EMPLOYEES IN MULTINATIONAL ORGANIZATIONS u Local country nationals (LCNs) u Expatriate workers or home country nationals (HCNs) u Third country nationals (TCNs)

IHRM ORIENTATIONS u Ethnocentric u Polycentric u Regiocentric u Global

KEY EXPATRIATE SUCCESS FACTORS u Professional/technical competence u Relational abilities u Motivation u Family situation u Language skills u Willingness to accept position

PRIORITY OF SUCCESS FACTORS u Depends on : u Assignment length u Cultural distance u Amount of required interaction with local people u Job complexity/responsibility

TRAINING RIGOR The extent of effort by trainees and trainers required to prepare the trainees for expatriate positions The extent of effort by trainees and trainers required to prepare the trainees for expatriate positions

CHALLENGES OF EXPATRIATE PERFORMANCE APPRAISAL u Unreliable data u Complex and volatile environments u Time differences and distance separation u Local cultural situations

STEPS TO IMPROVE THE EVALUATION PROCESS 1. Fit the evaluation criteria to strategy. 2. Fine tune the evaluation criteria 3. Use multiple evaluators with varying periods of evaluation