The paper "Using Local Employees to Staff the International Operations" is an outstanding example of management coursework. For an organization to carry out its business in the international environment, it will encounter those faced by its domestic businesses. With the current rapid growth in internationalization and globalization organizations are increasingly spreading their operation to the foreign markets. However, this proven to be quite sensitive especially inline to these organizations staffing. On the other hand, this also calls for more complex business structures in order for these organizations to operate in foreign markets to succeed.
There is no doubt that managing employees in the global environment can be quite difficult and time-consuming for these organizations (Mezias and Guth 1998). This might require looking for employees best fit to work for the organization, train them and ensure they relate to the organizations' culture in order for them to start working fully for the organization. This paper, therefore, highlights the importance of an organization using local employees to staff its international operations. Organizing and staffing an organization's operation is one of the constant challenges facing the organization.
This problem has proven much bigger for the organizations which have expanded their operations across the national borders. Due to lack of direct touch, supervision and proper allocation of tasks to employees, it might be difficult for these organizations to reciprocate their local productivity in its operations abroad. On the other hand, the difference in the local market and that in the foreign country might pose to be a huge hindrance to the organization's operations (Yamazaki 2014). For instance, a company may need to build its reputation in its new market, however, due to the language barrier this course might be slowed down.
Secondly, the company may have to surpass the cultural barriers in the new market for its operations to flow smoothly. For an organization’ s workforce to adapt to the changing environment an organization will need to invest a lot of time and finances which in the long end does not guarantee any success. Therefore, an organization is likely to go for the easiest option which is using employees from its new markets to staffing its operations.
This will enable the organizations to adapt to the changing environment through globalizing its Human Resource system and functions (Mahajan and De Silva 2012). Some of the significant challenges this HR system is bound to face are compliance with the international laws, training, and development and cultural diversity. Literature review (Pigors 1973: 690) Emphasizes that one significant problem facing multinationals is the geographical distance where there is a lack of day-to-day relationship with an organization’ s headquarters and its staffs in the foreign market. Pigors goes on to emphasize that it is essential for an organization to give its overseas staffing practice special attention.
He also goes on to break down the different sources of employee’ s who can be staffed in an international company. They include; employees from the organization’ s place of origin he refers to these types of employees as expatriates or home country nationals (Bowblis 2011). Secondly, he claims that host country nationals which are the natives from the host country it has expanded its business to. Thirdly Pigros claims that an organization would also use third-country nationals; these comprise of natives from neither another different country who are neither from the host country nor the organization’ s country of origin (Mezias and Guth 1998).