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Course Objectives
To recognize the need to design
To appreciate the importance of
programs for the careful preparation,

Developing Global
international assignments in
adaptation, and repatriation of the To become familiar with the use of
developing top managers with global
expatriate and any accompanying global management teams to
experience and perspectives and to
family, as well as programs for career coordinate host country and cross-
understand the benefits and costs
management and retention, thereby border business

Managers and Teams

associated with expatriate
also transferring knowledge to and
assignments
from host operations

CHAPTER 6 To recognize the varying roles of

To understand the variations in host-
country labor relations systems and
women around the world in
the impact on the manager’s job and
international management
effectiveness

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Introduction
Preparation, Adaptation,
Opening Profile: The Expat Life and Repatriation
IHR managers and others must develop and maintain; in Expatriate
particular it is essential for them to: The Role of the
• Maximize long-term retention and benefits of an international cadre through career
management so that the company can develop a top management team with global
Career Expatriate Spouse
experience.
• Develop effective global management teams.
• Understand, value, and promote the role of women in international management to
Management
maximize those underused resources.
• Work with the host-country labor relations system to effect strategic implementation and
employee productivity. Expatriate Retention

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Expatriate Career Expatriate Career

Management Management

The • Visible signs that the company values The • Expatriates are more marketable and receive
expatriates international experience attrition more attractive offers from other employers.
• Expatriates find that their compensation packages
cited the • Career planning sessions
rate for on overseas assignments are more generous than
• Communications with home office of details
following HRM of the repatriation process expatriates at home and go from one company to another to
practices as • Continuous communications with the home for the take advantage of that.
office • Expatriates feel unappreciated and dissatisfied
important to • Agreement about position upon repatriation
following both during and after the assignment and leave
them. reasons. the company.

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The Role of Repatriation In Developing The Role of Repatriation In Developing

A Global Management Leadership A Global Management Leadership (Cont.)

Enhanced
expatriates' Knowledge Transfer
skills:

Managerial Ability to work Knowledge Knowledge

Tolerance for Multiple Knowledge Knowledge Knowledge
skills, not
ambiguity perspectives
with and about about
technical skills manage others about why about how about who
what when

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The Role of
The Role of Repatriation In Developing Repatriation In
Developing
A Global Management Leadership (Cont.) A Global
Management
Conditions for the
transfer knowledge
Leadership (Cont.)
successfully:

Repatriates have to(a) Organizations need to

have : (a) have:

create the right

valuable knowledge to be motivated to transfer the right tools to incentives for
transfer that knowledge capture knowledge repatriates to share
their knowledge.

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Global Management Teams

Global
Management
Teams (Cont.)
Global management team - a
collection of managers in or from
Virtual Global Teams – the use of
computer-mediated system.
Managing Transnational Teams – issues and
several countries who must rely on
group collaboration if each
member is to experience optimum
challenges
success and goal achievement.

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Cultivating trust
General recommendations for improving
among
members
global teamwork
Cultivate a culture of trust; one way to do this is by
scheduling face-to-face meetings early on, even if
later meetings will be virtual
Ensuring that the

Global
team possesses Overcoming
necessary communication Rotate meeting locations; this develops global
knowledge and barriers exposure for all team members and legitimizes
Management
skills
each person’s position
Tasks for Global
Business Teams
Teams (Cont.) Rotate and diffuse team leadership

Global
Obtaining clarity Aligning goals of
Link rewards to team performance
Management
Teams (Cont.)
regarding team individual team
objectives members
Build social networks among managers from
different countries

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The Role of Women

In International
Management
The Role Of
Women - often-underused resource should
Women In
not be overlooked in IHRM efforts to
maximize the company’s global management
cadre.
Women expat - 20% of employees on
international assignments. International
Management
McKinsey (2017)
(Cont.)
• women tended to use more leadership behavior that
enhances firm performance than their male counterparts.
• companies with female representation on executive Gap in women expat (reason) – Cultural
committees achieved higher return on equity than element
companies without female representation—22 percent
versus15 percent.

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Don’t
assume.
Working Within Local Labor Relations
Ask.
Systems

Enhance global Ideas to

mobility programs
and policies to
get more
Have more
organizational
If you have to close a plant in Italy, in France, in Spain or in
reflect today’s
reality
women
expats
female role
models
Germany, you have to discuss the possibility with the state,
the local communities, the trade unions; everybody feels
entitled to intervene . . . even the Church.

Offer more
flexibility
JacoB Vittorelli, former Deputy cHairman of Pirelli

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Working Within Local Labor Relations

Systems

The Impact of Unions on Businesses Organized Labor around the World

Working Within Local

Labor Relations Systems

Convergence versus Divergence in Labor Adapting to Local Industrial Relations

Systems Systems Working Within Local
Labor Relations
Systems
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