Repatriation: up, down or out?

Article Abstract:

Repatriation is an important aspect of international human resources management that is often ignored. As the globalization of business proceeds, more attention is being focused on the needs of expatriate workers and managers as well as on other problems in international assignments, such as selection, cross-cultural preparation, global career management and completion. However, little thought is spared for the needs of repatriated workers, who experience a 'culture shock' similar to what they experienced when first sent abroad. This disorientation arises out of coming back to a greatly changed work and community environment with unfamiliar people, structures and expectations. Expatriates may also fear for their jobs due to downsizings and are not given enough opportunities to use their international experience. Nevertheless, a few firms have begun to address this lack through repatriation programs handled and planned by personnel departments.

Analysis, International aspects, Repatriation, Employee relocation

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Prepare to walk a moral tightrope: put your ethics to a global test

Article Abstract:

One of the biggest challenges facing US-based multinational companies is dealing with the issue of global business ethics. Their ethical codes are increasingly put to the test as they expand internationally and are confronted with moral issues ranging from the simple matter of giving business gifts to out-and-out bribery, child-labor practices and other illegal activities. To deal with this, many international corporations are developing codes of conduct, with some even taking it to the point of incorporating these codes into their day-to-day business practices. Companies that are planning to create a global code of ethic should first consider their own mission statements and values. They should state these values and define a code of ethical behavior clearly, and should take into account cultural differences. In addition, they should develop training programs, appraisal systems and a mechanism for communicating this code.

International business enterprises, Multinational corporations, Ethical aspects, Business ethics

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What the ADA means to the nondisabled

Article Abstract:

The Americans with Disabilities Act (ADA) of 1990 is expected to make as great an impact on the nondisabled members of the workforce as on the disabled employees themselves. Nondisabled employees will have to be educated to increase their understanding of, and sensitivity toward the disabled. They would need to overcome their misconceptions about people with disabilities and to learn how to treat their handicapped colleagues with respect. Human resource (HR) professionals have a significant role to play in helping this come about. One way by which HR practitioners can help the nondisabled deal with their handicapped co-workers is by developing a training program that would encourage the non-handicapped to ask questions and voice their discomfort. This program should also clarify to all trainees the company's policy regarding the disabled and the behaviors expected of employees.

Prevention, Discrimination against disabled persons, Handicapped discrimination, Employment discrimination, Human resource directors

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