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Expatriate Selection and Orientation
Author(s) -
Stone R.J.
Publication year - 1986
Publication title -
asia pacific journal of human resources
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.825
H-Index - 33
eISSN - 1744-7941
pISSN - 1038-4111
DOI - 10.1177/103841118602400310
Subject(s) - expatriate , competence (human resources) , selection (genetic algorithm) , personnel selection , business , public relations , psychology , marketing , management , political science , social psychology , computer science , economics , law , artificial intelligence
Expatriate selection is considerably more difficult than the selection of personnel for a domestic position. Unfortunately, this is often not realised by companies involved in international personnel selection. Typically, companies look at the technical competence of the individual and that's all. Human relations skills, understanding of host country culture, ability to adapt and language skills are ignored or treated as relatively minor issues. Yet, research suggests that the most important items that make for success in an expatriate assignment are human relations skills, an understanding of host country culture and an ability to adapt (Robinson 1979). Technical competence is way down on the list of required qualities. According to some expert opinion “failure of assignments… in up to 80% of cases is due to personal adjustment rather than a lack of technical skills” (Holmes and Piker 1980).