Expatriate Model Case Study

995 Words 4 Pages
Given the increased difficulties with the use of the expatriate model in resourcing for overseas assignments and operations, businesses will resource for their overseas assignments in the future through polycentric and geocentric staffing strategies. The use of expatriate model is based on ethnocentric staffing policy that has proven difficult to sustain. Business organizations will resource for their overseas assignments in the future through polycentric staffing strategies. Companies are likely to appoint and hire people from host country as part of promoting increased diversity and dealing with geo-political factors when expanding to overseas markets. Such staffing strategy will be adopted because employees for the host country are already …show more content…
This cohort will comprise of flexible and mobile employees who can be assigned anywhere across the globe. However, the development of such a cohort requires identification of essential competencies required for the global workers. One of these competencies is the necessary qualifications for the job in terms of education, training, and experience. Regardless of the kinds of changes that take place in the labor force, relevant knowledge and skills will always be the first competency required for the global worker. The significance of education, training, and experience for the global worker is because they demonstrate his/her ability to perform the job. In essence, an employee’s qualifications have a strong link to his/her work …show more content…
Given the influence of globalization, business organizations have mainly focused on establishing operations in overseas markets to gain competitive advantage and growth in productivity. These measures have contributed to considerable changes on the labor force in relation to workplace demographics, the employment environment, and worker expectation. While many Western business organizations relied on expatriate model for resourcing for their overseas operations, they have been forced to re-evaluate these strategies because of difficulties in sustaining this model. As a result, it is increasingly likely that organizations will change their staffing strategies in the future. They are likely to hire employees from host countries or those who are highly qualified for the position regardless of their nationality. However, for the global worker to be effective, he/she will need some competencies including necessary qualifications, flexibility, creativity and innovation, leadership and responsibility, and problem solving

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