Md.

Rashik Ahsan Abbassy

ID: 2024341044

Answer to the Question No 1

Four types of principle approaches are found in international staffing. Those are discussed
below:

Ethnocentric Approach: In this type of approach, the organization hires people from the
parent country to fill vacant positions all over the world. That means,

 The organization can relocate their existing employees who all are the permanent
resident of the parent country.
 The organization can hire an employee from the parent country who lives or wants to
live in the host country.

Polycentric Approach: In this type of approach, the organization hires local people to fill
the vacant positions in a host country. The organization may give advertisements on local job
seeking platforms. Or the organization can also take help from the local recruitment agencies.

Region-centric Approach: In this type of approach, the organization hires people or

transfers people within the same region. The organization should consider the language or
cultural barriers before taking this approach.

Geocentric Approach: Geocentric approach means the organization hires the best candidates
to fill their vacant positions without the consideration regarding their background, from
where they come from or where they live.

 Hiring remote employees means the organization wants to hire someone at a place
where they don’t have their office.
 Relocating employees means the organization brings foreign talents into their parent
country and relocate people to a new host nation.

These are the four approaches of international staffing that the organizations are using to staff
their employees.
 Md. Rashik Ahsan Abbassy
ID: 2024341044

Answer to the Question No 2

The various tasks set by the organization for their employees on a foreign location is called
international assignment. The reason can range from position fulfilling to organizational or
managerial development. Basically, three types of international assignments are available
based on the duration and agreements. Those are-

Short-term Assignments: These assignments are not more than 6 months in duration.
Management development, problem solving or project supervision- these are the major
purposes for the short-term assignments. Expatriates are unaccompanied by the family in
most of short-term assignments. Then again, the company provides less benefits to them.

Extended Assignments: Extended assignments can long up to one year. Employees enjoy
extended assignments with facilities on such arrangements. Generally, this type of
assignments is the conclusion part of the short-term assignments.

Long-term Assignments: This type of assignments are 12 to 36 months long in duration. It

requires rigorous expatriate selection and training. In this type of assignments, expatriates get
relocation benefits, housing allowances, annual home leaves etc.

Answer to the Question No 3

An expatriate will have a certain amount of expectations for their roles and business
relationships. The roles of an expatriate can be-

Position Filling: An expatriate can be sent as an agent if the subsidiaries are

underperforming to ensure the host country compliance. The role of the expatriate is to
ensure the strategic objectives in this position filling purpose.
 Md. Rashik Ahsan Abbassy
ID: 2024341044

Organizational Development: To assist in the instilment of common corporate values and

alignment of corporate objectives and policies in subsidiaries, an expatriate can be sent as an
agent. The expatriate must play the role in the early stages of internationalization when there
is a need to develop a consistent set of corporate values on a global scale.

Managerial Development: An expatriate must play the role of a network builder for the
managerial development purposes. The role includes developing linkage and building
connections within the company and outside of the company.

Language Nodes: An expatriate can be the bridge between staffs speaking different
languages. This role could be a very important in ethnocentric, geocentric and egocentric
approaches where the manager may not speak the native language of the country in which
they are working.

Transfer of Competence and Knowledge: Expatriates transfer knowledge and skills to

foreign partners. Expatriates who are working with local distributors can provide knowledge
and expertise to the local partners regarding the product and market which ultimately will
help to develop joint programs to improve market penetration.