As expatriate managers continue to be a viable means for exercising control over foreign operations, they can have a direct impact on organizational performance, and therefore a delineation of the history of these key leaders in order to enhance our understanding of their continued significant impact is a laudable goal. The paper discusses each stage of the human resource management process, beginning with the identification and concluding with the repatriation stage of expatriate managers. Each stage is discussed in terms of the successes as well as problems/failures associated with the individual, organizational, environmental and systemic unit in mind. The paper concludes with future implications emphasizing the necessity to create new and/or enhance current practices relating to the development of expatriate managers' maximum global impact depending on the evolving nature of the globalization of business.
|Number of pages||22|
|Journal||Research and Practice in Human Resource Management|
|Publication status||Published - 2009|
Harvey, M., Napier, N., & Moeller, M. (2009). Interpreting dual career couples' family life-cycles: Identifying strategic windows of global career opportunity. Research and Practice in Human Resource Management, 17(2), 14-35. https://rphrm.curtin.edu.au/2009/issue2/opportunity.html