The paradox of international talent: alternative forms of international assignments

Abstract

In the area of international human resource management, academic research has emphasized the need to focus on alternative types of international assignments outside expatriate assignments including short-term, frequent flyer, and commuter assignments (Collings, Scullion and Morley 2007, Mayrhofer, Hartmann, Michelitsch-Riedl and Kollinger 2004). This paper discusses international recruitment and selection practices, the role adjustments plays, and even gender and marital status, and illustrates how the dynamics have changed with the increasing prevalence of alternative international assignments. Although global talent management trends have evolved in practice, international human resource management theorizing has not kept pace (Brewster, Mayrhofer and Morley 2004). Given the need for research in the area of alternative assignments, we believe this paper will have important theoretical and practical implications for multinational enterprises.

Keywords:

• alternative assignments
• expatriate
• global HRM
• IHRM
• international assignments
• international talent

Acknowledgement

Thanks goes to Luisa Helena Pinto for her detailed comments on earlier drafts of this manuscript.