外派人员的选择在性质上可能非常复杂。移居国外的人经常受到各种社会和个人问题的困扰，例如语言障碍、文化差异和自然环境。如果这些问题没有得到解答，最终将导致外派人员的失败。组织常常认为，一个高水平的回国人员在国外也同样出色，因此，重点放在外派人员的工作经验和能力上，而不是侧重于外派人员融入新环境的能力。斯通（2008）从世界各地的人力资源经理那里做了一项调查。斯通的调查是确定外派人员的基本选择标准。斯通的研究显示，不同国家的人力资源经理对甄选标准有不同的强调，Stone进一步指出，这可能是由于人力资源经理持有不同的文化价值观。斯通总结了外籍人士所期望的选择标准，这里有一些标准：有效沟通；倾听技巧；压力容忍；移情；处理外国文化的灵活性；政治技巧和以往的国际经验。
加拿大里贾纳代写论文:外派人员
Expatriate selection can be very complex in nature. Expatriate are constantly being expose to a spectrum of social and personal problems examples language barrier, culture differences and physical environment. If these are unanswered, it will ultimately lead to the failure of the expatriate. Organisation often perceive that a high flyer back home will do equally well in a foreign country, therefore emphasis is always on the expatriate's work experience and capability rather than focusing on the expatriate ability to blend into the new environment. Stone (2008) did a survey from different HR managers all over the world. Stone's survey was to determine the essential selection criteria on expatriate. Stone's study revealed that different countries HR managers have different emphasis on the selection criteria, Stone went on further to suggested that this may be due to the different cultural values which the HR managers held. Stone concluded a list of desired selection criteria for expatriate and here are some of the criteria: effective communication; listening skill; stress tolerance; empathy; flexibility in dealing with foreign cultures; political skill and previous international experience.
