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The selection of international business managers: part 1

机译：国际业务经理的选择：第1部分

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摘要

Purpose - The paper seeks to examine how potential international business managers used to be selected for overseas assignments and analyses selection methods currently employed, commenting on their validity. Design/methodology/approach - The various methods are compared in an attempt to draw up a list of required competencies on which there is a fair degree of consensus. A comparison is also made between the requirements of the traditional expatriate manager and the new breed of young international managers who operate in the global marketplace. Included is the author's own experience in this field. The use of psychometric and personality tests, along with reliance on interviews and past performance, is also assessed. In addition, the increased use of assessment centres and their resulting advantages are highlighted. The concerns and expectations of young potential international managers faced with careers involving considerable time away from the home base are examined, in particular the problems of dual careers, future employment on repatriation and family concerns. Surveys by multinational companies are cited in support. Findings - There is very often no apparent correlation between traditional methods of selection and actual performance. Recent research and the resulting practice put more emphasis on selection methods that attempt to assess the ability to work effectively and live harmoniously in a multinational, multicultural environment. Originality/value - Against a background of a likely reduced pool of potential managers, the paper emphasises selection methods aimed at reducing the margin of error in the recruitment of international managers.
机译：目的-本文旨在研究过去如何选择潜在的国际业务经理进行海外任务，并分析当前采用的选择方法，并对其有效性进行评论。设计/方法/方法-比较各种方法，以试图草拟出所需的能力列表，在这些列表上有相当程度的共识。还比较了传统的外籍经理和在全球市场上工作的新的年轻国际经理的要求。其中包括作者在该领域的经验。还评估了心理测验和人格测验的使用，以及对访谈和过去表现的依赖。此外，强调了评估中心使用的增加及其带来的优势。研究了潜在的年轻国际管理人员面临的职业生涯涉及远离本国的大量时间的担忧和期望，特别是双重职业，遣返未来的就业和家庭问题等问题。支持中引用了跨国公司的调查。发现-传统的选择方法与实际绩效之间通常没有明显的关联。最近的研究和由此产生的实践更加重视选择方法，这些方法试图评估在多国，多文化环境中有效工作和和谐生活的能力。原创性/价值-在可能减少潜在经理人的背景下，本文强调了旨在减少招聘国际经理人时的误差幅度的selection选方法。

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