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Managing A Boundaryless Career (2009) Final

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The webinar covers the concept of a boundaryless career and looks at the roles of senior management, the human resource department, the line manager, and the expatriate in an international assignment.

The webinar covers the concept of a boundaryless career and looks at the roles of senior management, the human resource department, the line manager, and the expatriate in an international assignment.


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  • 1. Managing a Boundaryless Career doshebu the art of the expat 23 rd February, 2010 Location: London, England, U.K Latitude: 51° 30‘ North  Longitude: 0° 07‘ West  Language: English (U.K.) Time Zone: GMT (No daylight savings)
  • 2. What’s a Boundaryless Career?
      • 1. “Independence from, rather than dependence on, traditional organizational career arrangements."
      • (Arthur & Rousseau, 1996)
      • 2. Global Mindset
        • Internal: subjective sense of where one’s work life is going
        • External: advancement within the organisation
        • (Stahl, 2002)
  • 3. Who’s an Expatriate? Either a professional who has specialised in international business or a person who works in a specialist field which makes them highly mobile within their field. Career expatriate A professional working abroad with their own company . Entrepreneurial expatriate Educated young professional at the start of their career. Self selected for an international assignment and employed by an international company as a local employee. Usually single. Young global professional A mid to senior level executive selected for their potential as a leader and sent abroad by their company. Usually a family man. Traditional expatriate Explanation Type
  • 4. What’s an International Assignment?
    • An assignment (of a year or more) in a host country, performed by an expatriate, who runs all or part of the host country operation, replicates the company’s structure, troubleshoots, or performs functional tasks.
    • (Adapted from Briscoe and Schuler, 2004)
  • 5. The Expatriate Career Cycle
  • 6. Choosing the Right Person
        • Cognitive Skills: Ability to see things in different ways
        • Emotional Resilience: Ability to maintain confidence and objectivity under difficult circumstances
        • Personal Drive: Determination to succeed, to be proactive, to take personal risks
    • (Jokinen, 2005)
  • 7. Meeting the Needs of Expatriates
          • Person
          • Country
          • Training
          • Costs
          • Logistics
          • Compensation
          • Timing
          • Emergencies
    • (Adapted from Working Abroad by William Martin)
  • 8. What’s Senior Management’s Role?
        • Expatriate Life Cycle: Mentoring
        • Communication: Shared Values, Global Strategy
        • Defining Value :Measurement of International Assignment
        • Capturing Value: Innovation
  • 9. What’s HR’s Role?
        • Expatriate Life Cycle
          • Selection: Choosing the right person
          • Management: Measuring the contribution, support for expatriate and family,
          • Repatriation: Debriefing, career counseling
        • Strategic Role
          • Succession Planning
          • Measurement (ROI)
  • 10. What’s the Line Manager’s Role?
        • Expatriate Life Cycle
          • Selection: None
          • Repatriation: Working with a new person!
        • Communication
          • Building a global team
  • 11. doshebu the art of the expat
    • Sharon Lorimer
    • founder
    • skype: sharonlorimer
    • e. [email_address]
    • Kim Khan
    • Partner
    • e. [email_address]
    • William Martin
    • Associate
    • e. [email_address]

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