Expatriates, Modern Technology, Institutionalisation and their Impact on Human Resource Management Practices

by

TABLE OF CONTENTS

Introduction1

Purpose2

Research question2

Aim and Objectives of Dissertation3

Literature Review3

International Human Resources Management in the MNCs5

The Advantage of Using Expatriates6

Factors Critical to Expatriate Success8

Scope11

Conceptual underpinnings13

REFERENCES15

APPENDIX19

Questionnaire19

EXPATRIATES, MODERN TECHNOLOGY, INSTITUTIONALISATION AND THEIR IMPACT ON HUMAN RESOURCE MANAGEMENT PRACTICES

Introduction

Modern-day expatriates go by many names, including expats, international designees, international employees, and global executives, although all are safely defined as being persons whom are temporarily or permanently residing in a country and culture other than that of their upbringing or legal residence. The effort is commonly made to gain the international experience often required for upper management positions. Our global infrastructure has surely seen an exponential increase of distributed expatriates over the last decade, a trend that is largely expected to continue.

The percentage of respondents reporting an increase (67%) was only 2% less than last year's record-breaking high of 69%. This slight decline, however, disappears if we consider the lower percentage of respondents who reported a decrease in the expatriate population—8% this year compared to 10% last year. Consequently, these minor differences tend to cancel each other out, and the level of optimism remains about the same. This optimistic trend was first documented in the 2005 GRTS report (Yu, Chiao, 2006, 1239-47).

However, expatriate failure has shown to be a relentless issue for multinational corporations, commonly resulting from the deficiency of cultural competence. The latter is chiefly seen as a substantial challenge that often results in less than optimal outcomes for both the expatriates and their sponsoring organizations. Successful expatriates are deemed by completing their assignment, performing well, and achieving an adequate degree of cross-cultural adjustment (Tempel, Walgenbach, 2007, 23). These variables converge on and create the equation of success within modern-day multinational organizations and the competitive advantages and international market shares that they fully intend to dominate.

It is the inability to adapt, caused by the cultural competency (the ability to adapt to culture) of the expatriate that this draft addresses. Senge (1999) states that “over the long run, superior performance depends on superior learning”. It is this very learning contributed to cultural integration and understanding that this research is dedicated to study; that expatriates (and their families) wholeheartedly need proper cross-cultural training and integration tools to assist in successful international placements in HRM (Smale, 2007, 265).

This research is designed to examine and establish the relationship between the use of Information Technology (IT) and the performances of Human Resources Management (HRM) within organizations with the perspective of expatriates.

Purpose

The purpose of this study is to explore the impact of expatriates, modern technology and institutionalisation on human resource management. This study investigates the relationship among expatriates and human resource management.

Research question

What are the critical determinants of the success of expatriate managers while on overseas assignments?

How does culture influence the effectiveness of these expatriate managers while on overseas assignments?

Aim and Objectives of Dissertation

To investigate the association of expatriates, modern technology and institutionalisation and their influence on human resource management ...