The paper “ Main Social and Technical Challenges in Firms Wishing to Internationalize Their Staff Selection and Assessment Approach” is an intriguing variant of literature review on human resources. According to Iles, the human resource department of any organization usually has multiple responsibilities, selection of staff being one of the responsibilities, therefore it is unlikely for them to go through the lengthy research reports regardless of their benefits. Hiring companies will conduct a rigorous interview in order to get the best talents. Resources such as good remunerations and advertisements are some of the best strategies used in order to attract the most favorite candidate.
This is a result of organizations wishing to internationalize their staff selection and assessment and thus they understand that human resources are the greatest or most important resource to them. There are various methods used to assess and select staff in their organization that seeks to internationalize. However, when firms fail to consider the right approaches, conducting ineffective staff selection and assessment can result in disruption, under productivity and difficulties in personnel management and many more.
While selecting staff after getting a number of applicants, the best candidate is sourced through interviewing and test conduction. This paper, therefore, seeks to highlight the social and technical challenges that organizations face while internationalizing their staff, the best strategies that can be used to help solve this problem and how effective they will be if adopted. Indeed internationalization of employees is a challenging task to most multinationals due to the various challenges they encounter. Diversity challengeThere are various challenges associated with staff selection and assessment for firms willing to internationalize their selection and assessment procedures.
Diversity management is one of the challenges while selecting staff. International environments comprise people who differ in various ways from color, gender and ethnicity (Appelbaum. and Fewster 2012, p. 66-80). The major issues on diversity are based on gender inequality is the most predominant issue in the workplace, example the hiring of male instead of incorporating female in the workforce has immensely affected most international firms, this gender-based discrimination makes the organization not to meet international standards of Staff selection and assessment, pay inequalities are also rampant in most of the companies the Human resource managers normally underpay some of their staffs depending on who they are, ethnicity is also a major problem in diversity where the human resource managers only hire based on race or specific groups of people and others are left out, diversity challenges are also related to the remuneration that employees are given and the kind of appraisals that can be conducted in order to promote an employees in the order of merit (Killion 2010, p.
47-51). Therefore, diversity brings about difficulties in the selection, as organizations often hire unqualified candidates.
This challenge is propagated further by organizations ignoring the assessment approach and performance tests that are essential in providing direct evidence of the applicant’ s ability and skill to work on the job. Ambiguity is a frequent occurrence that influences assessment thus the diversity challenge may lead to miscommunication and poor organization performance on a global scale (Mendenhall, Dunbar and Oddou 2013, p. 331-345).