1.- Establish and evaluate the issues of this case in relation to the recruitment and selection processes followed by the company. How effective have the firm’s processes been?

The HR department of Kline & Associates was clearly neglectful in many aspects on the assignment of Fred Bailey moving to Japan. The way this whole recruitment process occurred was not well managed from the beginning, since the opportunity appeared because the person managing Japan had been promoted, so Fred would just take his place. That is the first evidence that shows why things where not working. The company should have been involved in the selection and training process for the expatriate in advance.
Fred did not know many basic differences between these two cultures, and lacked the knowledge to handle it, therefore, he committed many mistakes with wrong assumptions. Somehow he thought that United States should not be very different from Japan, he was in charge of 7 Americans and 33 Japanese, and thought people had the same motivations, so he could apply the same strategies and behaviours when conducting business. As shown in the case, the company did not provide him with the appropriate training that an expat should have to take the position on managing director. HR should contain cultural awareness programs, preliminary visits, job training, practical assistance and language training (Dowling, Festing & Engle 2013). The human resource managers must have training programs before an expat is sent to his assignment. What often happens is that companies prepare very well the relocation, but in terms of the logistics; flights, new home, school for the children, vehicles, etc. But leaving aside the human and more sensitive, training the expat and his family before departure, giving them all the necessary tools to live and adapt to the new culture. Taking this into account, the company