Answer To: Literature Review Assessment brief This assessment requires you to engage with specific areas in...
Soumi answered on Jul 28 2021
Running Head: INTERNATIONAL HUMAN RESOURCE MANAGEMENT 1
INTERNATIONAL HUMAN RESOURCE MANAGEMENT 2
INTERNATIONAL HUMAN RESOURCE MANAGEMENT
LITERATURE REVIEW
TOPIC: SOURCING HUMAN RESOURCES FOR THE GLOBAL MARKET
Table of Contents
Introduction 3
Review of the Literature 4
Approaches to Staffing and Selection Criteria 4
Advantages of Using Different Nationals 5
Disadvantages of Using Different Nationals 6
Transferring Staff for International Business Activities 6
Factors Affecting Staffing Decisions 6
Roles of an Expatriate, Non-Expatriates and Inpatriates 7
Major Issues to Consider by Multi-National Enterprise (MNE) when Recruiting and Selecting International Employees 7
Recruitment and Selection of International Managers 8
Dual Career Couples 8
Recommendations 9
Conclusion 11
References 13
Introduction
International human resource management (IHRM) is stated as the managing activities of human resources at global level. The main concern of the IHRM is to conduct activities of HR within an organisation. International staffing is stated as the presence of global expansion. It is required for the organisation to hire different employees in the new market to assist them with the growth effectively and efficiently (Ayentimi, Burgess & Brown, 2018).
For instance, if the sales representative of in country will be hired it will boost sale because they understands the culture and market. International selection and recruitment is considered as a very important function that influences the process of hiring of new employees in global organisations. Multinational companies use different approaches for international staffing such as geocentric approach where MNC selects and hires the suitable candidate irrespective of their nationality.
Polycentric approach is the other approach used for the international staffing hiring the people from the host county to fill in the position of particular job. The current report will seek address to the recommendation strategies regarding the international recruitment process. The different strategies can be undertaken for the appropriate recruitment and selection internationally for the success of an organisation. The case can also be carried out with the context of manager working for a multinational enterprise.
Review of the Literature
Approaches to Staffing and Selection Criteria
In international human resource management, staffing is classified into three types, which are:
The Ethnocentric Approach:
An ethnocentric approach is an approach to staff for hiring the employee from the parent company to their host company all over the world. As mentioned by Lakshman, Lakshman and Estay (2017), hiring employees from the parent company to the host company is improve the coordination between the host and parent company. Moreover, the culture followed in the parent country can be easily transferred in the host country to follow the same culture.
However, as argued by Lee, Yoshikawa and Harzing (2021), the main disadvantage of the ethnocentric approach is that the staff of the parent country can find it a bit difficult to adjust themselves to the different cultures. In many ways, the ethnocentric approach is seen as bad because it is prejudice and developed jealousy in other's minds.
The Polycentric Approach:
A polycentric approach is an approach to staff for limiting the recruitment of employees in the host company. As argued by Patel, Boyle, Bray, Sinha & Bhanugopan (2019), it is less expensive to hire employees in the host country, as there is no need to migrate from one place to another. The culture followed by all employees is the same as all employees are from the host country. Hence, there is no need to worry about cultural differences.
As opined by Ramesh and Nagar (2016), the coordination of the employees is much better than the ethnocentric approach. The career opportunities for the employees decrease in the host company, as they were not allowed to go to parent country and show their skill. A manager cannot do effective control over the company. This approach primarily depends on the demand made by the company. The promotion and advancement of local national in this approach are very much effective.
The Geocentric Approach:
On the other hand, in geocentric staffing, those individuals are selected, who are generally fitting for the position, paying little regard to their experience, culture or country of starting. As supported by Mane and Arora (2018), the essential advantage of this staffing procedure approach is that it is significantly versatile.
It can extend the organisation's social data about the different business areas and countries. Regardless of all these facts, as criticised by Froese, Sekiguchi and Maharjan (2018), a downside of this staffing methodology approach is that it might be difficult to apply. Development draws near, costs of worker movement and assortment the leaders make strain on HR the board.
Advantages of Using Different Nationals
Due to using different nationals, the basic advantage of is that when an IHRM staff indulges in staffing is that they are familiar with their county. Therefore, the staff is most probably engaged in the least hiring cost. Furthermore, there is no language barrier in it. Lastly, they used to stay ever last in the firm. This has been supported by Andersson, Brewster, Minbaeva, Narula and Wood (2019), stating that firstly, the salary and overall benefits are too much low that people used to get in PCNs. Moreover, it is obvious that they knew already much about their own county and maybe lack some information about the current workplace. However, they are true to their duties and true international managers. They empower their team the most and motivate others as well.
Disadvantages of Using Different Nationals
Firstly, the workplace country’s laws and regulations did grudge hiring of TCNs. Secondly, it may be possible that they could go back to their home nation after the assignments. This can also be possible that they could be more sensitive towards their mother country. In addition, these things do not usually empower them. On the other hand, as argued by Farndale et al. (2017), the disadvantages of using different nationals are that they feel difficult in owing their control over subsidiary’s operations. Next and the foremost is the communication problem they...