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Description
Expat assignments can be incredibly useful, if done correctly. However, 10-20 percent of expat assignments fail due to various difficulties \u2014 adjustment, preparedness, family issues, etc. There are many ways to mitigate this failure rate, include training and development, proper preparation, support throughout the assignment \u2014 the one this thesis

Expat assignments can be incredibly useful, if done correctly. However, 10-20 percent of expat assignments fail due to various difficulties \u2014 adjustment, preparedness, family issues, etc. There are many ways to mitigate this failure rate, include training and development, proper preparation, support throughout the assignment \u2014 the one this thesis evaluates is proper selection measures for choosing an expat going abroad. Selecting the right candidate is the first step in the battle and if this is done correctly, it increases the likelihood that the expat assignment will be successful. Here we evaluate three selection measures: job performance, resiliency, and employee readiness. Included are interview questions with raters, as well as comments from current/past expats and managers of expats. If the three characteristics are well assessed for, a better selection for an expat can be made, thus increasing the probability of a successful assignment.
ContributorsHarrington, Jessarra Morgan (Author) / Baer, Michael (Thesis director) / Macafee, Lisa (Committee member) / Department of Management and Entrepreneurship (Contributor) / Barrett, The Honors College (Contributor)
Created2017-12
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Description
Many companies recognize the need of soft skill improvement and utilize leadership development programs. As the program states, the company uses the curriculum to focus on developing and cultivating leadership skills for their employees. While perfecting the aptitudes, it is vital that these curriculums focus primarily on developing soft skills

Many companies recognize the need of soft skill improvement and utilize leadership development programs. As the program states, the company uses the curriculum to focus on developing and cultivating leadership skills for their employees. While perfecting the aptitudes, it is vital that these curriculums focus primarily on developing soft skills rather than hard skills. Not stating that hard skills are not significant; just that leaders require to apply soft skills abundantly in their day to day duties. Within this thesis, the discussion is on the gap of soft skills and why the need to improve and narrow the breach is imperative in today's workforce. About 67% of HR managers will hire a candidate with strong soft skills, even if their hard skills are lacking; since HR managers value and recognize the proficiency gap of soft skills in the workforce today. Because of the necessity for soft skills, it is vital for employers to identify how to assess for soft skills. In order to do so, the companies should focus on the competencies that are required for the needed position. For the competencies that are utilized in leadership positions, soft skills are emphasized and assesses for more. Salt River Project is utilized, in the thesis, as a company example on assessing competencies that are desired when hiring for leadership positions, varying from a supervisor level position to a director level position. Due to the findings stated in the thesis, soft skills are weighed heavily and are recognized as required skills for most leadership positions. Therefore, soft skills are paramount in leadership development programs.
ContributorsRodriquez, Alisa (Author) / Macafee, Lisa (Thesis director) / Knott, Eric (Committee member) / Department of Management and Entrepreneurship (Contributor) / School of Historical, Philosophical and Religious Studies (Contributor) / Barrett, The Honors College (Contributor)
Created2018-05