Manufacturers Case

DISCUSSION # 10

Once a selection team is in place and it has determined the strategic goals and cultural issues, it can begin the selection process. Because of the extraordinary challenges that an expatriate can encounter, the selection criteria for a successful candidate are more extensive than for a home-country position. Some of the most commonly used selection criteria for overseas assignments should include;

Ability to Adapt

The ability to adapt to other cultures is critical to the success of international assignments. Managers need a degree of cultural toughness. As culture shock creeps in, managers begin to encounter frustration ad feel confused. Those who are able to deal with the new situation and develop coping strategies, are known to have the ability to adapt both socially and physiologically. These attributes are key to a successful experience working with people from different backgrounds and cultures.

Physical and Emotional Health

Most organizations also require that their expatriate managers be in good physical and emotional health and also be able to psychologically withstand culture shock. By recognizing that the physical and emotional health of the expatriate and family is critical to the success of an international assignment, HR can play a crucial role in the selection process.

Age, Experience, and Education

Most MNC's strive for a good balance between age and experience. Evidence points to the fact that younger managers are more eager for international assignments. They portray an appreciation for other cultures than older managers. A graduate degree is also important but it is not a universal agreement. Further, technical Competence - Otherwise defined as "Knowledge of, and skill in the exercise of, practices required for successful accomplishment of a business, job, or task" is highly important. There is a high expectation that the leader be competent in the assigned task or specialty he is supervising when he is competent and has the experience.

Language Training

The ability to speak the language of the host country is crucial. Language training is valuable for Managers who want to be efficient in their communication skills. Training programs focus on developing basic conversational skills in order to prepare participants to work in foreign countries. A Manager that can only speak English for instance, would encounter a distinct disadvantage when doing business in a non- English country. Language training prepares expatriates on how to speak foreign languages in business settings as well as in more casual settings. This type of training can help expatriates avoid embarrassing communication issues.

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