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t is better for an expatriate to have experience within the organization so the result shows that practically the organizations prefer to select such expatriate which is already working in the same organization.

This makes easier for organization to achieve their goals and targets because the internally selected expatriate knows the internal corporate culture of the organization, and the HR managers are confident on him/her keeping his/her previous record in mind. It is universally accepted rule that those people are preferred which are already working in organization because they are familiar with all the rules and regulations and it is more easier for internally selected expatriate to communicate with their managers more effectively and efficiently and if he/she has any problem he/she can tell more easily to his/her manager more easily.

Another advantage of internal selection is time saving that organization do not have to waste time on recruiting any external manager and pass through process applications and all other formalities which an organization have to consider while recruiting and selection of an external manager. Another important aspect of internal selection is money saving for the organization so internal selection if available is more fruitful for any organization than external.

If there is no any other option available for organization to select expatriate from the company then HR managers look for the external selection for expatriate. As discussed above in literature review chapter that due to the shortage of international mangers within the organizations. The companies are looking for external sources to select the expatriate. Another factor which can be there for the selection of external manager is to look for more talented and more up-to-dated person who is more familiar with the changing world and the new technology.

In figure 4.2 it is shown that only 10% organizations use external sources for expatriate selection which is very less figure and the point of view of those mangers was that they only prefer external resources because they need change and new technology and new work force in organization. While other big part of the figure which is 90% shows that most of the organizations select internal managers as expatriates, because internal managers are more reliable and competent and can perform well under the same management

4.3 Research Question 3:

What is importance of selection process for an expatriate?

This is question which mainly contains many answers within it. According to Yahya selection is very important while recruiting new staff and selection has really great importance for an expatriate. As selection is the process in which the HR managers and selectors know about the abilities and competencies of an individual, which can help them in future to achieve the goals and objectives of the organization.

According to Ammad that most of the expatriates fail to perform overseas and the most important reason behind this is the selection process was not properly undertaken and the required factors of expatriates were not properly seen at the time of selecti本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。