dual career couples

13
ROME J. WONG F. COVRIG A. CARATAS A. WEISSENSTEINER A. Dual Career Couples Team TWIX

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R O M E J .

W O N G F .

C O V R I G A .

C A R A T A S A .

W E I S S E N S T E I N E R A .

Dual Career CouplesTeam TWIX

A G E N D A

Introduction & Definition

Challenges• Social ties• Linked lives• Trailing spouse

Solutions

Conclusion

Discussion

1.

2.

3.

4.

5.

Dual Career Couples

First used in 1969

Both partners pursue an independent career

High involvement

Partners are highly educated

Upward career orientation

Increased popularity with changing gender roles

Positive vs. Negative Aspects

Better career

opportunities

Professional autonomy

Financial

independence

Organized private life

Loneliness

Increased tension in

marriage and family

“ (The) spouse plays a key role during expatriation

in terms of willingness to go, assignment

completion, expatriate adjustment and expatriate

performance.”

Dr. Jim McNulty, 2012

Challenges For HR

1. Expatriates’ social ties:

“recruiting the best” often means

“recruiting the best couple”

2. The “linked lives” issue:

Stress management

Time management

Parenting & family support

3. The spouse

High importance of his/her career

Convincing the spouse to move abroad

Keeping the same career level

Providing adequate compensation

Repatriation Problem

Challenges For HR

What can HR do?

Recruit the right candidate

Family life cycle stage

Career life cycle stage

Dual career assistance

Find placement for

spouse

Career-enhancing

activities for spouse

Family-oriented work policies

Parental leave

Child care

Counseling

Flexible work arrangements

Biggest challenge : family readiness and adaptability

Interview

„Every partner wants to have a career“

Growing trend of dual-career couples

Conclusion

1. How does having children affect the performance and

success of exaptriate assignments in dual-career couples?

2. What is the difference between dual-career couples

working for the same company and dual-career couples

working in the same city but for different companies? How

will it affect both personal and professional life?

Question 1:

According to the findings and statistics of the group, women

are as successful working internationally abroad as men.

How is that possible considering all these additional

challenges? Does HR offer additional support to women?

Question 2:

What can International HR Managers do to avoid being

accused of catering to female expatriates too much, while

giving them that full support?

As realistically, it is still more likely for women to face

discrimination in the workplace.

Female Expatriation: Questions