International Human Resource Management

.  Selection.International Recruitment & Selection:  Recruitment- defined as searching for and obtaining potential job candidates in sufficient numbers for and quality so that the organization can select the most appropriate persons for its job needs.defined as the process of gathering information for the purpose of evaluating and deciding whom should be employed in particular jobs.

 . coordination & control links with the organization¶s headquarters.Pros & Cons of the four International Staffing Approaches: Advantages of Ethenocentric Approach:  Perceived lack of qualified host country nationals(HCNs)  The necessity to maintain & consolidate good communication.

. policies.  PCNs may be most suitable because they have the requisite skills & experience.  Promising Managers are given the opportunity of international experience. standards etc. The assurance that the foreign subsidiary or unit will comply with corporate objectives.

Disadvantages of Ethenocentric Approach:  It limits the promotional opportunities of HCNs  PCN expatriate managers may experience adjustment problems. .  PCN expatriate managers are expensive.

 PCN .  The compensation packages of PCN expatriate managers may be at a level considered unjustified by the HCN¶s.expatriate managers may attempt to impose styles which are appropriate at the organization¶s headquarters but which may be deemed inappropriate in the host country.

 Overcomes the decentralization effect of the polycentric approach. . Advantages of Geocentric Approach:  Facilitates the development of an international team.

 For the geo .

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