gestione degli "expatriates"
DESCRIPTION
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-expatriateTRANSCRIPT
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EXPATRIATES MANAGEMENT
Daniela Carrozza Antonio De Pascali Marica Di Marino Marika Gurnale
Bianca Traina
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HQ SUBSIDIARIES
GEOCENTGEOCENTRICRIC
Third Third CountryCountry
NationalsNationals
POLYCENTPOLYCENTRICRIC
Host-Host-CountryCountry
NationalsNationals
ETHNOCENTETHNOCENTRICRIC
Parent Parent CountryCountry
NationalsNationals
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Expatriates Administration
SALARY SALARY MANAGEMEMANAGEME
NTNT
SALARY SALARY MANAGEMEMANAGEME
NTNT
EMPLOYMENT EMPLOYMENT CONTRACTCONTRACT
EMPLOYMENT EMPLOYMENT CONTRACTCONTRACT
TAX TAX REGULATIONREGULATION
TAX TAX REGULATIONREGULATION BENEFITSBENEFITSBENEFITSBENEFITS
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SELECTION CRITERIA
Professional CompetenciesTechnical SkillsLanguages
Personal FactorsFamilyInternational Motivation Tolerance Uncertainty Personality (Big5Model)
International AdjustementCultural Intelligence
How Can Firms manage Expatriates Selection?
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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 monthExperiential learningExtensive language traininigShadowingField trips to host country
How Can Firms manage Expatriates Training ?
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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 ?
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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
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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%
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•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?
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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
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EXTERNAL RECRUITMENT
SCREENING CURRICULA
ACGROUP INTERVIEWROLE PLAYINGIN BASKETLANGUAGE TEST
TECHNICAL INTERVIEW
FEEDBACK
PHYSICAL ASSESSMENT
INTERNAL RECRUITMENT
Job Posting
Feedback
Assessment of Physical Ability
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TRAINING
PRE-DEPARTURE TRAINING:HSE training
POST-ARRIVAL TRAINING:•Behaviour-Language and Medical Induction•Social network development
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REPATRIATION
Saipem has already made the repatriation an explicit part of the assignment (VS 76% Multinational Companies no Repatriation Policy)
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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 AssignmentValue new competencies and experience
Competitors hire its expatriates
Boundaryless careers
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Grazie