International Recruitment and Selection of Employees - Assignment Example

Step 2 –Group task - ‘Synthesising’ (consolidating) and critically analysing the research literature Student Name and ID: ___________________________________________ Student Name and ID: ___________________________________________ Student Name and ID: ___________________________________________ Student Name and ID: ___________________________________________ Student Name and ID: ___________________________________________ Topic: _International recruitment and selection of employees _________________________________________________________ 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. 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. 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. Difference in culture however do 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 includes; inability of the family of the expatriates, in particular the spouse to positively adjust in a foreign surroundings has been regarded as a challenge to the MNCs. 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 in the overall life of the expatriate. What are the main contentions of each research paper? 1 (Alsabbah 2013) channels of recruitment and selections that leads to 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 workers workplace competence as a reliant variable when treated as one of the results of human resource management 2 (Kang, H. & Shen 2013) Recruitment and selection when hiring individuals forecasts the prospect job performance. (Lily Thoo & Akash 2013) establishment of sound strategies that assists 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 head quarters 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 in 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 different nationality as well as ethnic background ensures smooth transition of an expatriates international assignment inability of the family of the expatriates, in particular the spouse to positively adjust in a 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 personality of the interviewee should be asked. List common concepts (ideas), Propositions or theories that have appeared in the literature review of the three research articles. Don’t forget to add a reference (citation) after each point to assist with comparing and contrasting the research articles. (Alsabbah 2013)Recruitment as stated above is the process of generating a pool of capable candidates applying to an organisation for employment. All research articles agree that that companies especially MNCs have been faced with an ever increasingly competitive environment and they therefore have to invest in getting their man power from overseas to maintain a competitive edge. (Kang, H. & Shen 2013),( Lily Thoo & Akash 2013) It should be noted however that some firms prefer internal recruitment and rely heavily on references and recommendations unlike the MNCs. It is also important to note that in the all the research articles most companies have an order of recruitment and selection process and most of the methods and strategies used are similar to those used elsewhere around the globe. Identify and list key issues that have been discussed in the literature review of each research article. Are there any similarities or differences in the type of issues that have been discussed across the three research articles? For example, have two authors raised similar issues? 1. Mode of application is emphasized by the first author, whereby direct application is proffered by most of the organizations in cape town. Modes of recruiting that are commonly used by organizations are also discussed. Such methods include; direct applications by either mail or a person applying individually which are the biggest sources of applicants. There are other sources of recruitments in the area which includes: walk-ins, personal contacts, career fairs, recruitment agencies, school campus and university recruiting among others. Most of the organizations in Eastern Cape have adopted computerised testing as well as multimedia test in the selection procedure as a result of technology innovation and growth. The companies in the province view video conference as a significant as well as helpful as face to face. 2. Competence of workers is directly related to the process of recruitment and selection which are great determinant of the success of an organization. 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. . The research treats the workers workplace competence as a reliant variable when treated as one of the results of human resource management. In regards to this, the employee’s competencies variable has been measured by most of the researchers as one of the outcome of the recruitment and selection procedure 3. The author in this research emphasizes on expatriates career development rather than recruitment and selection. The research shows that multinational enterprises success, particularly in emerging economies relies on the extent they cope with the competitive market dynamics in different sectors. One of the important ways of dealing with the situation is by effective recruitment and selection of the best as well as dissimilar workers for firm units that operates outside the traditional markets. MNC’s that has strategy of overseas expansion should find the right talent in meeting the needs of their employees wherever they opt to work from. The HR manger serves as well as other professional agencies serves as the source of sufficient information provider concerning the adequacy of the domestic labour markets before the decisions are made on the location of operations as well as whether the organization should take part in any cross- border attainment, joint venture or association. Business factors such as financial as well as legal considerations should be fully explored, but the human capital as well as social issues are the part of the due thoroughness procedure which should work in cycle with the organization scheme in order to ensure powerful performance in the employment affiliation First and second authors emphasizes much on recruitment and selection procedures and relates them to the competence of employees which results to high performance of the organization. The third author differs a little bit with the two authors; the emphasis in the research is on the career development of the expatriates rather than recruitment and selection processes. Consider the findings of each research article and how each has contributed (added) to knowledge on the research topic. Write down at least one point for each research paper. 1. The first research found out that the walk-ins and university recruitments were the most used methods in cape town and the researcher appeals for the authority to ensure the availability of internet in order to enable people to apply as well as participate in selection process through internet. 2. The research suggests that MNCs have an efficient recruitment and selection policy. This has assisted the organizations in selecting the employees who has the practical as well as skills to make the organization competent. 3. The research emphasizes on the considerations of the business factors which results to high performance of the business. 4. use of expatriates are the main issue, whereby MNCs encourages as well as motivates the managers in foreign country to believe that the organization would perform and compete with the local markets. The research also gives ways on how the expatriates should deal with the challenges encountered. 5. Adaptation of different approaches by the South Korean MNCs has made the organization in china develop rapidly. The research suggests for any organization to have a strategy in order to be competitive in the already flooded market. How have these research study contributed to the broad knowledge on this topic? (Paraphrase – i.e., use your own words) These research has greatly contributed to the knowledge of this topic since it has shown how important the recruitment and selection procedures are important to the MNCs and how it helps in making an organization competitive. It has also identified the challenges encountered by expatriates and shows how to deal with some of the challenges. When MNCs recruit expatriates they come up with a few advantages, first promoting internal employees to head up foreign offices may offer the best chance to maintain corporate philosophy and culture. Compare the suggestions for future research across the three research articles and note any similarities or differences. Do the authors of the three research papers concur (agree) on the future direction of research on this topic. Note any differences in the recommendations for future research directions (Paraphrase – i.e., use your own words) Despite all the authors concurring with the fact that recruitment and selection of employees in MNCs are important, significant differences remain in the way in which diverse countries organize business activities and more specifically employees’ management. Therefore, there is a need for universalistic models of IHRM that emphasize one-best-way. Differences do exist especially in some countries where recruitment and selection has been paid little attention. Some organizations are still adopting simple recruitment and selection processes. As for selection process, employers seem to spend less monetary resources as well as time on deciding which selection method to use and as such they prefer to use the “probation period” as their form of evaluation. Read More