Career Development Programs for Retaining Expatriates

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Part C: Relationship of the Question to the HRM Functions

1. Relationship of the Question to Three HRM Functions

The question raised above is directly related to the functions of the human resource management. Specifically, career development for expatriates and repatriates is related to staffing, human resource development function (HRD), and performance management.

2. How the Research Question Impacts the three HRM Functions

Staffing is a HR function that involves hiring employees with suitable skills to occupy various positions within an organization. (Notes on Staffing: Nature, Aug 9, 2016)Performance management is the process of determining the progress of employees towards achievement of organizational objectives. HRD includes many aspects, such as succession planning, coaching, training, and employee career development. This is a function where HR managers assist employees to develop their personal and organizational abilities and skills.

As indicated in the research question, career development programs can assist companies to reduce turnover among expatriates and repatriates. This area might influence staffing since HR managers will be require employees whose career development needs will be aligned with an organization’s programs. Otherwise, hiring expatriates with different career development needs might not solve the problem of high turnover. Secondly, the research question suggests that human resource managers should design career performance management strategies that are aligned with the career development programs. For example, HR managers should create reviews that can identify training gaps that can assist expatriate employees to advance their careers. Finally, career development is aligned with the HRD function of an organization. HR managers should design a career path that is aligned with the needs of expatriates. The combined impact can assist HR managers to reduce the high turnover rate among expatriates and repatriates.

Works Cited

Chew. "Developing an Effective Repatriation Strategy for MNC." Journal of Comparative International Management, vol. 11, no. 2, 2017, pp. 6.

Yazinski, S. (n.d.). Strategies for Retaining Employees and Minimizing Turnover. Aug 9, 2003, from https://hr.blr.com/whitepapers/Staffing-Training/Employee-Turnover/Strategies-for-Retaining-Employees-and-Minimizing-

Donaldson, T. (2016, April 29). Values in Tension: Ethics Away from Home. Retrieved April 19, 2017, from https://hbr.org/1996/09/values-in-tension-ethics-away-from-home

Shelda Debowski. "Developing an Effective Repatriation Strategy for MNC." Journal of Comparative International Management, vol. 11, no. 2, 2017, pp. 8.

Notes on Staffing: Nature, Need and Importance | Organisation. (2016, August 09). from http://www.businessmanagementideas.com/notes/management-notes/staffing- management-notes/notes-on-staffing-nature-need-and-importance-organisation/5017