In what ways have the staffing trends of expatriates changed and how valuable are they to MNCs?
This thesis aims to understand the issues of expatriation as well as the potential beneficial factors of their employment. Therefore, understanding the value of expatriates to global players is the key basis to this research. Eight in-depth telephone interviews were held with two international firm...
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| Format: | Dissertation (University of Nottingham only) |
| Language: | English |
| Published: |
2012
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| Online Access: | https://eprints.nottingham.ac.uk/25826/ |
| _version_ | 1848793062941130752 |
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| author | Tonks, Danielle |
| author_facet | Tonks, Danielle |
| author_sort | Tonks, Danielle |
| building | Nottingham Research Data Repository |
| collection | Online Access |
| description | This thesis aims to understand the issues of expatriation as well as the potential beneficial factors of their employment. Therefore, understanding the value of expatriates to global players is the key basis to this research.
Eight in-depth telephone interviews were held with two international firms in China: Jaguar Land Rover, from the UK and a German firm, Freudenberg & co. These case studies aimed to gain an insight into the experiences of expatriates and those who manage expatriates in the workplace. The implications of recruitment, compensation, training, adjustment, and the economic changes in China were all explored. Attention has also been paid to the transfer of the two firms’ HRM practices from the United Kingdom and Germany to the People’s Republic of China. Some aspects of HRM practices are explored briefly: recruitment and selection, training, and workforce entitlements. Attention notably focuses on the impact of the country holding a socialist state status on the convergence of these practices.
Respondents highlighted that expatriates created few challenges for the firms with the differences in cultures being the most significant issue for JLR. The main conclusion formulated from this thesis highlighted that improving posting notice and cross-cultural training could be a way of dealing with these cultural differences within JLR. It appeared Freudenberg & co experienced fewer challenges, notably due to their global experience, however, did highlight issues regarding repatriation and the wage increase. In addition, although expatriates assisted with the convergence of IHRM practices and policies to a certain extent, it is evident that localisation strategies are still incorporated within both firms. |
| first_indexed | 2025-11-14T18:54:20Z |
| format | Dissertation (University of Nottingham only) |
| id | nottingham-25826 |
| institution | University of Nottingham Malaysia Campus |
| institution_category | Local University |
| language | English |
| last_indexed | 2025-11-14T18:54:20Z |
| publishDate | 2012 |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | nottingham-258262017-10-19T13:11:45Z https://eprints.nottingham.ac.uk/25826/ In what ways have the staffing trends of expatriates changed and how valuable are they to MNCs? Tonks, Danielle This thesis aims to understand the issues of expatriation as well as the potential beneficial factors of their employment. Therefore, understanding the value of expatriates to global players is the key basis to this research. Eight in-depth telephone interviews were held with two international firms in China: Jaguar Land Rover, from the UK and a German firm, Freudenberg & co. These case studies aimed to gain an insight into the experiences of expatriates and those who manage expatriates in the workplace. The implications of recruitment, compensation, training, adjustment, and the economic changes in China were all explored. Attention has also been paid to the transfer of the two firms’ HRM practices from the United Kingdom and Germany to the People’s Republic of China. Some aspects of HRM practices are explored briefly: recruitment and selection, training, and workforce entitlements. Attention notably focuses on the impact of the country holding a socialist state status on the convergence of these practices. Respondents highlighted that expatriates created few challenges for the firms with the differences in cultures being the most significant issue for JLR. The main conclusion formulated from this thesis highlighted that improving posting notice and cross-cultural training could be a way of dealing with these cultural differences within JLR. It appeared Freudenberg & co experienced fewer challenges, notably due to their global experience, however, did highlight issues regarding repatriation and the wage increase. In addition, although expatriates assisted with the convergence of IHRM practices and policies to a certain extent, it is evident that localisation strategies are still incorporated within both firms. 2012-09-18 Dissertation (University of Nottingham only) NonPeerReviewed application/pdf en https://eprints.nottingham.ac.uk/25826/1/Dissertation_FINAL.pdf Tonks, Danielle (2012) In what ways have the staffing trends of expatriates changed and how valuable are they to MNCs? [Dissertation (University of Nottingham only)] (Unpublished) |
| spellingShingle | Tonks, Danielle In what ways have the staffing trends of expatriates changed and how valuable are they to MNCs? |
| title | In what ways have the staffing trends of expatriates changed and how valuable are they to MNCs? |
| title_full | In what ways have the staffing trends of expatriates changed and how valuable are they to MNCs? |
| title_fullStr | In what ways have the staffing trends of expatriates changed and how valuable are they to MNCs? |
| title_full_unstemmed | In what ways have the staffing trends of expatriates changed and how valuable are they to MNCs? |
| title_short | In what ways have the staffing trends of expatriates changed and how valuable are they to MNCs? |
| title_sort | in what ways have the staffing trends of expatriates changed and how valuable are they to mncs? |
| url | https://eprints.nottingham.ac.uk/25826/ |