Global HR Best Practices for Successful International Assignments

1. Global HR Considerations

2. Selection Factors for Global Employees Figure 8–9

3. Why International Assignments Fail • Personality • Person’s intentions • Family pressures • Lack of cultural skills • Other non-work conditions like living and housing conditions, and health care

4. Predictors of Success for International Assignments • Family situation tops the list • Flexibility/adaptability screening • Previewing what changes an international assignee can expect • Have a careful screening process • Improve orientation • Provide good benefits • Test employees fairly • Shorten assignment length

5. Intercultural Competence Training Source: Developed by Andrea Graf, PhD, Technical University of Braunschweig, Germany, and Robert L. Mathis, PhD, SPHR. Figure 9–10

6. Course Learnings • All managers are HR managers • HRM is changing to a more strategic role • Transactional HR activities are being outsourced • Job Analysis (descriptions) is the key to effective management • Know what you want (expectations), and reward for it (compensation) • Leverage diversity • Organizations pay for good managers • It’s always about the people