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Gestione degli "Expatriates"
 

Gestione degli "Expatriates"

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Gestione degli "Expatriates": primo Project Work, Master in Risorse Umane e Organizzazione ...

Gestione degli "Expatriates": primo Project Work, Master in Risorse Umane e Organizzazione

OBIETTIVO: Tramite un’approfondita analisi di contributi teorici e “case history” sulle tematiche emergenti per la gestione degli expatriates, si offre un contributo critico per chi vive o vorrebbe avvicinarsi alla sfidante realtà dell’International Mobility.

A cura di Daniela Carrozza, Antonio De Pascali, Marica Di Marino, Marika Gurnale, Bianca Traina

Il project work completo è disponibile sul sito http://freeyourtalent.eu/gruppi/pw01-RUO-gestione-degli-expatriate

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    Gestione degli "Expatriates" Gestione degli "Expatriates" Presentation Transcript

    • EXPATRIATES MANAGEMENT Daniela Carrozza Antonio De Pascali Marica Di Marino Marika Gurnale Bianca Traina
    • HQ SUBSIDIA RIES GEOCENTGEOCENT RICRIC ThirdThird CountryCountry NationalsNationals POLYCENTPOLYCENT RICRIC Host-Host- CountryCountry NationalsNationals ETHNOCENTETHNOCENT RICRIC ParentParent CountryCountry NationalsNationals
    • Expatriates Administration SALARYSALARY MANAGEMENMANAGEMEN TT SALARYSALARY MANAGEMENMANAGEMEN TT EMPLOYMENEMPLOYMEN T CONTRACTT CONTRACT EMPLOYMENEMPLOYMEN T CONTRACTT CONTRACT TAXTAX REGULATIONREGULATION TAXTAX REGULATIONREGULATION BENEFITSBENEFITSBENEFITSBENEFITS
    • SELECTION CRITERIA Professional Competencies Technical Skills Languages Personal Factors Family International Motivation Tolerance Uncertainty Personality (Big5Model) International Adjustement Cultural Intelligence How Can Firms manage Expatriates Selection?
    • High Rigor Low Rigor Short time period Lectures and videos on  local culture Briefing on company operation Case study e-learning and e-coaching Last over a month Experiential learning Extensive language traininig Shadowing Field trips to host country How Can Firms manage Expatriates Training ?
    • Culture shock Culture shock refers to the process of coming to understand and adapt to differences in culture through daily interaction and situations. How Can Firms manage Expatriates Training ?
    • ORGANIZATIONAL STRATEGIES : − Keeping up-to-date about organizational occurrences and problems − Career planning of expatriates should be conducted carefully from a realistic perspective with regard to repatriation, and overseas assignment should be linked to long term career plans − Training expatriates prior to return (Coaching, Counseling − Repatriates as trainers, personal for future expatriates 76% of the Organizations Had No Formalized Repatriation Policies Expatriates Repatriation INDIVIDUAL STRATEGIES : − Maintain contact with its social networks - Keeping up-to-date about national news - Be proactive - Combine best aspects of foreign and home cultures
    • Expatriate failure is the premature return of an expatriate manager to the home country each expatriate failure can cost between € 40,000 and € 1 million EXPATRIATES MGMT What Is Expatriate Failure? Recall % U.S. MULTINATIONALS 20-40% EUROPEAN MULTINATIONALS 11-15% JAPANESE MULTINATIONALS 11-19%
    • • The inability of an expatriate's spouse to adapt • The manager’s inability to adjust • Family-related reasons • The manager’s personal or emotional maturity • The manager’s inability to cope with larger overseas responsibilities • Difficulties with the new environment EXPATRIATES MGMT WHY DO EXPATRIATES MANAGER FAIL
    • HISTORY International company with Italian origin Created in 1950’ s a division of an Italian integrated energy company (Eni Group) Oriented towards oil and gas industry More than 40000 employess (110 different Nationalities) Expatriates are the 23% of the employees
    • EXTERNAL RECRUITMENT SCREENING CURRICULA AC GROUP INTERVIEW ROLE PLAYING IN BASKET LANGUAGE TEST TECHNICAL INTERVIEW FEEDBACK PHYSICAL ASSESSMENT INTERNAL RECRUITMENT Job Posting Feedback Assessment of Physical Ability
    • TRAINING PRE-DEPARTURE TRAINING: HSE training POST-ARRIVAL TRAINING: •Behaviour-Language and Medical Induction •Social network development
    • REPATRIATION Saipem has already made the repatriation an explicit part of the assignment (VS 76% Multinational Companies no Repatriation Policy)
    • STRENGHTSSTRENGHTS WEAKNESSESWEAKNESSES OPPORTUNITIESOPPORTUNITIES THREATSTHREATS Expatriates Policy Managerial and Technical Assessment Lack of psychological assessement Lack of Cross-cultural Training Reduce Low Turnover (3,5 %) Mentor Assignment Value new competencies and experience Competitors hire its expatriates Boundaryless careers
    • Grazie