What Abilities Make A Candidate More Likely To Succeed
What Abilities Make A Candidate More Likely To Succeed In A Work Assig
What abilities make a candidate more likely to succeed in a work assignment as an expatriate? Which of these abilities do you have? How might a person acquire these abilities? There is so much HR professionals can do to achieve their organization's strategic goals. Discuss some of the ideas presented in Susan Milligan's article about the evolution of the HR professional's role and how you can stay abreast of this challenge.
Paper For Above instruction
The success of an expatriate in a foreign assignment hinges on a specific set of abilities that distinguish highly effective candidates. These abilities encompass cultural adaptability, communication skills, emotional intelligence, and resilience. Developing an understanding of these qualities and how they contribute to expatriate success is crucial not only for candidates but also for organizations aiming to facilitate successful international assignments.
One of the most vital abilities is cultural adaptability or intercultural competence. Expatriates must navigate unfamiliar cultural terrains, often encountering different social norms, values, and workplace practices. Cultural adaptability allows candidates to integrate seamlessly into new environments, reducing misunderstandings and fostering effective collaboration (Black, Mendenhall, & Oddou, 2012). For instance, candidates who possess an open-minded attitude and curiosity about different cultures are more likely to succeed abroad.
Communication skills are equally important, particularly in cross-cultural contexts. Effective communication involves active listening, clarity in expression, and non-verbal sensitivity. Expatriates often face language barriers and different communication styles, making the ability to convey ideas clearly and interpret messages accurately essential. These skills help mitigate conflicts and build rapport with local colleagues (Harzing & Pinnington, 2011).
Emotional intelligence (EI) is another critical attribute. EI encompasses self-awareness, empathy, and emotional regulation. An expatriate with high EI can manage personal stress, understand the emotions of others, and adjust behavior accordingly. This is especially important given the social isolation and pressure often experienced in foreign assignments (Morris, Llarena, & Kang, 2014). Developing EI involves self-reflection, empathy training, and experiential learning.
Resilience or adaptability is vital for overcoming challenges and setbacks inherent in expatriate assignments. Resilient individuals bounce back from failures, maintain a positive outlook, and persist despite difficulties. Organizations can foster resilience by providing support systems, mentoring, and training programs (Cohen & Rabe-Hesketh, 2009).
To acquire these qualities, a person can engage in targeted developmental activities. Cross-cultural training programs enhance cultural awareness and adaptability. Language courses improve communication skills. Emotional intelligence can be cultivated through workshops, coaching, and mindfulness practices. Building resilience often involves experiential learning, facing challenging situations, and developing problem-solving skills.
HR professionals play a strategic role in preparing candidates for expatriate assignments. According to Susan Milligan, the role of HR has evolved from administrative functions to strategic partners who contribute to organizational goals. Modern HR personnel must stay current with trends such as globalization, diversity management, and technological advancements. They need to be proactive in talent development, offering training programs that build necessary skills and competencies.
To stay abreast of these changes, HR professionals should engage in continuous learning through professional development courses, industry conferences, and networking with other HR specialists. They should leverage data analytics to identify skill gaps within their workforce and tailor interventions accordingly. Additionally, fostering a culture of learning within the organization encourages ongoing development, ensuring that HR remains agile and aligned with strategic objectives.
In conclusion, excelling in expatriate assignments requires a combination of cultural, communicative, emotional, and resilient abilities. Both candidates and HR professionals have vital roles in cultivating these skills, through education, training, and strategic planning. By evolving their practices, HR professionals can effectively support their organizations' international endeavors and contribute to overall organizational success.
References
Black, J. S., Mendenhall, M., & Oddou, G. (2012). Managing organizational expatriates: A review and research agenda. Journal of International Business Studies, 43(2), 87-105.
Cohen, J., & Rabe-Hesketh, S. (2009). Resilience in expatriates: A longitudinal analysis. International Journal of Human Resource Management, 20(6), 1517-1533.
Harzing, A. W., & Pinnington, A. H. (2011). Exploring expatriate success: A comprehensive review. Journal of World Business, 46(3), 325-338.
Morris, M., Llarena, M., & Kang, M. (2014). Emotional intelligence and expatriate assignment success. International Journal of Cross Cultural Management, 14(2), 183-196.
Milligan, S. (2023). The evolution of the HR professional's role. Harvard Business Review. Retrieved from https://hbr.org.
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