Maike Andresen

Christian Nowak

This book is designed to help practitioners and academics to assess the added value of HR practices. It provides hands-on recommendations for choosing effective means to manage HR and specific suggestions aimed at facilitating the measurement of HR practices’ impact on value creation. Evidence-based recommendations are made by drawing on thorough empirical research from various research traditions and academic disciplines. It covers a wide variety of tasks faced by the HR function and specifically addresses new challenges such as assessing the added value of work-life balance practices.

Assessing Added Value

Human Resource Management Practices

Akram Al Ariss

Matthias Walther

Globalization and the development of multinational organizations have led to an increase in the number of people spending part of their lives living and working in foreign countries. While the contemporary literature has focused on organizational expatriates sent overseas by their employers, self-initiated expatriation is becoming an important area of study in its own right. Studies on self-initiated expatriation explore the labor market positions of individuals who have relocated under their own initiative. However, no comprehensive book exists on the dynamics that underlie this type of mobility. This edited volume offers a holistic picture of self-initiated expatriation and the groups that pursue it, emphasizing many aspects for departure including career development and career capital. It is the first book on the market to explore the issues pertaining to self-initiated expatriation from a variety of perspectives with important theoretical and practical implications. In an era of global war for talent, companies face difficulties in finding highly skilled employees. Self-initiated expatriates have the potential to fill this talent gap. National economies thus have an interest in creating favorable conditions to attract self-initiated expatriates and provoke their repatriation, and this book explores the conditions that achieve the return of employees with skills that are in demand outside of their home countries.

Individual, Organizational, and National Perspectives

Self-initiated Expatriation

Wilhelm Schmeisser

Stephan Kaiser

Der Spagat zwischen den Erwartungen der Mitarbeiter und den Vorgaben der Unternehmensleitung stellt die Personalbereiche vor große Herausforderungen. Verständlich gegliedert bietet das Buch Studienanfängern einen idealen Einstieg in das Thema. Neben Kenntnissen über relevante Aufgabenfelder und Funktionsbereiche, erlangen sie die Fähigkeiten personalwirtschaftliche Probleme eigenständig zu erkennen und zu beurteilen. Durch die zunehmende Globalisierung wird auch das internationale Personalmanagement immer wichtiger. Aus diesem Grund wird der Dimension der internationalen Personalfragen ein eigenes Kapitel gewidmet. Prüfungsfragen und Aufgaben ermöglichen den Studierenden eine Selbstkontrolle. Mittels QR-Codes können die Leser Definitionen und Glossareinträge mit ihrem Smartphone aufrufen und als E-Lernkarten vor der Prüfung nutzen. In anschaulicher Form und kompakter Weise werden Studierenden die zentralen Grundlagen und Instrumente eines aktuellen Personalmanagements näher gebracht.

Personalmanagement

Vesa Suutari

Chris Brewster

This edited volume builds on the previously published Self-Initiated Expatriation: Individual, Organizational, and National Perspectives, which served to give in-depth insights into the concept and the processes of self-initiated expatriation and presented different groups undertaking self-initiated foreign career moves. While more than a hundred articles on self-initiated expatriation (SIE) have been published in the meanwhile, an examination of the research questions and samples of SIEs in published SIE research shows that the role of context and its impact on SIEs’ career-related decisions and behaviors has not been explored sufficiently. This raises the question in how far existing research results are comparable. The aim of this follow-up volume is to deepen the understanding of SIEs’ careers, focusing on the contextual influences of space, time, and institutions on the heterogeneous SIE population. More specifically, the editors aim to shed light on spatial conditions in terms of the home and host country conditions on the self-initiated expatriation experience and examine developments over time in terms of temporality of conditions and SIEs’ life-course. Moreover, the influence of the institutional context in terms of occupational, organisational, and societal specificities will be analysed. All chapters are based on strong theoretical foundations that serve to conceptualise "context" and are written by both established and emerging global academics and researchers. Self-Initiated Expatriates in Context contributes to conceptual clarity in the burgeoning field of SIE research by drawing attention to the importance of exploring context and, thus, boundary conditions to careers. It offers specific guidance for an improvement of future SIE-related research in order to enhance the validity of future empirical studies as well as for an improvement of managerial practice. It will be of interest to researchers, academics, practitioners, and students in the fields of international business, human resource management, organisational studies, and strategic management.

Maike Andresen

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