Source: Adapted from Simcha Ronen, Training the International Assignee (San Francisco: Jossey-Bass, 1989), 426–40. The host government and/or local business may resent hiring a third-country national May create a perception of “us” versus “them” Must consider traditional national hostilitiesĮxpatriate may not have cultural sensitivity Host-country manager may not understand business objectives as well without proper training Morale builder for employees of host countryĪdapting to foreign environment may be difficult for manager and family, and result in less productivity Hiring costs such as visas are eliminated Possible greater understanding and implementation of business strategy Possible better understanding of local rules and lawsĬosts associated with hiring such as visas may be less expensive than with home-country nationals Managers gain experience in local markets The third-country national may be better equipped to bring the international perspective to the business Table 14.4 Advantages and Disadvantages of the Three Staffing Strategies
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