I think this study is highly questionable. SHRM featured it on their website (in the members area) and actually included a quote which I provided on my reaction to the study (see: http://www.shrm.org/Publications/HRNews/Pages/CSuiteEludesExpats.aspx).

In my experience working in global organizations over the last 25 years, there is no substitute for on-the-ground international experience. It broadens the perspective of the employee in any function, and especially in HR, and is invaluable for increasing their contribution level in a global organization.

Now perhaps not every organization in the survey is really a global one — there are few true transnationals — most are really domestic companies with international operations. For those companies, perhaps the study confirms their reality. But for global organizations, to step back from international assignments would be a critical mistake. Of course, these assignments are costly, and there are many ways to structure them to reduce the cost. The fundamental reasons for having such assignment, though, remains — to develop global leaders, these leaders must have hands-on experience in different business environments and different cultures.

Warren

Visit my blog: International HR Forum (http://internationalhr.wordpress.com)