Human resource management practices for self-initiated expatriates
Räihä, Ilona (2015)
Kuvaus
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Tiivistelmä
The aim of this study is to increase the understanding of human resource management practices of self-initiated expatriates (foreign nationals hired externally), and to formulate a model of HRM of SIEs. In this study, it is found out how the HRM practices affect the SIEs, which factors affect the formation of HRM practices for SIEs and what kind of HRM practices organizations have for their SIEs.
The study consists of theoretical and empirical parts. The first theoretical part deals with SIEs and their characteristics compared to assigned expatriates (AEs). The second part of the theoretical framework focuses on the changing patterns of international staffing in multinational enterprises and discusses the HRM practices for SIEs. In the end of the theoretical part, a model of HRM practices for SIEs is formulated which is used as the base for the empirical study.
This study was conducted as a qualitative case study, and three different organizations from multinational enterprises were chosen to the interviews. From each organization an SIE and HR professional / manager were interviewed.
The research results indicate that HRM practices for SIEs do exist and the organizations modify and adjust their basic HRM practices according to the fact that the hired employee is a foreign national. Various organizational, institutional and individual factors shape the way the HRM practices are developed and thus they depend on these factors. It was also found out that in terms of adjustment, the companies provide extensive non-financial and financial support to their SIEs.
The study consists of theoretical and empirical parts. The first theoretical part deals with SIEs and their characteristics compared to assigned expatriates (AEs). The second part of the theoretical framework focuses on the changing patterns of international staffing in multinational enterprises and discusses the HRM practices for SIEs. In the end of the theoretical part, a model of HRM practices for SIEs is formulated which is used as the base for the empirical study.
This study was conducted as a qualitative case study, and three different organizations from multinational enterprises were chosen to the interviews. From each organization an SIE and HR professional / manager were interviewed.
The research results indicate that HRM practices for SIEs do exist and the organizations modify and adjust their basic HRM practices according to the fact that the hired employee is a foreign national. Various organizational, institutional and individual factors shape the way the HRM practices are developed and thus they depend on these factors. It was also found out that in terms of adjustment, the companies provide extensive non-financial and financial support to their SIEs.
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