Employee development (ED).

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Employee development (ED)

“The purpose of ED can be defined as developing human potential to assist organizations and individuals to achieve their objectives”. (Redman &Wilkinson, 2001 p.129). Since the impact of the globalization, the new positioning and competitive competences of the company will bring the HR department new challenges of finding effective career paths for their global employees.

“A study conducted by the Global Leadership Institute shows a positive relationship between the level of employee internationalization and the organization’s Return on Assets.” (Black et al, 1999, p1). That’s why according to Black “an international assignment is the single most powerful experience in shaping the perspective and capabilities of effective global leaders…A global assignment play important roles in succession planning and leadership development; in coordination and control; and in technology, innovation, and information exchange and dissemination.” “According to a survey by the National Foreign Trade Council, the number of Americans working overseas, jumped 30% in 1995. Of the 74 companies the NFTC polled, 71% said they expect this growth to continue.” (Hayes et al, 1996)

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“However, somewhere between 25and 40 per cent of foreign assignments fail in US transnationals.” (Stonehouse et al, 2000,p.210).  In fact, 20% to 48% of expatriates leave their companies within the first year of returning from an international assignment In a Business Horizons survey of 135 repatriated employees, only 39% felt their firm used their newly acquired skills; a meager 29% claimed that the assignments helped their careers. (Hayes et al, 1996).

Such a failure is partly due to the mismatch between the organizational goals and personal goals, which is the main purpose of ED.  Other reasons are: ...

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