HOW TO CREATE AND MAINTAIN A TALENT POOL OF EFFECTIVE EXPATRIATES
The Selection-Development-Support framework (see Figure 2) introduces the short-term and long-term factors that must be considered for properly managing an expatriation-repatriation system. “Short-term” factors can be addressed by HR managers within months or weeks of the start of the expatriate assignment. “Long-term” factors will need organizational interventions that may take a year or more of sustained observation and planning to design, and can only be implemented over time.
The framework was derived from many hours of conversations with expatriates and repatriates (some of their important comments are quoted in the appropriate sections below), from an analysis of tests and ...
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