PAGEPAGE23《國際外派人員管理》(英語)教學(xué)大綱課程編號：051002B課程類型：□通識教育必修課□通識教育選修課√專業(yè)必修課□專業(yè)選修課學(xué)科基礎(chǔ)課總學(xué)時：32講課學(xué)時：16實驗（上機）學(xué)時：16學(xué)分：2適用對象：人力資源管理（國際班）先修課程：人力資源管理各門課程一、課程簡介與教學(xué)目標(biāo)（一）課程簡介本課程系統(tǒng)的闡述了國際外派人員管理的理論和方法，主要針對跨國公司的國際外派人力資源這個特殊人群，從戰(zhàn)略、招聘、績效管理、薪酬管理、培訓(xùn)與開發(fā)、職業(yè)生涯管理、回任管理、權(quán)益保護等不同模塊對國際外派人員管理進行了深入分析和闡述，幫助學(xué)生更好的理解和掌握關(guān)于國際人員外派管理的知識。（二）課程教學(xué)目標(biāo)本課程主要內(nèi)容是跨國公司海外派遣人員的招聘與選拔、績效管理、激勵管理等，采用案例、情景模擬、小組討論等方式，以當(dāng)前國際外派人員管理經(jīng)典公司為模板，將當(dāng)前最新國際外派人員管理模式展示出來。結(jié)合目前的管理現(xiàn)狀和與時俱進的思想，重點講解的內(nèi)容和方法包括：在課程教授過程中，輔以案例分析，熱點問題討論等形式加強學(xué)生對知識點的理解和把握。此外，將思政融入課程教學(xué)，幫助學(xué)生理解和掌握管理與思想政治工作關(guān)系，提高學(xué)生運用基本理論指導(dǎo)生活工作實踐的能力，樹立正確的人生觀、價值觀、道德觀的正確理想信念。本課程系針對國際人力資源管理專業(yè)同學(xué)所設(shè)計之一學(xué)期二學(xué)分課程，教學(xué)的目標(biāo)在于：協(xié)助學(xué)習(xí)者了解并掌握，跨國公司海外派遣的基礎(chǔ)知識。掌握跨國公司海外派遣人員的招聘與選拔、績效管理、激勵管理實務(wù)。二、教學(xué)內(nèi)容及其與畢業(yè)要求的對應(yīng)關(guān)系（一）教學(xué)內(nèi)容要求教師細講、精講跨國公司海外派遣人員的招聘與選拔、績效管理、激勵管理實務(wù)。（二）教學(xué)方法和手段針對目前我國在國際人力資源管理方面數(shù)據(jù)少，信息少的實際情況，建議任課教師能夠堅持以下工作：指導(dǎo)學(xué)生關(guān)注兩類跨國公司：財富世界500強公司尤其這些公司的在華分公司的外派人員管理；有海外分公司的中國500強企業(yè)的外派管理。引導(dǎo)學(xué)生通過四種方式獲得以上公司信息：1）通過媒體報導(dǎo)獲得信息；2）通過這些公司自己的網(wǎng)站獲得信息；3）通過學(xué)界對這些公司的研究文獻獲得信息；4）通過自己的社會關(guān)系獲得信息。3.將思政融入課程教學(xué)，幫助學(xué)生理解和掌握如下內(nèi)容：1）管理與思想政治工作關(guān)系2）樹立正確的人生觀、價值觀、道德觀的正確理想信念3）運用基本理論指導(dǎo)生活工作實踐的能力3．教師本人在帶領(lǐng)學(xué)生獲得以上信息的同時，以以上兩類公司為研究對象，設(shè)計各種相關(guān)專題案例，指導(dǎo)學(xué)生做好課堂無領(lǐng)導(dǎo)小組討論，做好課下研究性學(xué)習(xí)。4．為達到學(xué)習(xí)效果最大化，建議授課教師在課程授課方式方面借鑒英美大學(xué)本科生授課方式。具體可以做如下安排：教師授課時間和學(xué)生無領(lǐng)導(dǎo)小組討論、課堂呈現(xiàn)時間的比例為1：1，學(xué)生課下學(xué)習(xí)以研究性學(xué)習(xí)為主，由授課教師指定研究課題，學(xué)生以團隊為單位對課題進行研究。學(xué)生依照自愿方式組成問題解決型團隊，學(xué)生的團隊合作能力是平時學(xué)生學(xué)業(yè)成績評價的重要指標(biāo)，所有平時學(xué)業(yè)成績均以小組的整體表現(xiàn)給出小組評價。在評價比例方面，建議平時的出勤、作業(yè)完成情況、課堂討論/回答問題/課堂作業(yè)展現(xiàn)占總分?jǐn)?shù)的30%；期末采取開卷考試，試卷問題以研究性、開放式問題為主。這種評價方式，在平時可以培養(yǎng)學(xué)生的開放式思維，尤其可以培養(yǎng)學(xué)生的團隊合作能力尤其團隊歸屬感，為學(xué)生未來就業(yè)做好準(zhǔn)備；期末開卷多為研究性開放式問題，可以培養(yǎng)學(xué)生問題研究能力，為未來就業(yè)做好獨立管理、獨立決策做好準(zhǔn)備。5．教學(xué)過程中需要注意的問題：教學(xué)過程中，建議通過大量案例研究、討論來引導(dǎo)學(xué)生對理論知識的理解，切莫空談理論，要使學(xué)生看到這是一門實踐性很強的課程，而非象牙塔里的枯燥無味的理論課。同時，還要注意培養(yǎng)學(xué)生的批判思維、研究性學(xué)習(xí)等就業(yè)能力，為其未來就業(yè)做好準(zhǔn)備。知識的傳遞只是本課程目的之一，還有一個更重要的目的是帶領(lǐng)學(xué)生學(xué)會做真正的人力資源管理，擁有較強的實踐能力。（三）考核方式本課程評價采用平時成績與期末考試成績兩種方式，平時成績占60%；期末成績占40%。平時成績含平時出勤表現(xiàn)記錄、課堂呈現(xiàn)、小組討論和個人問題回答四部分，期末考試采用考試或者論文方式。（四）學(xué)習(xí)要求學(xué)習(xí)本課程要求在課程學(xué)習(xí)前，學(xué)生已熟練掌握人力資源管理中職位分析、招聘計劃制作、培訓(xùn)計劃制作、績效管理各種工具使用、薪酬設(shè)計等各模塊的具體實務(wù)方法。學(xué)生已經(jīng)修完［國際人力資源管理］在課程學(xué)習(xí)過程中，要求學(xué)生緊密跟隨任課教師的實務(wù)教授，直到能夠獨立工作；在課下，要求學(xué)生能夠認真完成教師所布置的各項實務(wù)工作。三、各教學(xué)環(huán)節(jié)學(xué)時分配教學(xué)課時分配序號章節(jié)內(nèi)容講課工作坊／頭腦風(fēng)暴／案例研究課堂展現(xiàn)與點評合計第一部分：回到基礎(chǔ)1課程介紹0.50.52導(dǎo)論110.52.5第二部分:跨國公司海外派遣人員選拔與培訓(xùn)3跨國公司海外派遣人員勝任力指標(biāo)110.52.54跨國公司海外派遣人員招聘與選拔22155跨國公司海外派遣人員培訓(xùn)－派遣前培訓(xùn)11.50.53第三部分:跨國公司海外派遣人員績效與激勵管理6跨國公司海外派遣人員績效管理12147跨國公司海外派遣人員薪酬與福利管理22158不得不談的跨國公司海外派遣人員家庭關(guān)系管理1113第四部分：跨國公司海外派遣人員回任與員工保留9跨國公司海外派遣人員回任管理211410外派人員權(quán)益問題110.52.5合計12.512.5732四、教學(xué)內(nèi)容第一章：導(dǎo)論跨國公司海外派遣的關(guān)鍵驅(qū)動因素跨國公司海外派遣員工數(shù)量增加的驅(qū)動因素跨國公司海外派遣主要問題跨國公司海外派遣成敗狀況及成敗影響因素教學(xué)重點、難點：跨國公司海外派遣的驅(qū)動要素；跨國公司海外派遣人員數(shù)量增加的驅(qū)動要素跨國公司海外派遣主要問題跨國公司海外派遣成敗及成敗影響因素課程的考核要求：1.要求理解：跨國公司海外派遣的驅(qū)動要素；跨國公司海外派遣人員數(shù)量增加的驅(qū)動要素跨國公司海外派遣主要問題跨國公司海外派遣成敗及成敗影響因素復(fù)習(xí)思考題：請簡述跨國公司海外派遣的驅(qū)動要素；請簡述跨國公司海外派遣人員數(shù)量增加的驅(qū)動要素請簡述跨國公司海外派遣主要問題請簡述跨國公司海外派遣成敗及成敗影響因素第二章跨國公司海外派遣人員勝任力指標(biāo)海外派遣人員勝任力指標(biāo)的復(fù)雜性海外派遣人員核型勝任力指標(biāo)思政切入點：1.學(xué)生的人生觀、價值觀、道德觀與其能力有著密不可分的關(guān)系，對其有著不可忽視的影響。教學(xué)重點、難點：海外派遣人員核心勝任力指標(biāo)；課程的考核要求：1.要求理解：海外派遣人員勝任力指標(biāo)的復(fù)雜性；2.要求掌握：1）海外派遣人員核心勝任力指標(biāo)復(fù)習(xí)思考題：請簡述海外派遣人員核心勝任力指標(biāo)第三章基于勝任力指標(biāo)的國際外派人員招聘與選拔海外派遣人員招聘與選拔流程海外派遣人員甄選指標(biāo)模型海外派遣人員招聘與選拔工作實施注意事項思政切入點：1.運用辯證的思想去選拔海外派遣人員教學(xué)重點、難點：1.海外派遣人員甄選指標(biāo)模型課程的考核要求：1.要求理解：1）海外派遣人員招聘與選拔流程的特殊性2.要求掌握1）海外派遣人員甄選指標(biāo)模型復(fù)習(xí)思考題：請簡述海外派遣人員甄選指標(biāo)模型第四章：基于勝任力指標(biāo)的國際外派人員培訓(xùn)第一節(jié)跨國公司海外派遣人員培訓(xùn)－派遣前培訓(xùn)第二節(jié)跨國公司海外派遣人員培訓(xùn)－派遣后培訓(xùn)第三節(jié)跨國公司海外派遣人員培訓(xùn)－回任培訓(xùn)教學(xué)重點、難點：海外派遣培訓(xùn)三個階段的不同性：派遣前、派遣過程中、回任課程的考核要求：1.要求理解：1）海外派遣培訓(xùn)三個階段的不同性：派遣前、派遣過程中、回任2.要求掌握1）海外派遣培訓(xùn)三個階段的培訓(xùn)課程內(nèi)容：派遣前、派遣過程中、回任復(fù)習(xí)思考題：1.請簡述海外派遣培訓(xùn)三個階段的課程內(nèi)容：派遣前、派遣過程中、回任第五章：國際外派人員績效管理海外派遣人員績效管理的復(fù)雜性與績效影響因素海外派遣人員績效計劃海外派遣人員績效輔導(dǎo)海外派遣人員績效評估國際知名跨國企業(yè)海外派遣人員績效管理比較思政切入點：1.對任何事都要公平、公正的對待，有正確的道德觀，正確評價事物第六章：國際外派人員薪酬福利管理國際外派薪酬影響因素外派人員薪酬管理原則國際外派薪酬設(shè)計模式國外外派薪酬結(jié)構(gòu)設(shè)計國際外派薪酬稅收問題及對策國際外派薪酬支付方案問題及對策思政切入點：1．從專業(yè)理論學(xué)習(xí)中引導(dǎo)學(xué)生樹立正確的做人做事準(zhǔn)則和堅持辯證唯物主義的世界觀與方法觀。第七章：國際外派人員回任管理外派回任概況回任人員留任失敗原因回任適應(yīng)回任人員知識管理成功回任策略思政切入點：1.在工作中發(fā)揮吃苦耐勞、艱苦樸素的優(yōu)良品質(zhì)，如何優(yōu)秀完成本職工作教學(xué)重點、難點：1.外派回任人員知識管理2.成功回任策略課程的考核要求：1.要求理解：外派回任人員留任失敗原因外派回任人員適應(yīng)難度2.要求掌握1）外派回任人員知識管理實務(wù)2）外派回任人員保留策略復(fù)習(xí)思考題：1.請簡述如何做好外派回任人員知識管理2.請簡述如何做好外派人員保留第八章：外派人員權(quán)益問題外派人員權(quán)益內(nèi)容外配人員權(quán)益受損：基本特征、基本類型、基本原因外派人員權(quán)益保護基本措施教學(xué)重點、難點：外派人員權(quán)益受損相關(guān)內(nèi)容外派人員權(quán)益保護基本措施課程的考核要求：要求理解：外派人員權(quán)益基本內(nèi)容外派人員權(quán)益受損內(nèi)容2.要求理解；外派人員權(quán)益保護基本措施復(fù)習(xí)思考題：1.請簡述外派人員權(quán)益基本內(nèi)容與權(quán)益保護基本措施；五、考核方式、成績評定（黑體，小四號字）考核方式：本課程所采用考試方式進行考核。成績評定：分?jǐn)?shù)分配比例為：平時60%，期末40%。主要參考書目1、書籍類\o"FamilyIssuesintheProcessofExpatriationandRepatriation:ImplicationsforInternationalHumanResourceManagement"［1］Herod,Roger,InternationalAssignmentPrograms:TacklingtheCriticalIssues(GlobalHRManagementSeries)

BkltEdition,SocietyForHumanResourceManagement,2010Steidl,Iris,FamilyIssuesintheProcessofExpatriationandRepatriation:ImplicationsforInternationalHumanResourceManagement,VDMVerlag,2008Andresen,Maike,etc,ed.,Self-InitiatedExpatriation:Individual,Organizational,andNationalPerspectives(RoutledgeStudiesinInternationalBusinessandtheWorldEconomy)

1stEdition,Rouledge,2012Bond,Marc;Bond,Rita,InternationalRelocation:APracticalGuidetoLiving&WorkingOverseas(SpecialPublication),AmerAssnofPetroleumGeologists;StillinShrinkWrapedition,20002、需要及時關(guān)注的網(wǎng)站、期刊、公共微信號等網(wǎng)址The

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InternationalAssociationforHumanResourceInformationManagement(IHRIM),中國人力資源開發(fā)網(wǎng)：中國人力資源管理網(wǎng)：等等期刊雜志《財富》雜志中文：《哈佛商業(yè)評論》雜志《中國人力資源開發(fā)》HumanResourceManagementJournal,byWiley,/journal/10.1111/(ISSN)1748-8583TheJournalofHumanResources,/journals/journals/jhr.htmlTheInternationalJournalofHumanResourceManagement,/toc/rijh20/current等等公共微信中國人力資源開發(fā)研究會環(huán)球人力資源智庫執(zhí)筆人：劉俐伶課程聯(lián)合建設(shè)人：劉俐伶、魏華穎、毛暢果教研室主任：系教學(xué)主任審核簽名：《InternationalAssignment》(English)TeachingProgramCoursenumber：051002BCoursetype：□GeneralEducationRequiredSubjects□GeneralEducationElectiveSubjects√□Professionalrequiredcourses□Professionalelectivecourses□BasicsubjectcoursesTotalclasshours:32Lecturehours:32Experimental(computer)hours:Credits:2Applicableobject:(professionalname)InternationalHumanResourceManagementPrecourse:Coursesofhumanresourcemanagement1、Courseintroductionandteachingobjectives（1）CourseintroductionThiscoursesystematicallyexpoundsthetheoriesandmethodsofinternationalexpatriatemanagement,mainlyforthespecialgroupofinternationalexpatriatehumanresourcesofmultinationalcompanies,andmakesin-depthanalysisandelaborationoninternationalexpatriatemanagementfromdifferentmodulessuchasstrategy,recruitment,performancemanagement,salarymanagement,traininganddevelopment,careermanagement,returnmanagement,rightsprotection,etc,Helpstudentsbetterunderstandandmastertheknowledgeofinternationalpersonnelassignmentmanagement.（2）TeachingobjectivesofthecourseThemaincontentofthiscourseistherecruitmentandselection,performancemanagement,incentivemanagement,etc.oftheoverseasdispatchedpersonnelofmultinationalcompanies.Bymeansofcases,scenariosimulation,groupdiscussion,etc.,takingthecurrentclassicinternationalexpatriatemanagementcompaniesasthetemplate,thelatestinternationalexpatriatemanagementmodeisdisplayed.Combinedwiththecurrentmanagementsituationandtheideaofkeepingpacewiththetimes,thecontentsandmethodsofthekeyexplanationinclude:inthecourseofteaching,supplementedbycaseanalysis,hotissuesdiscussionandotherformstostrengthenstudents'understandingandgraspofknowledgepoints.Inaddition,IntegratingIdeologicalandpoliticaleducationintothecourseteachingcanhelpstudentsunderstandandmastertherelationshipbetweenmanagementandideologicalandpoliticalwork,improvestudents'abilitytousebasictheoriestoguidelifeandworkpractice,andestablishcorrectidealsandbeliefsofcorrectoutlookonlife,valuesandmorality.Thiscourseisaonesemestertwocreditcoursedesignedforinternationalhumanresourcemanagementstudents1）Helplearnerstounderstandandmasterthebasicknowledgeofmultinationalcompany'soverseasassignment.2）Masterthepracticeofrecruitmentandselection,performancemanagementandincentivemanagementofoverseasdispatchedpersonnelofmultinationalcompanies.2、Teachingcontentanditscorrespondingrelationshipwithgraduationrequirements（1）TeachingcontentTeachersarerequiredtoelaborateontherecruitmentandselection,performancemanagementandincentivemanagementofoverseasdispatchedpersonnelofmultinationalcompanies.（2）TeachingmethodsandmeansInviewofthefactthattherearefewdataandinformationaboutinternationalhumanresourcemanagementinChina,itissuggestedthatteachersshouldadheretothefollowingwork:oneGuidestudentstopayattentiontotwotypesofmultinationalcompanies:FortuneGlobal500companies,especiallytheexpatriatemanagementoftheirbranchesinChina;ExpatriatemanagementofChina'stop500enterpriseswithoverseasbranches.twoGuidestudentstoobtaintheabovecompanyinformationinfourways:1)Obtaininginformationthroughmediareports;2)Getinformationthroughtheirownwebsites;3)Throughtheacademicresearchliteratureofthesecompaniestoobtaininformation;4)Getinformationthroughone'sownsocialrelations.3.Integrateideologicalandpoliticaleducationintothecourseteachingtohelpstudentsunderstandandmasterthefollowingcontents:1)Therelationshipbetweenmanagementandideologicalandpoliticalwork2)Establishacorrectoutlookonlife,values,moralvaluesofthecorrectidealsandbeliefs3)Theabilityofusingbasictheorytoguidelifeandworkpractice3.Whileleadingthestudentstoobtaintheaboveinformation,theteachertakestheabovetwokindsofcompaniesastheresearchobjects,designsvariousrelatedspecialcases,andguidesthestudentstodowellinclassleaderlessgroupdiscussionandafterclassresearch-basedlearning.4.Inordertomaximizethelearningeffect,itissuggestedthatteachersshouldlearnfromtheundergraduateteachingmethodsofBritishandAmericanuniversities.Specificarrangementscanbemadeasfollows:theratioofteachers'teachingtimetostudents'leaderlessgroupdiscussionandclassroompresentationtimeis1:1,students'afterclasslearningismainlyresearch-basedlearning,researchtopicsaredesignatedbyteachers,andstudentsstudytopicsasateam.Studentsformproblem-solvingteamsonavoluntarybasis.Students'teamworkabilityisanimportantindicatorofstudents'academicperformance.Allacademicperformanceisevaluatedbytheoverallperformanceofthegroup.Intermsofevaluationproportion,itissuggestedthatattendance,homeworkcompletion,classroomdiscussion/answerquestions/classroomhomeworkpresentationaccountfor30%ofthetotalscore;Thefinalexaminationisopen,andthepaperquestionsaremainlyresearchandopen-ended.Thiskindofevaluationmethodcancultivatestudents'openthinking,especiallytheirteamcooperationability,especiallytheirsenseofbelonging,soastopreparefortheirfutureemployment;Mostoftheopeningpapersattheendofthetermareopen-endedresearchquestions,whichcancultivatestudents'problemresearchabilityandprepareforindependentmanagementanddecision-makinginfutureemployment.5.Problemsneedingattentionintheteachingprocess:intheteachingprocess,itissuggestedtoguidethestudentstounderstandthetheoreticalknowledgethroughalargenumberofcasestudiesanddiscussions,insteadofemptytalkabouttheory,sothatstudentscanseethatthisisapracticalcourseratherthanaboringtheoreticalcourseintheIvorytower.Atthesametime,weshouldalsopayattentiontothecultivationofstudents'criticalthinking,research-basedlearningandotheremployability,soastopreparefortheirfutureemployment.Thetransferofknowledgeisonlyoneofthepurposesofthiscourse,andamoreimportantpurposeistoleadstudentstolearntodorealhumanresourcemanagementandhavestrongpracticalability.（3）AssessmentmethodTheevaluationofthiscourseadoptstwoways:usualscoreandfinalexamscore,andtheusualscoreaccountsfor60%;Thefinalgradeis40%.Thefinalexaminationisintheformofexaminationorthesis.（4）LearningrequirementsoneLearningthiscourserequiresthatbeforelearningthecourse,thestudentshavemasteredthespecificpracticalmethodsofthemodulesinhumanresourcemanagement,suchaspositionanalysis,recruitmentplanmaking,trainingplanmaking,useofvariousperformancemanagementtools,salarydesign,etc.twoStudentshavecompleted[InternationalHumanResourceManagement]threeInthecourseoflearning,studentsarerequiredtocloselyfollowthepracticalteachingofteachersuntiltheycanworkindependently;Afterclass,studentsarerequiredtocompletethepracticalworkassignedbyteachers.3、ClasshourallocationofeachteachinglinkAllocationofteachinghoursSerialNumberChapterContentLectureWorkshop/brainstorming/casestudyClassroompresentationandcommentstotalPartone:backtothebasics1Courseintroduction0.50.52introduction110.52.5Thesecondpart:theselectionandtrainingofoverseasdispatchedpersonnelofmultinationalcompanies3Competencyindexofoverseasdispatchedpersonnelofmultinationalcompanies110.52.54Recruitmentandselectionofexpatriatesfrommultinationalcompanies22155Trainingforoverseasdispatchedpersonnelofmultinationalcompanies-predispatchtraining11.50.53Thethirdpart:theperformanceandincentivemanagementofoverseasdispatchedpersonnel6Performancemanagementofexpatriatesfrommultinationalcompanies12147Salaryandwelfaremanagementofexpatriatesfrommultinationalcompanies22158Familyrelationshipmanagementofoverseasdispatchedpersonnelofmultinationalcompanies1113Thefourthpart:returnandretentionofexpatriatesfrommultinationalcompanies9Returnmanagementofoverseasdispatchedpersonnelofmultinationalcompanies211410Rightsandinterestsofexpatriates110.52.5Tatol12.512.57324、TeachingcontentChapterone:introductionSectiononeKeydrivingfactorsofmultinationalcompanies'overseasassignmentSection2ThedrivingfactorsoftheincreaseinthenumberofoverseasdispatchedemployeesofmultinationalcompaniesSection3Themainproblemsoftransnationalcorporations'overseasassignmentSection4Thesuccessandfailurestatusandinfluencingfactorsofmultinationalcompanies'overseasassignmentThekeypointsanddifficultiesofteachingareasfollows1．Thedrivingfactorsofmultinationalcompanies'overseasdispatch;2．Thedrivingfactorsoftheincreaseinthenumberofoverseasdispatchedpersonnelofmultinationalcompanies3．Themainproblemsoftransnationalcorporations'overseasassignment4．Thesuccessorfailureofmultinationalcompanies'overseasassignmentanditsinfluencingfactorsAssessmentrequirementsofthecourse:1.Understandingrequired:1)Thedrivingfactorsofmultinationalcompanies'overseasdispatch;2)Thedrivingfactorsoftheincreaseinthenumberofoverseasdispatchedpersonnelofmultinationalcompanies3)Themainproblemsoftransnationalcorporations'overseasassignment4)Thesuccessorfailureofmultinationalcompanies'overseasassignmentanditsinfluencingfactorsReviewquestions:onePleasebrieflydescribethedrivingfactorsofmultinationalcompanies'overseasassignment;twoPleasebrieflydescribethedrivingfactorsoftheincreaseinthenumberofexpatriatesfrommultinationalcompaniesthreePleasebriefusonthemainproblemsofmultinationalcompanies'overseasassignmentfourPleasegiveabriefaccountofthesuccessorfailureofthemultinationalcompany'soverseasassignmentanditsinfluencingfactorsChaptertwothecompetencyindexofoverseasdispatchedpersonnelSectiononeThecomplexityofcompetencyindicatorsforoverseasdispatchersSectiontwoKaryotypecompetencyindexofoverseasdispatchedpersonnelStartingpointofIdeologicalandPoliticalEducation:1.Students'Outlookonlife,valuesandmoralityarecloselyrelatedtotheirability,whichhasanimpactthatcannotbeignored.ThekeypointsanddifficultiesofteachingareasfollowsoneCorecompetencyindexofoverseasdispatchedpersonnel;Assessmentrequirementsofthecourse:1.Understandingrequired:1）Thecomplexityofcompetencyindicatorsofoverseasdispatchedpersonnel;2.Requiredtomaster:1)CorecompetencyindicatorsofoverseasdispatchedpersonnelReviewquestions:onePleasebrieflydescribethecorecompetencyindicatorsofexpatriatesChapterthreebasedonthecompetencyindexofinternationalexpatriaterecruitmentandselectionSection1RecruitmentandselectionprocessofoverseasdispatchedpersonnelSection2AnindexmodelforoverseasdispatchedpersonnelselectionSection3MattersneedingattentioninrecruitmentandselectionofoverseasdispatchedpersonnelStartingpointofIdeologicalandPoliticalEducation:1.UsedialecticalthinkingtoselectoverseasdispatchedpersonnelThekeypointsanddifficultiesofteachingareasfollows1.TheselectionindexmodelofoverseasdispatchedpersonnelAssessmentrequirementsofthecourse:1.Understandingrequired:1)Particularityofrecruitmentandselectionprocessofoverseasdispatchedpersonnel2.Requirements1)AnindexmodelforoverseasdispatchedpersonnelselectionReviewquestions:onePleasebrieflydescribetheselectionindexmodelofoverseasdispatchedpersonnelChapterfour:InternationalexpatriatetrainingbasedoncompetencyindexSection1trainingforoverseasdispatchedpersonnelofmultinationalcompanies-predispatchtrainingSection2trainingforoverseasdispatchedpersonnelofmultinationalcompanies-postdispatchtrainingSection3trainingforoverseasdispatchedpersonnelofmultinationalcompaniesThekeypointsanddifficultiesofteachingareasfollowsoneThedifferencesofthethreestagesofoverseasdispatchtraining:beforedispatch,duringdispatchandafterreturnAssessmentrequirementsofthecourse:1.Understandingrequired:1)Thedifferencesofthethreestagesofoverseasdispatchtraining:beforedispatch,duringdispatchandafterreturn2.Requirements1)Therearethreestagesofoverseasdispatchtraining:beforedispatch,duringdispatchandafterreturnReviewquestions:1.Pleasebrieflydescribethecoursecontentsofthethreestagesofoverseasassignmenttraining:beforeassignment,duringassignmentandafterreturnChapterfive:performancemanagementofinternationalexpatriatesSection1ComplexityofperformancemanagementofoverseasdispatchedpersonnelanditsinfluencingfactorsSection2ExpatriatePerformancePlanSection3PerformancecoachingforoverseasdispatchersSection4PerformanceevaluationofexpatriatesSection5Acomparativestudyontheperformancemanagementofoverseasdispatchedpersonnelofinternationalwell-knownmultinationalenterprisesStartingpointofIdeologicalandPoliticalEducation:1.Treateverythingfairlyandjustly,haveacorrectmoraloutlook,andevaluatethingscorrectlyChaptersix:salaryandwelfaremanagementofinternationalexpatriatesSection1InfluencingfactorsofinternationalassignmentsalarySection2SalarymanagementprinciplesofexpatriatesSection3InternationalexpatriatesalarydesignmodelSection4SalarystructuredesignofoverseasassignmentSection5ProblemsandCountermeasuresofinternationalsalarytaxSection6ProblemsandCountermeasuresofinternationalsalarypaymentschemeStartingpointofIdeologicalandPoliticalEducation:1.Guidestudentstoestablishcorrectprinciplesoflifeandworkandadheretotheworldoutlookandmethodologyofdialecticalmaterialism.Chapter7:managementofinternationalexpatriatesreturningtotheirpostsoneGeneralsituationofexpatriatetwoReasonsforfailureofretentionofreturningpersonnelthreeBacktoofficeadaptationfourKnowledgemanagementofreturningstafffiveSuccessfulreturnstrategyStartingpointofIdeologicalandPoliticalEducation:1.Givefullplaytotheexcellentqualityofhardworkandplainlivinginthework,andhowtofinishtheworkwellThekeypointsanddifficultiesofteachingareasfollows1.Knowledgemanagementofexpatriates2.SuccessfulreturnstrategyAssessmentrequirementsofthecourse:1.Understandingrequired:1）Reasonsforfailureofexpatriatestostayinoffice2）Adaptationdifficultyofexpatriates2.Requirements1)Knowledgemanagementpracticeofexpatriates2)RetentionstrategyofexpatriatesReviewquestions:1.Pleasebrieflydescribehowtodoagoodjobinknowledgemanagementofexpatriates2.PleasedescribehowtoreserveexpatriatesChaptereight:rightsandinterestsofexpatriatesSection1RightsandinterestsofexpatriatesSection2Damagetorightsandinterestsofoutsourcingpersonnel:basiccharacteristics,basictypesandbasicreasonsSection3Basicmeasurestop