managing a boundaryless career (2009) final
DESCRIPTION
The webinar covers the concept of a boundaryless career and looks at the roles of senior management, the human resource department, the line manager, and the expatriate in an international assignment.TRANSCRIPT
Managing a Boundaryless Career
doshebuthe art of the expat
23rd February, 2010
Location: London, England, U.KLatitude: 51° 30‘ North Longitude: 0° 07‘ West
Language: English (U.K.)Time Zone: GMT (No daylight savings)
What’s a Boundaryless Career?
1. “Independence from, rather than dependence on, traditional organizational career arrangements."
(Arthur & Rousseau, 1996)
2. Global Mindset- Internal: subjective sense of where one’s work
life is going- External: advancement within the organisation
(Stahl, 2002)
Who’s an Expatriate?
Type Explanation
Traditional expatriate A mid to senior level executive selected for their potential as a leader and sent abroad by their company. Usually a family man.
Young global professional Educated young professional at the start of their career. Self selected for an international assignment and employed by an international company as a local employee. Usually single.
Entrepreneurial expatriate A professional working abroad with their own company.
Career expatriate Either a professional who has specialised in international business or a person who works in a specialist field which makes them highly mobile within their field.
What’s an International Assignment?
An assignment (of a year or more) in a host country, performed by an expatriate, who runs all or part of the host country operation, replicates the company’s structure, troubleshoots, or performs functional tasks.
(Adapted from Briscoe and Schuler, 2004)
The Expatriate Career Cycle
Choosing the Right Person
1. Cognitive Skills: Ability to see things in different ways
2. Emotional Resilience: Ability to maintain confidence and objectivity under difficult circumstances
3. Personal Drive: Determination to succeed, to be proactive, to take personal risks
(Jokinen, 2005)
Meeting the Needs of Expatriates
1. Person 2. Country 3. Training 4. Costs5. Logistics6. Compensation7. Timing 8. Emergencies
(Adapted from Working Abroad by William Martin)
What’s Senior Management’s Role?
1. Expatriate Life Cycle: Mentoring
2. Communication: Shared Values, Global Strategy
3. Defining Value :Measurement of International Assignment
4. Capturing Value: Innovation
What’s HR’s Role?
1. Expatriate Life Cycle- Selection: Choosing the right person- Management: Measuring the contribution,
support for expatriate and family, - Repatriation: Debriefing, career counseling
2. Strategic Role- Succession Planning- Measurement (ROI)
What’s the Line Manager’s Role?
1. Expatriate Life Cycle- Selection: None- Repatriation: Working with a new person!
2. Communication - Building a global team
doshebuthe art of the expat
Sharon Lorimerfounder
skype: sharonlorimere. [email protected]
Kim KhanPartner
William MartinAssociate