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Gestione degli "Expatriates"

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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"

  1. 1. EXPATRIATES MANAGEMENT Daniela Carrozza Antonio De Pascali Marica Di Marino Marika Gurnale Bianca Traina
  2. 2. HQ SUBSIDIA RIES GEOCENTGEOCENT RICRIC ThirdThird CountryCountry NationalsNationals POLYCENTPOLYCENT RICRIC Host-Host- CountryCountry NationalsNationals ETHNOCENTETHNOCENT RICRIC ParentParent CountryCountry NationalsNationals
  3. 3. Expatriates Administration SALARYSALARY MANAGEMENMANAGEMEN TT SALARYSALARY MANAGEMENMANAGEMEN TT EMPLOYMENEMPLOYMEN T CONTRACTT CONTRACT EMPLOYMENEMPLOYMEN T CONTRACTT CONTRACT TAXTAX REGULATIONREGULATION TAXTAX REGULATIONREGULATION BENEFITSBENEFITSBENEFITSBENEFITS
  4. 4. 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?
  5. 5. 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 ?
  6. 6. 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 ?
  7. 7. 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
  8. 8. 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%
  9. 9. • 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
  10. 10. 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
  11. 11. 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
  12. 12. TRAINING PRE-DEPARTURE TRAINING: HSE training POST-ARRIVAL TRAINING: •Behaviour-Language and Medical Induction •Social network development
  13. 13. REPATRIATION Saipem has already made the repatriation an explicit part of the assignment (VS 76% Multinational Companies no Repatriation Policy)
  14. 14. 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
  15. 15. Grazie

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