The Possibility of Applying Strategic International HRM for Investigating Expatriates of Japanese Companies

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  • 我が国企業における海外派遣員に関する研究再考と戦略的国際人的資源管理論への展開可能性について
  • ワガクニ キギョウ ニ オケル カイガイ ハケンイン ニ カンスル ケンキュウ サイコウ ト センリャクテキ コクサイジンテキ シゲン カンリロン エ ノ テンカイ カノウセイ ニ ツイテ

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Abstract

This study considers the possibility of applying strategic international human resource management for investigating expatriates of Japanese companies. It is based on a review of important articles from Japan, other countries and the result of preliminary research by the author on the experience of expatriates in an overseas business. Because of increase in globalization of management, practical use of human resources is required for further development in Japanese companies. In particular, it will become important to employ the employee who takes charge of international business for Japanese companies. Japanese companies have two issues in recruiting expatriate candidates. First, Japanese companies have a fundamental problem of having a limited number of expatriate candidates under the policies of 'reduction in the work force' and 'change in labour view'. Second, there is an increase in the number of employees who dislike transfer to a distant place. Therefore, recruitment of expatriates of Japanese companies has been very difficult. It is concluded that effective human resource management for expatriates will be quite important for Japanese companies. This paper is organised as follows: First, the definition of expatriate is assessed briefly. Second, after reviewing important articles from Japan and other countries about expatriates, their 'Career Cycle' is reviewed from the viewpoint of 'selection', 'training', 'appraisal' and 'repatriation'. Then, the limitations of previous studies are pointed out from the viewpoint of contribution to business. Third, studies on 'the attributes of the expatriates' are reviewed and the attributes are re-examined. Fourth, because of continual globalization of management, for the maximum practical use of expatriates, I considered the possibility of applying the framework of a strategic international human resource management to the study of expatriates. The combined function of 'strategy' and 'human resource management' should be considered important. Finally, the limitations of the study are discussed.

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