Korean expatriates' performance in Singapore : a study of selection,development, social and organisational issues.
The past decade has seen a massive growth of multinational enterprises all around the world. The rapid globalisation of businesses has also raised new international human resource management issues like expatriation. The subject of expatriation is often a recurrent organisational issue especially wh...
Saved in:
| Main Authors: | , , |
|---|---|
| Other Authors: | |
| Format: | Final Year Project |
| Language: | English |
| Published: |
2013
|
| Subjects: | |
| Online Access: | http://hdl.handle.net/10356/51957 |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Institution: | Nanyang Technological University |
| Language: | English |
| Summary: | The past decade has seen a massive growth of multinational enterprises all around the world. The rapid globalisation of businesses has also raised new international human resource management issues like expatriation. The subject of expatriation is often a recurrent organisational issue especially when the need to develop an international cadre becomes ev'er more important in this global era.
This study seeks to identify the key factors which influence expatriate performance. Korean expatriates are chosen as the subject of this study because little research in this area has been carried out so far. Moreover, with more Korean multinational enterprises participating actively in the international arena coupled with their increasing presence in Singapore, the need for the study takes on greater significance.
The relevant expatriation issues in this research include Selection, Training & Development, Family & Social Support and Organisational Support. To examine these issues, a questionnaire survey of Korean expatriates and Human Resource Directors working in Korean MNEs in Singapore was conducted.
The results of this study are consistent with some findings from previous studies on expatriation. One of them is that technical knowledge remains the overriding selection criterion for selecting candidates overseas assignments. However, several new discoveries were also made. For example, it was found that post-arrival training is deemed most effective in ensuring expatriate performance. This finding deviates from previous studies which placed more emphasis on pre-departure training. Finally, based on the research findings, some recommendations for MNEs and future academic research in this area have been forward. |
|---|