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Advantages
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Disadvantages
|
|
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|
|
Parent-company nationals
|
|
|
Knows headquarters goals, objectives, practices,
people
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Not familiar with local language and situation
|
|
Proven competence
|
High cost of selecting, training, maintaining
|
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Easy communication with headquarter
|
Less career opportunities for local managers
|
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Easy to control from headquarter
|
Private problems, adjustment for family
|
|
|
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Host country nationals
|
|
|
Familiar with local situation and language
|
Not very familiar with headquarters goals, objectives,
practices, people
|
|
In many cases lower costs
|
Difficult to control from headquarter, may have local
obligations
|
|
Prove of commitment for local society
|
Difficult communication with headquarter
|
|
No resistance against localization of other staff
|
No chance for parent-company nationals to gain cross-culture
experience
|
|
|
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Third country nationals
|
|
|
Often proven competence from former posting for same
company
|
All problems as two other groups mentioned above,
albeit in a smaller degree
|
|
Experience in cross-culture communication
|
Sensitivities towards nationals of specific countries
may exist
|
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Career-orientated manager
|
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May have prior experience in the region
|
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Bridge/hinge function between parent and local company
|
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