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Meyskens M, Von Glinow MA, Werther Jr. WB, & Clarke, L 2009, ‘The paradox of international talent: Alternative forms of international assignments’, The International Journal of Human Resource Management, vol. 20, no. 6, 1439-1450.
Meyskens, Von Glinow, Werther Jr., and Clarke in their article ‘The paradox of international talent: Alternative forms of international assignments’ lays focus on the distinct varieties of international assignment. It draws attention to how outsourcing talent is mostly dependent on the extent of assignment overseas. Subsequent to a rise in substitute international assignments, the authors have found out that gender, marital status, and adjustments play a significant role in international selection and recruitment practices. This article is more allied to the practices of multinational enterprises, which have a tendency of operating internationally. The authors endeavor at highlighting the issues surrounding international recruitment as well as selection practices allied with international assignments.
This article proves significant in that if focuses on an issue of concern within the contemporary world, which is use of expatriates in the globalizing milieu. Equally, it draws on relevant theories, such as applied agency theory (Harvey, Speier, & Novecevic 2001) and person-environment fit theory (Tarique, Schuler, & Gong 2006). According, using relevant theories, this articles aids employees in understanding choices for international assignment. In addition, the article takes a wide-ranging look at the extent to which international assignees emphasize on having work-life balance while opting for an assignment. In accordance to authors such as Saraf (2005) and Romer (2011), employees within the contemporary organizational world have realized the importance of balancing their work with their life to attain high productivity. Ultimately, the article’s significance is manifest whereby it defines several proportions pertaining to the repercussions of expatriate assignees of high and low congruence amid parent and subsidiary.
The approach used in the article proposes that whilst IHRM has conventionally concentrated on expatriate management, the study of alternative expatriate assignments, including commuter, short-term and frequent flyer is portraying a rise in importance. Hence, the authors consider several MNE staffing techniques employed with the aim of dealing with these novel alternative assignments. Concurring with other authors such as Collings, Scullion, & Morley (2007), the article accentuates the relevance of using new-fangled genres of international assignments in the global staffing themes. Moreover, they classify the repercussions that the staffing techniques may have on the selection and recruitment practices. Besides, the article draws attention to the value of attaining the appropriate blend of human resource practices, which is the vehicle toward attainment of organizational performance within the global world.
The authors highlight the increase in intricacies of employing expatriates and the augmenting value of global talent as the principal barriers to best practices. Besides, there is a barrier in transferring evidence-based research pertaining to management practices from research to practice. Hence, they conclude by highlighting the difficulties in obtaining, deploying, and retaining international talent, which is on the verge of increase.
In the contemporary globalizing industry, this article is of value because it adds to the existing research pertaining to international assignment staffing techniques. Nevertheless, it has minimal limitations in that it ought to address the need for adoption of a strategic approach that addresses alternative assignments fit for both organizational objectives and lifestyle requirements of assignees.
Collings, D, Scullion, H, & Morley, M 2007, Global staffing, Cheltenham, Edward Elgar.
Harvey, M, Speier, C, & Novecevic, M 2001, ‘A theory-based framework for strategic global
human resource staffing policies and practices,’ International Journal of Human Resource Management, vol. 12, no. 6, pp. 898-915.
Meyskens M, Von Glinow MA, Werther Jr. WB, & Clarke, L 2009, ‘The paradox of
international talent: Alternative forms of international assignments’, The International Journal of Human Resource Management, vol. 20, no. 6, 1439-1450.
Romer, C 2011, Work-Life balance and the economics of workplace flexibility, New York,
Saraf, D 2005, Conquering your workplace: from mailroom to boardroom-a sourcebook for
today’s workforce, Lincoln, iUniverse.
Tarique, I, Schuler, R, & Gong, Y 2006, ‘A model of multinational enterprise subsidiary staffing
composition,’ The International Journal of Human Resource Management, vol. 17, no. 2, pp. 207.
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