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Managing expatriates : a return on investment approach / Yvonne McNulty, Kerr Inkson.

By: Contributor(s): Material type: TextTextSeries: 2013 digital library | Human resource management and organizational behavior collectionPublisher: [New York, N.Y.] (222 East 46th Street, New York, NY 10017) : Business Expert Press, [(c)2013.]Edition: 1st edDescription: 1 electronic text (xxvii, 232 pages) : digital fileContent type:
  • text
Media type:
  • computer
Carrier type:
  • online resource
ISBN:
  • 9781606494837
Subject(s): Genre/Form: Additional physical formats: Print version:: No titleLOC classification:
  • HD6300
Online resources: Available additional physical forms:
Contents:
Part 1. Expatriation and return on investment -- 1. Basics of expatriation -- 2. Expatriation and ROI -- Part 2. Understanding expatriates -- 3. Expatriate compensation -- 4. Expatriate families -- 5. Global careers -- 6. Expatriate psychological contracts -- Part 3. Managing expatriation using ROI -- 7. A new model of expatriate ROI -- 8. Evaluating expatriate ROI -- 9. Five core principles for effective eROI -- Appendix A. Mobility managers study -- Appendix B. Expatriate employees study -- Appendix C. Trailing spouses study -- Notes -- Glossary -- References -- Index.
Abstract: Expatriation is a big topic and is getting bigger. Over 200 million people worldwide now live and work in a country other than their country of origin. Tens of billions of dollars are spent annually by organizations that move expatriates around the world. Yet, despite the substantial costs involved, expatriation frequently results in an unsatisfactory return on investment (ROI), with little or no knowledge as to how to improve it. Why is this so? The problem overwhelmingly lies in the poor delivery of effective expatriate management which is frequently handicapped by a lack of understanding of international careers and the forces that drive competition in the "global war for talent," an increasingly short-term profit-driven focus and a failure to adopt the rational strategic approach that organizations automatically apply to other areas of their business.
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Item type Current library Collection Call number URL Status Date due Barcode
Online Book (LOGIN USING YOUR MY CIU LOGIN AND PASSWORD) Online Book (LOGIN USING YOUR MY CIU LOGIN AND PASSWORD) G. Allen Fleece Library ONLINE HD6300 (Browse shelf(Opens below)) Link to resource Available BEP10738672
Online Book (LOGIN USING YOUR MY CIU LOGIN AND PASSWORD) Online Book (LOGIN USING YOUR MY CIU LOGIN AND PASSWORD) G. Allen Fleece Library Non-fiction HD6300 (Browse shelf(Opens below)) Link to resource Available 10738672

Part of: 2013 digital library.

Part 1. Expatriation and return on investment -- 1. Basics of expatriation -- 2. Expatriation and ROI -- Part 2. Understanding expatriates -- 3. Expatriate compensation -- 4. Expatriate families -- 5. Global careers -- 6. Expatriate psychological contracts -- Part 3. Managing expatriation using ROI -- 7. A new model of expatriate ROI -- 8. Evaluating expatriate ROI -- 9. Five core principles for effective eROI -- Appendix A. Mobility managers study -- Appendix B. Expatriate employees study -- Appendix C. Trailing spouses study -- Notes -- Glossary -- References -- Index.

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Expatriation is a big topic and is getting bigger. Over 200 million people worldwide now live and work in a country other than their country of origin. Tens of billions of dollars are spent annually by organizations that move expatriates around the world. Yet, despite the substantial costs involved, expatriation frequently results in an unsatisfactory return on investment (ROI), with little or no knowledge as to how to improve it. Why is this so? The problem overwhelmingly lies in the poor delivery of effective expatriate management which is frequently handicapped by a lack of understanding of international careers and the forces that drive competition in the "global war for talent," an increasingly short-term profit-driven focus and a failure to adopt the rational strategic approach that organizations automatically apply to other areas of their business.

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