The paper "International Recruitment and Selection of Employees " is a good example of a human resources assignment. The articles define both recruitment and selection and show the benefit of making better procedures of both recruitment and selection. These articles also show the importance of using expatriates by the MNC’ s in order to remain competitive in foreign countries. Author(s) and year of publication 1 Alsabbah, M. Y. A., 2013. 2 Kang, H. & Shen, J., 2013 3 Lily Thoo, M. K., 2013 4 Louw, G. J., 2013 5 Onchoke, S. I., 2013 Is each research article related to your topic?
YES or NO – please circle (if the answer is no to this question you need to find another research paper that is relevant ) Yes, all the articles are related to the international recruitment and selection of employees. MNC’ s uses the expatriates who are experts or in other words who have the knowledge of management. The Human resource department, especially in international organisations, has to overcome a number of challenges while resourcing. Human Resource Practitioners who are mainly involved with international assignments their duties don’ t just end in management of expatriates but as different business requirements have emerged, longer-term has seen a decrease in more mature markets and grown exponentially in the developing world.
The difference in culture, however, does provide for many opportunities for establishing a diverse workforce. It should be noted however that as a Human Resource practitioner it is advisable to establish a way for the policies and philosophies of the said organisation to be consistent in all branches regardless of the locations. It is the duty of the MNCs to always motivate the expatriates in order for them to believe in the significance of such a foreign assignment.
In regards to this, the managers would believe that the international assignment opportunity would augment their chances of promotion as well as increase their financial status. There are also some challenges that are encountered as a result of MNC’ s using expatriates. These challenges include; the inability of the family of the expatriates, in particular, the spouse to positively adjust in foreign surroundings has been regarded as a challenge to the MNCs. The language barrier, culture shock, lack of support, lack of recognition, isolations are some of the challenges of international assignments.
In addition, the partner of the expatriate might not be in a position to give up on his/her career in support of the other’ s international assignment. Longer working hours, late-night calls from headquarters that are in different time zones are just some of the challenges that expatriate workers face. Overall expatriate adjustment including that of the family has proven to be very hard and tension in the family may have a negative impact on the overall life of the expatriate. What are the main contentions of each research paper? 1 (Alsabbah 2013) channels of recruitment and selections that lead to the high performance of the organizations.
The research states that recruitment and selection are two sets of activities in an organization which are very important in hiring people. This is because a sound recruiting practice capitulates high worth workers through an excellent selection mode that better forecast the prospect job presentation in an organization. In addition, competence is defined as a fundamental characteristic of a person that is connected to better performance in work or situation as well as organizational outcomes that is indicated by skills attribute, quality, character, ability, capacity and capability.
The research treats the worker's workplace competence as a reliant variable when treated as one of the results of human resource management (Kang, H. & Shen 2013) Recruitment and selection when hiring individuals forecast the prospect job performance. (Lily Thoo & Akash 2013) establishment of sound strategies that assist the MNCs to operate overseas. For instance, South Korean multinational enterprises (MNEs) have rapidly grown since 1950 when they started operating in overseas.
In their Chinese operations, Korean multinationals recruitment and selection policies, as well as practices, adopts either polycentric approach or mixed approach which a combination of both polycentric and ethnocentric to international staffing, whereby the number of expatriates drops gradually over the time. 4 (Louw 2013) Use of expatriates in order to complete purposefully critical tasks for MCN’ s organizations. Multinational enterprises success, particularly in emerging economies relies on the extent they cope with the competitive market dynamics in different sectors. The MNCs use expatriates in order to assist entry into new markets, to expand international management competencies as well as for business control and proficiency reasons in critical global markets.
More often than not the unavailability of talent and skills takes the organization to search for these in other countries so that the job can be done more efficiently and effectively. Challenges such as technical competence are always experienced since expatriates are located far away from the headquarters of the organizations also recruitment of expatriates involves a lot of time, monetary costs and also other indirect costs.
There is always a risk of improper recruitment and selection and it can always cause problems for both the expatriate and the organisation where you find work is not being well done as expected. 5. (Onchoke 2013) MCN’ s considers some things when entering a foreign country in order for the MNCs to be competitive as well as ensure that their expatriates are competitive as well. Personal traits which refer to the ability of an expatriate to understand different culture efficiently interact with inhabitants of a different nationality, as well as ethnic background, ensure a smooth transition of an expatriates international assignment inability of the family of the expatriates, in particular, the spouse to positively adjust in foreign surroundings has been regarded as a challenge to the MNCs.
As an expatriate one must be responsive to change but personality tests by HR practitioners should be a common practice to help identify the risk for the job applicant and the organisation. Many organizational psychologist believe that extroversion and emotional stability are the two most personality traits expatriates should possess. During the interview process, one should not concentrate wholly on the academic and professional achievements but questions intending to give a sense of the personality of the interviewee should be asked.