Article Abstract:
Recruiting top-quality executives is becoming increasingly difficult as the pool of managers capable of dealing with the international business environment continues to shrink. This concern takes on added significance for European corporations due to the integration of major European countries into a single market. Companies employ various strategies in attracting and developing international managers, including identifying managers with high potential early in their career and providing them with international experience, hiring people from outside of the company for overseas management positions, and using marketing techniques to sell the company to business graduates desirous of an international career.
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Article Abstract:
The internationalization of business in the future is going to require managers from many different countries that are familiar with working in foreign countries. Much of the responsibility for recruiting, training, and relocating these new managers will fall on the personnel department. Systems for training expatriate managers, developing complex international pay scales, and maintaining communications systems will have to be created. The management organizational structure will be changed as managers find themselves receiving instructions from, and reporting back to, many different parts of the organization.
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Article Abstract:
There is a tendency among organizational members to look at the appointment of new corporate officers as the solution to all of the company's problems, which can only lead to disappointment when these officers fail to live up to superhuman expectations. The selection of chairmen, chief executives, finance directors and other key figures need careful planning so that these people may succeed in their jobs. Major considerations should include the executives' capacity to meet the needs of the company, and the kind of preparation and support given by the firm to the new appointees.
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