international human resources

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edit the attached paper. Provide more example on international assignments and training for expats going to south korea (what kind of training do expats need?)

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Running head: INTERNATIONAL HUMAN RESOURCE International Human Resource Student’s Name Institutional Affiliation 1 INTERNATIONAL HUMAN RESOURCE 2 International Human Resource An expatriate refers to a person, mainly an expert, temporarily residing in a foreign country for work reasons. However, international assignments are costly, where it costs double the amount to maintain an expatriate, compared to what it would cost to retain a local expert on average. International human resource organizes institutional human resources at the global ranking to achieve a competitive advantage and institutional objectives both at international and local levels. Hiring expatriates in an enterprise promote the ability to acquire highly skilled personnel from the international labor market. International Assignee Population The proportion of female expatriates is considerably lower than that of the males and the percentage of women on foreign assignments seems to table at 20%. This has been associated with job-family balance, host nation position, and a perception of women not willing to take overseas assignments. The largest percentage of staff willing to take global assignments are in the age 40 to 49 years, followed by those in age 30 to 39 years, 50 to 59 years while workers of age 20 to 29 years form the least percentage. More married workers are willing to take international assignments than fewer single males (Association for Talent Development, 2012). Approximately 81% of married assignees prefer taking their spouse with them, 43% accompanied by their children. How Managers and Executives Are Assigned To Oversea Missions JP Morgan Chase Bank, a US-based company, has its headquarters in New York and a branch at Seoul capital of South Korea. The firm assigns expatriates to work in South Korea as long-term expatriates, short-term, commuting, frequent traveling expatriates or virtual assignees. In a conventional long-term expatriation, a staff’s immediate family members settle in the host INTERNATIONAL HUMAN RESOURCE 3 country South Korea for the duration of the contract, mainly 3-5 years. Long-term expatriate assignments are associated with high expenses due to family relocation. Short-term assignments generally take shorter durations mainly 3-12 months and mainly the assignment is implemented to transfer a skill, technology, problem-solving goals or project works. A staff labors oversea for a fixed term on an unaccompanied basis and all compensations are in the home nation. A home commuter lives overseas during the week and travels back to the home country during the weekends (McFarlin & Sweeney, 2014). This enables the firm to send expertise overseas when highly required on a short-term basis without family relocation; thus, reducing the expense. Frequent traveling assignments involve a staff performing remotely from home and making frequent business visits to South Korea. A virtual worker assignment involves a staff undertaking a domestic task with international roles but does not need to relocate or travel to South Korea. The employee manages persons overseas, across time zones, cultural and language obstacles. Expatriate Training Assignees moving to South Korea need to undergo training before arrival to help them with the transformational experience. The first step in a training program involves an evaluation of the worker and family background, understanding of the South Korean culture, and personal tendencies. An assignee and family training to raise their knowledge about the Korean culture, values, society, and daily life follows. The host manager and the crew with whom the assignee will work with receive briefings on the norms and cultural values of the international expat. An alignment meeting between the assignee and host institution is necessary to explore any cultural distinction that might influence the victory of the assignment. Upon arrival to South Korea, an expatriate undergoes in-country couching after which lessons are learnt from the expat and relevant documentation made for future expatriates. INTERNATIONAL HUMAN RESOURCE 4 Impacts of Oversea Assignments International assignments are associated with several impacts including exposures to different culture diversities, foreign language, different foods, open-mindedness, and stressors (Reiche, Mendenhall, & Stahl, 2016). Adjusting to an oversea culture can affect the emotional and psychological well-being as the assignee is required to interact with the host culture effectively, get culturally fitting skills, and regulate new environment and roles. The predictors of tuning are family considerations including assignee community, social support, partner career, children education and relocation, and individual factors including a willingness to interact, language, personality, openness to varying experiences, age and academic level. In brief, an expatriate is a skilled worker hired by an international organization. By proportion, more men than women have the willingness to work in a foreign country. Workers are assigned to the international assignments as long-term, short-term, frequent traveling, virtual assignees or as commuting expatriates. Factors such as social support, cultural shocks, emotional, and psychological well-being of the worker affect an international assignment. INTERNATIONAL HUMAN RESOURCE Reference List Association for Talent Development, (2012). Global relocation trends for 2012. Retrieved from: https://www.td.org/Publications/Blogs/Global-HRD-Blog/2012/08/Global-RelocationTrends-for-2012 McFarlin, D., & Sweeney, P. D. (2014). International management: strategic opportunities & cultural challenges. Routledge. Reiche, B. S., Mendenhall, M. E., & Stahl, G. K. (Eds.). (2016). Readings and cases in international human resource management. Taylor & Francis. 5
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Running head: INTERNATIONAL HUMAN RESOURCE

International Human Resource
Student’s Name
Institutional Affiliation

1

INTERNATIONAL HUMAN RESOURCE

2

International Human Resource
An expatriate refers to a person, mainly an expert, temporarily residing in a foreign
country for work reasons. However, international assignments are costly, where it costs double
the amount to maintain an expatriate, compared to what it would cost to retain a local expert on
average. International human resource organizes institutional human resources at the global
ranking to achieve a competitive advantage and institutional objectives both at international and
local levels. Hiring expatriates in an enterprise promote the ability to acquire highly skilled
personnel from the international labor market.
International Assignee Population
The proportion of female expatriates is considerably lower than that of the males and the
percentage of women on foreign assignments seems to table at 20%. This has been associated
with job-family balance, host nation position, and a perception of women not willing to take
overseas assignments. The largest percentage of staff willing to take global assignments are in
the age 40 to 49 years, followed by those in age 30 to 39 years, 50 to 59 years while workers of
age 20 to 29 years form the least percentage. More married workers are willing to take
international assignments than fewer single males (Association for Talent Development, 2012).
Approximately 81% of married assignees prefer taking their spouse with them, 43%
accompanied by their children.
How Managers and Executives Are Assigned To...


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