Expats, HCNs and TCNs

Document Sample
Expats, HCNs and TCNs Powered By Docstoc
					Staffing in Multinationals
Types of International Employees

 Host-country  nationals
 Parent-country nationals (“expat”)
 Third-country nationals (not from parent
  country)
 Inpatriates (host-country nationals with
  extensive training/experience is (usually)
  the parent company
         PARENT-COUNTRY
            NATIONALS
   Maintain and      Promotional
    facilitate         opportunities for
    organizational     HCNs are limited
    control and
    coordination
         PARENT-COUNTRY
            NATIONAL
   Provide international    Adaptation to host
    development               country may take a
    opportunities             long time
                             May impose
                              inappropriate style
         PARENT-COUNTRY
            NATIONALS

   Facilitate technology    Compensation issues
    transfer                 Repatriation
                              difficulties
         HOST-COUNTRY
          NATIONALS
 Language and other      May impede HR
  barriers are             control and
  eliminated               coordination
 Reduced hiring costs    HCNs may have
  and immigration          limited careers
  hassles                  outside subsidiary
         HOST-COUNTRY
          NATIONALS
 Continuity of       HCNs could work to
  management           develop a federation
  improves             of national units
 Local government     rather than global
  restrictions         integration
 HCN morale
  improves
          THIRD-COUNTRY
            NATIONALS
   Salary and benefits    Transfers must
    requirements may be     consider possible
    lower than for PCNs     national animosities
          THIRD-COUNTRY
            NATIONALS
   TCNs may be better     Host government
    informed about host     may resent hiring
    country than PCNs       TCNs
                           TCNs might not
                            want to return home
                            after assignment
      Staffing with Domestic
      vs. Foreign Employees
 Goal   Congruence
  – To what extent are the goals of the foreign
    subsidiary company in sync with the goals of
    the parent company?
 Technological   Dispersion
  – To what extent is the technology needed for
    a job concentrated in the home office or
    widely dispersed througout the
    organization?
                               Staffing with Domestic
                               vs. Foreign Employees
Technology Dispersion

                        high


                               Third-Country National    Host-Country National




                               Parent-Country National         Inpartriate
                        low




                                        low                     high
                                              Goal Congruence

				
DOCUMENT INFO
Shared By:
Categories:
Tags:
Stats:
views:4
posted:9/16/2012
language:English
pages:11