International Management: recruiting, developing, motivating and retaining talent

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International Management: recruiting, developing, motivating and retaining talent by Mind Map: International Management: recruiting, developing, motivating and retaining talent

1. expatriation

1.1. culture shock

1.2. repatriation problems

1.2.1. loss of status

1.2.2. loss of autonomy and responsibility

1.2.3. family conflicts

1.2.3.1. isolation

1.3. expatriate stress

1.3.1. loneliness

1.3.2. isolation

1.4. selection process

1.4.1. special skills

1.4.2. open or closed selection process

1.5. types of expatriate-HCE relationships

1.5.1. HCE: Host country employees

1.5.2. harmonious, distant or segregated

1.6. Job performance

1.6.1. depends on:

1.6.1.1. community embeddedness

1.6.1.2. organization embeddedness

1.6.1.3. situation in the home country

1.6.1.3.1. family and friends

1.7. What determines expatriates’ performance while abroad? The role of job embeddedness: https://www.emerald.com/insight/content/doi/10.1108/JGM-06-2014-0015/full/html?skipTracking=true

2. Recruiting

2.1. employee selection

2.1.1. job interviews

2.1.2. identify suitable staff

2.2. trends in recruiting

2.2.1. globalization

2.2.2. digitalization

2.3. brand image

2.3.1. image and personality

2.3.2. principles, ideals, code of conduct

2.4. Social Media

2.4.1. „Using social media to recruit global supply chain managers” Using social media to recruit global supply chain managers | Emerald Insight

3. global talent management

3.1. develop skills in the MNE

3.2. disadvantages for local workforce

3.3. In SME´s

3.3.1. Recent developments

3.3.1.1. Digitalization

3.3.1.2. Globalization

3.3.1.3. Remote working

3.3.2. Competitive advantage though talent management

3.3.2.1. Agile adaptation to circumstances

3.3.3. A REVIEW OF SMEs RECRUITMENT AND SELECTION DILEMMA: FINDING A ‘FIT’. A REVIEW OF SMEs RECRUITMENT AND SELECTION DILEMMA: FINDING A 'FIT'.: EBSCOhost

4. crisis management

4.1. covid 19

4.2. political crisis/ instabilities

5. employee loyalty

5.1. corporate entrepreneurship

5.2. work environment

5.3. attract talents

5.4. well-being

5.5. healthcare

6. cross cultural differences

6.1. language barriers

6.2. cultural differences

6.3. cross-cultural training

6.3.1. adjustment problems

7. institutional aspects

7.1. work restrictions

7.2. entry restrictions

7.3. visa

7.4. political tensions

8. the role of women/ gender differences in international careers

8.1. dual-career couple

8.2. stereotypes

8.2.1. family responsibilities

8.2.2. male model of career development

8.2.3. lack of trust

8.3. lack of networking and mentoring

8.3.1. less social capital

8.3.2. enhance solidarity

8.3.3. less support

8.4. empowerment

8.4.1. felxible work times

8.4.2. remote work

8.4.3. work-life-balance

8.5. glass ceiling

8.5.1. Gaijin Syndrome

8.5.2. discrimination

8.5.2.1. tokenism

8.6. CHALLENGES FACED BY WOMEN IN INTERNATIONAL CAREER by International Journal of research in commerce and management CHALLENGES FACED BY WOMEN IN INTERNATIONAL CAREER: EBSCOhost

8.7. The Purpose of expatriation: Why women undertake international assignments by Journal Human Resources Management http://web.a.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=8&sid=9c75b33c-3c51-4bad-953e-4c3e3aa6b952%40sessionmgr4007

9. retention

9.1. extrinsic motivation

9.2. intrinsic motivation

9.3. turnovers

10. employee development

10.1. mandatory employee training

10.2. highlighting improvement needs

10.3. costly for the company

10.4. performance improvement

10.5. better handle unexpected situations

10.6. implement a corporate culture