MANAGEMENT OF EXPATRIATES

Management of Expatriates

Management of Expatriates

Introduction

The globalization of the economy involving companies in an international dimension, which poses some challenges at the operational level and requires major changes in human resource management. One such challenge is the need for the geographical mobility of the workforce at the international level, which is generally known by the name of expatriation (Selmer, 1995).

It all starts with the emergence of globalization, since 1492, when Christopher Columbus discovered America. At that time it initiates a change of era, European countries, the old great powers, among which was Spain as the first, begin to "expatriate" cheap labor from the conquered countries to Europe or other colonized countries. The so-called expatriates now were slaves at that time. These were the first "expatriates", sent to other countries to work with the handicap of doing so without pay, if we do not consider the lashes as part of this.

After many years, and in the XXI century, the profile of workers who come out is totally different. The reasons why a company decides to "pull" to an employee outside the country may be different. The main factor is the professional development plans and to a lesser extent, the training plans for employees (Kraimer and Wayne, 2004). But also, as a curiosity, is often used to get rid of a problem employee.

However, in this paper, we will examine the employees in the management of expatriate in pharmaceutical companies with respect to globalization.

Discussion

Expatriate Workers Management aims to combine theory with practical knowledge of the problems that arise in the management of human resources in the enterprise aspects of expatriate management in pharmaceutical companies. It aims to update and give concrete answers and solutions to conflicts, day by day arise in these areas and must be addressed from the Offices of Lawyers, Management Consultancy and Human Resources Departments or Labor Relations companies. Solving, in short, the basic labor law issues, Fiscal and Human Resources Management expatriate workers, today we face in pharmaceutical companies (Alampay, Beehr & Christiansen, 2000).

Most of the pharmaceutical companies are multinationals and they need to transfer their people to other countries for management and other important responsibilities. The movement of people and their families to other countries raises many questions that need to find a coherent response. On the one hand, we must define the characteristics of the business plan and objectives to be achieved for pharmaceutical companies. Second, you have to select people who develop the project and design a professional and attractive economic proposal that involves a positive motivation for career choice. Third, monitoring must be performed on the development of the mission and an estimate of the function to be performed on their return.

If you intend to act with minimal planning and unity of action cannot be considered each of these phases in isolation. It is necessary to achieve a global vision that meets, consistently, to each of the dimensions that will come into play throughout the process: the economic, vocational, psychological, socio-cultural and family (Alampay, Beehr ...