The Practices and Issues on Expatriate Management from Four Malaysian Human Resource Managerial Personnel's Point of View
As organisations become globalised, there is an increasing need to employ expatriates for global assignments. Investigate the practices and issues in the expatriation process from different perspectives are of utmost important to enhance understanding and improve performance of the companies i...
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| Format: | Final Year Project Report / IMRAD |
| Language: | en en en |
| Published: |
Universiti Malaysia Sarawak, (UNIMAS)
2009
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| Subjects: | |
| Online Access: | http://ir.unimas.my/id/eprint/50864/1/CHEAM%20SHEUE%20%28dsva%29.pdf http://ir.unimas.my/id/eprint/50864/2/CHEAM%20SHEUE%2024%20pgs.pdf http://ir.unimas.my/id/eprint/50864/3/CHEAM%20SHEUE%20ft.pdf http://ir.unimas.my/id/eprint/50864/ |
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| Summary: | As organisations become globalised, there is an increasing need to employ
expatriates for global assignments. Investigate the practices and issues in the
expatriation process from different perspectives are of utmost important to
enhance understanding and improve performance of the companies in global
world. This study has used a qualitative approach with the purpose to investigate
the opinions from four Malaysian Human Resource Managerial Personnel
regarding the expatriate management in the Multinational Companies'
subsidiaries. Research areas include the expatriate management cycle, expatriate
adjustment, and issues and trends. Findings have shown that, most of the studied
companies do have a proper expatriation process that in line with the theories
however, companies also shown certain deviation from the literature where reality
is not always the same as theories. For instances, they do pay attention to the
expatriates and family members' ability to adjust during planning and have a
comprehensive selection process and selection criteria which are important to
identify the right person for the right assignment. They also provide the cross�cultural training and supports to the expatriates and family members. However,
deviations from the literature include the repatriation supports provided is not as
extensive as the theories suggested, expatriate has no guarantee of career
development, and there are additional issues in the expatriation process which
have not been discussed in past research such as local employees do face pressure
and adjustment process when the expatriates holding the critical positions in the
company keep on changing. |
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