Once international assignments for Multinational Corporations (MNCs) were primarily about filling skill gaps in overseas subsidiaries. Now, there is increasingly a developmental purpose involved – one that benefits both the employee and the corporation.
While overseas, employees can develop skills and increase knowledge of foreign markets, cultures and languages and establish an international network – all of which means an assignment is seen as a ‘career booster’. Corporate performance can also be boosted as employees with the above skills return and assume senior positions.
However, as the number of international assignments increases steadily, providing every former expatriate with a better position upon repatriation is beyond the capacity of many MNCs.
Career development back in the home country may depend on the assignment’s purpose, the support practices provided by the assigning MNC, or the proactive career management displayed by the employee.
The findings of this joint research between The RES Forum (a Global Mobility information sharing group), the University of Hamburg and the Leuphana University of Lüneburg were published this month. You can read the full report by registering with The RES Forum if you are an in-house HR practitioner at www.theresforum.com/register, or you can request a copy by emailing office@theresforum.com
