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The process of seeking for a job position is often challenging. However, if the person seeks for the job abroad, there are more challenges and unexpected problems. It is also important to pay attention to the fact that the human resource strategies and recruitment process can differ significantly in various countries. Nevertheless, the orientation to the globalisation and its principles results in broadening the international job market.
Moreover, the work in the international company abroad can be discussed as the developed tendency of the present day. The international job market depends on the constant changes in demands for the definite specialists and certain positions. Today, many foreign employees work in the Asian region and at the territories of the North America when the percentage of the job migration in Europe is rather low, and this fact is caused by the unstable economy within the region.
There are many challenges for the persons who seek for the work abroad which are connected with the legal issues, HR strategies, and cultural barriers. Nowadays, the international job market is based on the demands of the IT specialists. This tendency remains unchanged during the recent years because of the constantly developed industry (Rossheim).
Nevertheless, the marketing industry also develops significantly and the demands for the workforce can change in relation to the region. From this point, the employees should pay attention to the popularity of this or that specialisation in different regions.
Many persons begin their career abroad because their company steps into the international arena and opens new offices. The cultural barriers, language issues, and differences in the approaches to the work process become the main challenges for the international employees (Wild and Wild 58). However, it is easier to work in the companys department abroad than to start a new career in the foreign country.
To avoid a lot of difficulties connected with the legal issues (medical insurance, taxes), special work permits, and cultural barriers, many specialists are inclined to search for project jobs for the definite time period. Nevertheless, in spite of the time working abroad, recruiters pay much attention to the competence of applicants, to their education and degrees, and to the work practice.
The work in cities outside the home country is the challenge for the employees competence (Wild and Wild 90-92). Moreover, HR professionals who work in the international companies develop special strategies for managing the workforce diversity, but the pressure experienced by the employees in the foreign country can be significant.
Having analysed the contemporary trends in recruiting employees internationally, it is possible to accentuate the role of the Asian region and North America in developing the globalisation tendencies (Wild and Wild 89). The work of people from all over the world in the US or Japanese international companies becomes the common situation. On the contrary, the European countries develop the active job connections predominately within the European Union because of the consequences of the global economic crisis.
To conclude, it is possible to state that the main challenges which are experienced by employees working abroad is the necessity to adapt to the new and unfamiliar culture, to approve the professional competence, and to resolve definite legal issues. The major problems experienced by HR managers are the necessity to manage the diverse workforce effectively with references to the cultural peculiarities and strategic goals of the company.
Works Cited
Rossheim, John. 2013 Marketing Jobs Outlook. 2012. Web.
Wild, John, and Kenneth Wild. International Business. USA: Pearson-Prentice Hall, 2012. Print.
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