pakistan or Saudi Arabia.
Indian women have a track record holding important political positions too few have achieved
similar success in ranks of business management like Indira Nooyi, Kiran Majhumdar, Chanda
Kocchar, etc. Progress in this area is still held back by traditional beliefs that women are second
class citizens whose place is in the home. More women excel in politics and in elected offices;
their acceptance and interest in corporate boardrooms are increasing gradually.



Caselet Dispelling Myths about Women Expatriates

S companies today are concerned that sending female employees on an overseas
assignment poses some sort of risk. But two international relocation experts say
Uthis concern is unfounded and stems from some common myths about female
expatriates.

Contd...

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