What three skills would you argue are most valuable for expatriates to acquire, both for an expatriate’s career development and overall operational success, as well as the success of the companies for which they work? Why?

What three skills would you argue are most valuable for expatriates to acquire, both for an expatriate’s career development and overall operational success, as well as the success of the companies for which they work? Why?
HRMN 467
RESPOND TO CLASSMATE POSTS TO DISCUSSION QUESTIONS
Question 1: What are the steps a company’s Global Human Resources Department can take to maximize the effectiveness of an expatriate’s assignment and avoid a failed assignment? (DO NOT RESPOND TO THIS, RESPOND TO THE CLASSMATES RESPONSES BELOW)
1. Amy Hammes
Question 1: What are the steps a company’s Global Human Resources Department can take to maximize the effectiveness of an expatriate’s assignment and avoid a failed assignment?
The first step would be to perform a job analysis. This is because an analysis is designed to clarify the unique duties and demands of a specific position. What changes after this step is certain abilities outside of the actual job description that are unique to the overseas position. This week’s chapter on International HRM Considerations states that “overseas work experience, being extroverted, possessing tolerance to stress, knowing another language, and having cultural experience are additional skills that should be considered for a successful assignment” (2017). This is because working overseas is not the same as working in your home country. Depending on the new culture or difference in language, the environment in the workplace could feel completely foreign, even if you are used to the actual type of work you are employed for. So, the HR department should be sure that not only is the person qualified in these stated areas, but they are also willing and enthusiastic about taking on the challenge. If the person does not seem curious or involved in the process to fill the position, they might not adjust well. This reminds me of school and the general learning process. If the students are not engaged, interested, or attentive, they are probably not learning. It would appear to be the same with finding a person for the right foreign assignment. If they are not very interested in learning about the assignment, they will probably not engage enough in the process to learn what is necessary for the job to be a success. That means HR is probably setting things up for failure by hiring this person for the job. It would be best to find a different applicant that is more willing and enthusiastic about the overseas position.
International HRM Considerations. (2017). Retrieved from week 3 reading under: Recruitment and Selection.
2. Gina Alcca Rivas
Question 1: What are the steps a company’s Glob

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