由於全球化的影響,增加了各公司行號外派人力的需求。 公司內部人才選拔、預備措施、搬遷及最終返國程序之建立都 是不可或缺的一環。為了提升整體程序,本論文研究目的為建 立一套標準化流程,以幫助提高透明度、外派績效和員 工士氣。
本研究分為三個主要階段:文獻探討、探索與研究以及結論 與建議。在文獻探討的部分,提供有關國際人力資源管理的最 新文獻彙整。另外,在探索與研究的階段,一共訪談了七位在 不同部門的員工(其中包含德國以及奧地利人)。分析訪談資料後, 歸納出兩大重點:準備及溝通,這兩大重點也成為後續研究分 析與建議之基礎。
此外,本論文又依外派/返國過程分為四個部分。依據各章 節及附錄中之清單,可整理出最終執行層面之參考指南。本研 究結果不僅針對個案集團提供實施策略之建議,亦是其他跨國 公司在擴張事業版圖且面臨員工外派之相關議題時 的參考標準。

Since globalization has increased the need for companies to send employees abroad, the importance of procedures related to the Selection, Preparation, Relocation, and eventual Repatriation of these individuals has also gained in importance. To improve this process from start to finish, the intent of this thesis is to establish a standardized set of procedures to help boost transparency, performance, and employee morale.
This thesis is divided into three main phases – Research, Discovery and Recommendations. In the Research section the author provides an up to date literature review about International Human Resource Management. The Discovery phase entailed interviewing a total of seven employees of a German-Austrian industrial corporation who represent different stakeholders in the process. After the interviews had been concluded, the author identified two main gaps – Preparation and Communication – that then formed the basis of the Recommendations section.
Moreover, each section of the thesis is further divided into the four phases of the expatriation/repatriation process for purposes of chronology and ease of reading. Recommendations are given following the same four phase format and are intended to compliment the checklist provided in the appendix that also serves as a final guide for implementation. All the presented findings are not only relevant for the sample company, but also for all companies which are faced with growing global business units and the necessity of employing expatriates.

THESIS VERIFICATION LETTER i
ACKNOWLEDGEMENTS ii
摘要 iii
ABSTRACT iv
LIST OF FIGURES vii
LIST OF TABLES viii

1 INTRODUCTION 1
1.1 MOTIVE 1
1.2 RESEARCH QUESTION 2
1.3 ORGANIZATION OF THESIS 3
2 LITERATURE REVIEW 4
2.1 PHASE 1 – DECISION & PREPARATION 4
2.1.1 Decision 4
2.1.2 Preparation 13
2.2 PHASE 2 – RELOCATION 16
2.3 PHASE 3 – ON ASSIGNMENT 18
2.3.1 Social Interactions with Locals 18
2.3.2 Cultural Learning 19
2.3.3 Networking 20
2.3.4 Home Leave 20
2.3.5 Mentor System 21
2.3.6 Work-Related Information Exchange 22
2.3.7 Creative/Personal Approaches 23
2.3.8 Systematic Pre-Return Orientation 23
2.4 PHASE 4 – REPATRIATION/RETURN 24
2.4.1 Individual Aspects 26
2.4.2 Company Aspects 33
3 METHODOLOGY & APPROACH 38
4 CASE INTRODUCTION 40
4.1 GREINER HOLDING AG 40
4.2 CURRENT SITUATION 40
4.3 COMPANY NEEDS 42
5 RESEARCH ANALYSIS 43
5.1 PHASE 1 – DECISION & PREPARATION 43
5.2 PHASE 2 – RELOCATION 47
5.3 PHASE 3 – ON ASSIGNMENT 48
5.4 PHASE 4 – REPATRIATION/RETURN 50
6 RECOMMENDATIONS 52
6.1 PHASE 1 – DECISION & PREPARATION 52
6.2 PHASE 2 – RELOCATION 55
6.3 PHASE 3 – ON ASSIGNMENT 57
6.4 PHASE 4 – REPATRIATION/RETURN 60
7 IMPLEMENTATION PLAN 63
8 CONCLUSION 64
9 REFERENCES 65
10 APPENDIX 68

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