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International Sales Force—Staffing Options

International Sales Force—Staffing Options. Expatriates —home-country employees that accept an extended foreign assignment; must live in the foreign country to carry out duties

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International Sales Force—Staffing Options

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  1. International Sales Force—Staffing Options • Expatriates—home-country employees that accept an extended foreign assignment; must live in the foreign country to carry out duties • Local Nationals—individuals who live in or are native to the host country; may require extensive product or sales training • Third Country Nationals—expatriates from their own countries that agree to work for a foreign company in a third country • Virtual Expatriates—employees who retain their home-country residency and conduct business via information technology and short commutes

  2. International Sales Force—Selection Traits • For international marketing positions, management should choose individuals with the following traits: 1. Maturity 7. Flexibility 2. Emotional Stability 6. Cultural Empathy 3. Breadth of Knowledge 5. Energetic 4. Enjoy Travel

  3. International Sales Force—Training Programs • Expatriates are captives of their own habits and patterns. Before any training can be effective, open-minded attitudes must be established • In addition to cultural assimilation,training for expatriates should focus on the business customs and special foreign sales problems that will be encountered • Training of local personnel should focus more on the company, its products, technical information, and selling methods

  4. International Sales Force—Motivation and Rewards

  5. Commit to reassigning expatriates to meaningful positions Assign a mentor, who can act as liaison between the expatriate and various headquarters departments Offer a written job guarantee stating what the company is obligated to do for the expatriate on return Keep the expatriate in touch with headquarters through periodic briefings and headquarters visits Take steps to include the family in repatriation once a return date is set Expatriate Repatriation Five steps can be taken to successfully repatriate an employee back to the home office:

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