Integrating Expatriate Careers with International Business Activity

Abstract

The second in this series on international and expatriate career activity argues for increased attention to developing a strategic link between international business activity and the HRM and career management functions that purport to support such business activity. Looks towards addressing some of the problems potentially experienced by firms in the international marketplace and their expatriates. This is achieved by: (1) overviewing research that is currently under way with respect to the expatriate career management practices of selected Australian organizations; and (2) identifying some of the more important concerns that existing empirical and case study research on expatriate career management has shown in terms of the types of career initiatives to which organizations need to pay attention, prior to an overseas move by their staff, during an overseas appointment, and finally when repatriating staff.