Essays on Issues of Cross-Cultural and Recruitment Assignment

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The paper "Issues of Cross-Cultural and Recruitment" is an outstanding example of a management assignment. Cross-cultural issues are extremely common in human resource management. if it is not handled properly then it causes a lot of problems of the success of the organization. This paper is based on a case study which deals with the issues of cross-cultural and recruitment. The case study analyzes the situation which arises when a manager cannot handle or adjust to the cross-cultural changes. Answer 1 As per the case, it may note that due to sally’ s blunder that the local agency was not adhering to her deadlines and she was being sent batches of applicants who had little customer service skills and little or no English language skills, making it impossible for her to not only assess the applicants but also to explain the culture that the company was trying achieve. Here Sally should have emphasized to the agency on the first day regarding incorporating behavioral characteristics which she thought would be necessary for a new hire both and would assimilate with the existing office's culture. If she would have done this then the mishap of half of the customer service staff employed.

Would not lack time management skills, they would not have turned up to induction sessions late and no ongoing problems with communication. If the characteristics matched the culture of the office then the fifty staff she had already employed, ten had failed to report to the office for the second week of induction training. Sally should have checked references carefully. This is the most ignored strategy in hiring practice, however, professional say it is extremely necessary.

A lot of organizations even take the interviewee consent to credit-history checks. Out of the 3 provided references, Sally should have had a phone conversation with at least two and paid close concentration to the tone of their reference, not just the words being used It's not essentially lawful to get in the way of future employment of an ex-staff member, thus past references would not have said anything negative. If Sally would have checked on the references of the people being hired then issues of the fifty staff she had already employed, ten had failed to report to the office for the second week of induction training and lack time management skills, they would not have turned up to induction sessions late and no ongoing problems with communication would not have arisen.   Answer 2 Sally could have improved the situation by improving her skills in communication across cultures.

Her way of communicating with the new staff must have been the same as she used to with the staff back home. If she would have handled the communication issue then the entire situation would have improved as she would at least have her working staff.

She should have known that her retention methods she would have to be different from those which are used in her old workplace. As highlighted in the case study that applicants who had little customer service skills and little or no English language skills, making it impossible for her to not only assess the applicants but also to explain the culture that the company was trying achieve.

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