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Unit 5: Recruitment and Selection for International Assignments
Self Assessment Notes
State whether the following statements are true or false:
11. The cultural environment in which expatriates operate is an important factor in
determining successful performance.
12. Some regions and countries are considered ‘hardship postings’, areas T the centre of major
cities and modern facilities.
13. The ability to speak a second language is an aspect often linked with cross-cultural ability.
14. Language skills may be regarded as not so important for some expatriate positions.
15. Language is not an issue for PCN selection within multinationals.
5.4 Factors Moderating Performance
Most expatriates are managers or highly-trained technical experts. They have the necessary
technical and managerial skills, enhanced communication between parent company and foreign
subsidiary. They are more familiar with corporate culture, enhancing parent-subsidiary relations.
Assigning expatriates to foreign posts is an essential ingredient of their management development
programme and their progress toward becoming an international manager.
Despite these advantages of using the expatriates for the international assignments, there are a
number of factors that contribute to expatriate success or failure. There has been considerable
research that has attempted to identify factors that may moderate performance and affect the
decision to stay or leave the international assignment. The primary intention has been to link
reasons for early recall to predictors of success and thereby generate selection criteria that may
assist multinationals in their staffing decisions.
5.4.1 The Factors
Figure 5.2: Moderators of Performance and Their Possible Outcome
Source: http://cws.cengage.co.uk/dowling5/students/sample%20chapters/31017_05_Ch05_p109-
136.pdf
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