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Expatriates: U.S.

companies have historically defined expatriates as
employees who are asked to work outside their home countries for a period of time
with the intent of eventually returning to their home countries. Expatriates who are
from the country where the company is headquartered are referred to as
headquarters expatriates. An expatriate may also be referred to as a parent-country
national.
Home-country nationals: Employees from the country in which the
headquarters is located. Also known as expatriates.
Host-country nationals: Employees from the host location in which a
global or transnational organization is operating. Possible better understanding of
local rules and laws.
Third-country nationals (TCNs): These employees are not from the home
country or the host country. TCNs have traditionally been technical or professional
employees hired for short-term employment and are often considered as
international freelance employees. In terms of employment, the term is often used
to designate "an employee working temporarily in an assignment country, who is
neither a national of the assignment country nor of the country in which the
corporate headquarters is located. It is a term often used in the context

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in order to go to destination countries that is likewise not their country of origin. Host country nationals are from the host country in which the organization is operating. What is the difference between a parent-. and most of the key positions at the foreign venture are occupied by parent country nationals. country of transit). host-. Parent country nationals (also known as expatriates) are employees from the country in which the headquarters is located.Employees from a country other than where the parent organization’s headquarters or overseas operations are located.e. Firms use this approach in early stages of internationalization and when a firm is establishing a new business or product overseas and prior experience is 2|Page . referring to individuals who are in transit and/or applying for visas in countries that are not their country of origin (i. strategic decisions are made at headquarters in the parent country.of migration. Compare and contrast an ethnocentric staffing policy with a polycentric staffing policy. Third country nationals are from a country other than where the parent organization’s headquarters or overseas operations are located. An ethnocentric staffing approach tends to be utilized when overseas ventures have little autonomy. and third-country national? Explain.

That is. If John goes to France to study.critical. French people are Host-country nationals and people from any country other than the US or France are Third-country nationals. citizen. a firm believing in this approach will decentralize on a country-by-country basis. or Home-country Nationals. If John moves to France to live with no immediate intention of going back to the US (but also no immediate intention of becoming a French citizen) John is an American Expatriate. These overseas ventures tend to be managed by host country nationals who rarely receive promotions to headquarters in the parent country. Organizations that rely mostly on HCNs to staff their overseas business operations are following a polycentric staffing approach. from his standpoint other Americans are Home-country nationals. 3|Page . Host-country nationals and Third-country nationals? Let us say John is a U. Difference between Expatriates. and the individual locations will be responsible for developing their own personnel policies and guidelines. This tends to occur when a multinational company considers each of its overseas ventures as a unique national entity that possesses autonomy in decision-making. coordination between overseas ventures will be minimal.S.

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