HRM200 Chapter Notes - Chapter 17: Leadership Development, Economic System, Recognition Of Prior Learning

• School: University of Waterloo
• Department: Human Resources Management
• Course: HRM200
• Professor: Dean Bulloch William Peckham

Document Summary

Workplace mobility: managing recruitment, relocation and retention of employees outside the core region. Expatriate: citizens of the parent company country, who are sent to work in another country. Immigrant: a person residing in canada who was born outside of canada (excluding temporary foreign workers, Canadian citizens born outside of canada, and those with student or working visas) Selecting, training and managing employees abroad is complicated by different: cultural factors, economic systems, legal systems, labour cost factors, industrial relations factors. Consideration for relocating expatriates: candidate identification, selection, cost projections, assignment letters, compensation, benefits, tax programs, relocation assistance, family support. Expatriate assignment failure: reducing the early return of an expatriate: Reasons to use local management: many prefer not to work in a foreign country, high cost of using expatriates, may be viewed as better citizen , expatriates may emphasize short term initiatives. Reasons to use expatriates: technical competence, step in leadership development, corporate control.