It is essential that the workforce of an international organization is aware of the nuances of international business. Understandably, the company must keep international knowledge and experience as criteria in the recruitment and selection process. The HR department must have the capacity to foresee the changes in these markets and exploit those changes productively. A truly international HR department would insist on hiring people from all over the world and place them throughout the international business operations of the organization.
Get Full Essay Get access to this section to get all help you need with your essay and educational issues. Get Access Major Alternative Staffing Approaches for international operations Essay Sample 1 What are the major alternative staffing approaches for international operations?
Explain the relative advantages of each and the conditions under which you would choose one approach over the other. They are in a much better position to report to the company, especially where there is an inadequacy of managerial skills at the local level.
It is the preferred method with a centralized approach to globalization. This approach provides a role model for upwardly mobile personnel. It is also usually less expensive to hire locals who are more instrumental in dealing with problems as they arise.
There is, however, difficulty with this approach in the areas of coordinating goals between the main and regional offices and the conflicting loyalties of a host country national.
This approach provides a greater pool of highly qualified and willing applicants who bring with them cultural adaptability such as language skills.
They are an accepted compromise between headquarters and the local region. This approach can result in a mix of host country nationals, transpatriates, and parent country nationals. In a poor country, which respects authority, I would place PCNs in positions of management.
Of all the resources of international corporations, the human resource has control over all the others, which include technology, capital, raw material and information.
Whereas the latter can be duplicated, humans cannot. This critical resource, therefore, can be the competitive edge in the marketplace. HRMs have to accommodate the many differences in cultures involved with the globalization of companies, using data highways to keep track of the myriad concerns of their employees, from compensation, staffing, management, and training.
The different laws, cultures, business practices, and technological limitations in certain countries have to be considered.
What are the major success factors for expatriates? Explain the role and importance of each. Reasons for expatriate failure include the following: The major success factors for expatriates are adequate cultural training, language instruction, and familiarity with everyday matters.
In cross-cultural training, the expatriate learns both the content and skills that would improve interaction with individuals in the host country. This also reduces culture shock.
Language instruction ensures that the expatriate is able to communicate with and therefore interact more positively with the locals.importantly, existing approaches to international staffing are likely to differ in their impact on career opportunities.
The ethnocentric approach to staffing displays the most salient. 1) What are the major alternative staffing approaches for international operations? Explain the relative advantages of each and the conditions under which you would choose one approach over the other.3/5(1).
The purpose of this paper is to summarize the advantages and disadvantages of the different international staffing approaches with special focus on the positive impacts as well as on the challenges of pfmlures.com: Jun 11, · Managing and Staffing Approaches in the International Context (1) The HRM literature identifies the following four managing and staffing approaches, which are also indicative of top management attitude: • Ethnocentric Approach – High level of control exerted by the parent organization / corporate headquarters over foreign subsidiaries/5(8).
Define the main approaches to international staffing words This difficult task of recruiting international employees will be carried out by deployment of human resource capabilities within an international framework.
International employees can be placed in three different classifications. An expatriate is an employee working in a unit or plant who is not a citizen of the country in which the unit or plant is located but is a citizen of the country in which the organization is headquartered.