LEADER 04383nam 2200925 a 450 001 9910787558503321 005 20230125184130.0 010 $a1-60649-483-X 035 $a(CKB)2670000000400435 035 $a(EBL)1294954 035 $a(OCoLC)853623681 035 $a(SSID)ssj0001141697 035 $a(PQKBManifestationID)11757553 035 $a(PQKBTitleCode)TC0001141697 035 $a(PQKBWorkID)11091607 035 $a(PQKB)11758023 035 $a(CaBNVSL)swl00402637 035 $a(Au-PeEL)EBL1294954 035 $a(CaPaEBR)ebr10738672 035 $a(CaONFJC)MIL504511 035 $a(CaSebORM)9781606494820 035 $a(MiAaPQ)EBC1294954 035 $a(EXLCZ)992670000000400435 100 $a20130802d2013 fy 0 101 0 $aeng 135 $aur|n|---||||| 181 $ctxt 182 $cc 183 $acr 200 10$aManaging expatriates$b[electronic resource] $ea return on investment approach /$fYvonne McNulty, Kerr Inkson 205 $a1st ed. 210 $a[New York, N.Y.] (222 East 46th Street, New York, NY 10017) $cBusiness Expert Press$d2013 215 $a1 online resource (264 p.) 225 1 $aHuman resource management and organizational behavior collection,$x1946-5645 300 $aPart of: 2013 digital library. 311 $a1-60649-482-1 320 $aIncludes bibliographical references (p. 215-226) and index. 327 $aPart 1. Expatriation and return on investment -- 1. Basics of expatriation -- 2. Expatriation and ROI -- Part 2. Understanding expatriates -- 3. Expatriate compensation -- 4. Expatriate families -- 5. Global careers -- 6. Expatriate psychological contracts -- Part 3. Managing expatriation using ROI -- 7. A new model of expatriate ROI -- 8. Evaluating expatriate ROI -- 9. Five core principles for effective eROI -- Appendix A. Mobility managers study -- Appendix B. Expatriate employees study -- Appendix C. Trailing spouses study -- Notes -- Glossary -- References -- Index. 330 3 $aExpatriation is a big topic and is getting bigger. Over 200 million people worldwide now live and work in a country other than their country of origin. Tens of billions of dollars are spent annually by organizations that move expatriates around the world. Yet, despite the substantial costs involved, expatriation frequently results in an unsatisfactory return on investment (ROI), with little or no knowledge as to how to improve it. Why is this so? The problem overwhelmingly lies in the poor delivery of effective expatriate management which is frequently handicapped by a lack of understanding of international careers and the forces that drive competition in the "global war for talent," an increasingly short-term profit-driven focus and a failure to adopt the rational strategic approach that organizations automatically apply to other areas of their business. 410 0$a2013 digital library. 410 0$aHuman resource management and organizational behavior collection.$x1946-5645 606 $aForeign workers 606 $aInternational business enterprises$xEmployees 610 $aexpatriate 610 $aexpatriation 610 $aexpatriate assignment 610 $aexpatriate compensation 610 $aexpatriate family 610 $aexpatriate management 610 $aexpatriate return on investment 610 $aexpatriate trends 610 $aglobal career 610 $aglobal mobility 610 $aglobal staffing 610 $aglobal war for talent 610 $ahost country nationals (HCNs) 610 $ahuman capital 610 $ainternational assignment 610 $ainternational business 610 $ainternational human resource management 610 $ainternational management 610 $aparent country nationals (PCNs) 610 $apsychological contract 610 $arepatriation 610 $areturn on investment 610 $aROI 610 $astrategic planning 610 $atalent management 615 0$aForeign workers. 615 0$aInternational business enterprises$xEmployees. 676 $a331.62 700 $aMcNulty$b Yvonne$01516926 701 $aInkson$b Kerr$01486284 801 0$bMiAaPQ 801 1$bMiAaPQ 801 2$bMiAaPQ 906 $aBOOK 912 $a9910787558503321 996 $aManaging expatriates$93753646 997 $aUNINA