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ion 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.

Expatriate failure

Expatriate often fail due to their partner and their inability to adapt. (Stone, 2008) Adaptability seems to be the determinant factor for expatriate to make or break. Other factors include sub-standard performance, poor healthcare, safety implication and unattractive remuneration. (Insch et al, 2002)

Such situations can be reduced if organisations have some pre-departure programs for their expatriates and families. Programs like cross cultural orientation where expatriate will gain knowledge of the cultural aspect of the host country so as to avoid cultural shock. Allowing the expatriates and their families to stay in the host country for about a month will enable the expatriates to adapt to the physical environment and slowly immense themselves into the country's culture. To add on, providing a factual job scope and environment description to the expatriates will have them prepared mentally. All these will give the expatriates an expectation of the host country and avoid any unnecessary shock.

Conclusion 结论
With the increasing of globalisation, international human resource management (IHRM) plays an important role in achieving the organisation's goals. Organisations which recognise the importance of IHRM will definitely benefit than those who do not. They will be more ready to move their operations into another country and effectively manage their employees to achieve smooth operations of the organisations. As a HR manager, one has to be very sensitive and flexible to the cultural aspects. Besides that, having a good knowledge and positive attitude towards the host country will make the HR manager's job less tedious.

Organisations which rely heavily on expatriate must know the expatriate selection criteria well so as to send the best candidate out and reduce the chances of an expatriate failure. Comprehensive expatriate program must also be implemented in order to assist and prepare the expatriates for their long and scabrous journey. By preparing the expatriates adequately in terms of both physically and mentally will ensure that a pleasant job experience for the expatriate while maximising the expatriate capability and contributions to the organisation.
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