Expatriation: selection, training and gender differences

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The purpose of this study is to gain a deeper understanding of how Swedish banks manage their International Human Resource Management (IHRM). The thesis deals with how Swedish banks in general, from a corporate perspective, select and train their expatriates. Further, the thesis brings up the issue of gender differences within the area of selection and training of expatriates. The study has a qualitative approach, and was conducted with mainly a descriptive purpose. The research strategy chosen was four case studies. The data was gathered through three personal interviews and one telephone interview, with the person responsible for expatriate selection and training at the IHR department at each head-office. The results of this thesis show that Swedish banks find it hard to generalize specific selection criteria in order to identify appropriate expatriates. Further, the banks primarily select their expatriates through interviews where an open/formal system is used together with background and biographical data. Moreover, Swedish banks use only a limited range of cross cultural training (CCT), the method that is most common among the Swedish banks is to send their expatriates on field trips, before departure in order for the expatriate to get a pre view of the host country. Further, Swedish banks are striving towards a gender-equality policy and there is no hesitation to send female expatriates within the Swedish banking industry. However, women seem t...