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This article describes an approach to integrating law, skills and policy in industrial relations training for managers. It emphasises the importance of conducting the training on an in‐company basis and relating the training to the specific needs of the managers concerned.

The Industrial Relations Unit of the ATT/ITB have designed an industrial relations course developed from the DIS interactive skills model

Based on a short analysis of the underlying ideas of state and administrative reform, conceptual schemes of self‐management as instruments for public‐sector reforms are analysed. If self‐management is to become part of organisational innovation, decision‐makers will need to be well‐informed about its capacity to improve organisational effectiveness and efficiency. Yet, self‐management research is hampered by a lack of conceptual clarity and by an analysis of its functions in different organisational settings. Its application proves to be insignificant whenever underlying assumptions are not fully applicable.

The purpose of this paper is to explore the success factors needed for the development of global human resources from both the organisation’s and expatriates’ perspectives in emerging eastern economies. Specifically, this study focuses on pre-expatriation preparation, during-expatriation adjustment and post-expatriation repatriation.

In total, 23 Taiwanese personnel contributed to this case study. Data collected from the focus group discussion and open-ended asynchronous email interviews was analysed using the content analysis approach.

The results of this study revealed four main selection criteria for the selection process and five desired preparation methods from the organisation and the expatriates’ perspectives.

This study makes two main contributions to cross-cultural related global human resources research. Firstly, this study deepens understanding on the pathway to developing culturally intelligent global human resources for successful mission accomplishment from both the organisation and expatriates’ perspectives based on a three-phase expatriation process in emerging eastern economies. Secondly, this study provides an insight into the best practices that HR practitioners can use in developing global human resources for expatriation.