The traditional selection models focused on the job content and ignored the performance in the task (Jack 1994, cited Dortch 1989). When we focused on discussion the section of the international managers, we could not ignore that more and more large companies regard the international management experience as a necessary qualification for promotion (Harris and Brewster, 1999). What are the selection criteria for international human resource management? The selection criterion for IHRM consists of theory and practice.
1. The selection criteria: the theory
There is no difference between the personal abilities required for managing the international business successful, while the international business demands of high level of skills has been success developed. The reason is there is a set of activities and responsibilities required in the home country for manager’s work in the foreign countries. It suggests that the international managers need the skills to deal with the problems of different cultural in the global environment (Harris and Brewster 1999, cited Philips 1992).
The strategic awareness, the ability of adapt in new environment, the sensitivity of different cultures, the work ability in international teams, language skills and understanding of the international business markets are required for international managers(Harris and Brewster 1999, cited Barham and Devine 1991) based on the study of international managers not expatriate managers by Ashridge Management Research Centre.
The eight criteria such as the adaptability the family adaptability in new environment, the work motivations, the level of education, the language, the social manners, the status of the job and the medical status first suggested by Torbiorn in 1982 and quoted by Harris and Brewster in 1999.
Harris and Brewster (1999) mentioned there are ten competencies required by international managers, namely the global awareness, the international negotiation, the international strategy and marketing, the international finance and cultural, the ethical, building the international teams and working with the stakeholders and the skills of foreign language. These competencies defined by Birchall et al. in 1995.
2. The sectional criteria: the practice
Reiche and Harzing (2009) mentioned in the article “Based on a review of the literature on the selection of personnel for assignments abroad written by Tung in 1981, it pointed out the variables to guide the selection.”
1) Technical ability: as the location of individual has a long distance with the technical centre and could not consult with others easily, so select a person who has the technical ability is very important for working abroad.
2) Personal traits or relational ability: the personal ability not only related to have the knowledge of different cultural but also related to deal with the workmates, customers and superiors effectively.
3) The ability of adaption in new environment: the ability of adaption in new environment means the adaption under the controlled environment.
4) Family situation: family situation means the ability of the family members live in the foreign countries.
