Selection for international assignments |
Abstract:
The selection of individuals to fill international assignments is particularly challenging because
the content domain for assessing candidates focuses primary attention on job context rather
than attempting to forecast the ability to perform specific tasks on the job or more generally,
the elements listed in a technical job description. International assignment selection systems
are centered on predicting to the environment in which the incumbents will need to work
effectively rather than the technical or functional job they are being asked to do which in many
cases is already assessed or assumed to be at an acceptable level of competence. Therefore,
unlike predictors of success in the domestic context where knowledge, skills, and abilities may
dominate the selection strategy, many psychological and biodata factors including personality
characteristics, language fluency, and international experience take on increasing importance
in predicting international assignee success. This article focuses on the predictors affecting the
outcome of international assignments and the unique selection practices, which can be
employed in selection for international assignments. In addition, this article discusses the
practical challenges for implementing the suggestions for selecting international assignees. |
| Keywords: |
Expatriate Selection, International Assignments, International Selection Systems |
| Author(s): |
Paula Caligiuri, Ibraiz Tarique, Rick Jacobs |
| Source: |
Human Resource Management Review 19 (2009) 251–262 |
| Subject: |
منابع انسانی |
| Category: |
مقالات ترجمه شده - دانلود ترجمه مقاله |
| Release Date: |
2009 |
| No of Pages: |
10 |
| Price(Tomans): |
0 |
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