Nobody downloaded yet

1. Managing International Recruitment. 2. Succession Planning - Assignment Example

Comments (0) Cite this document
Summary
The HRM should come up with ways of managing the international recruitment (Boxall, Purcell and Wright 2008, 45). All these approaches…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER92.9% of users find it useful
1. Managing International Recruitment. 2. Succession Planning
Read TextPreview

Extract of sample "1. Managing International Recruitment. 2. Succession Planning"

Download file to see previous pages While recruiting international employees, the HRM in the multinational organization must ensure that global competitiveness of the employees is satisfying. The HRM’s primary goal is to employ the right workers at the appropriate time for the right task. The following approaches may be used; Ethnocentric, polycentric, Region-centric, and geocentric approach (Sparrow 2007, 26).
Ethnocentric approach includes employing all the nationals from the Multinational Corporation’s mother country who should report to the company’s headquarters. The logic behind this approach is that employees from the mother country will link well with the business and represent its interests compared to employees who are non-citizens. This type of approach ensures maximum commitment, and the organization can rely on its workers.
Polycentric approach involves limiting the recruitment of employees to the host country, and the MNC treats each branch in other countries as a separate entity. The approach ensures that the company has diversified talents and profit margins in the company are high since such an approach is appreciated by the citizens of the host countries (Vanwyck 2010, 56). Region-centric approach takes into account the presence of qualified personnel from the neighboring countries of the host country due inadequacy of trained staff from the host country. This approach increases the chances of expansion of the host country and the products from the company perform better in the host countries.
Geocentric approach considers the world to be a single country, and the company sources qualified personnel worldwide. It is the best approach and suits my company very well. It gives room for technological innovations due to the availability of the best talents that meet global competitiveness. The company also becomes adaptable and flexible to the changing global market trends. The problems that might arise when using such an approach may include change of policies ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“1. Managing International Recruitment. 2. Succession Planning Assignment”, n.d.)
1. Managing International Recruitment. 2. Succession Planning Assignment. Retrieved from https://studentshare.org/human-resources/1670688-1-managing-international-recruitment-2-succession-planning
(1. Managing International Recruitment. 2. Succession Planning Assignment)
1. Managing International Recruitment. 2. Succession Planning Assignment. https://studentshare.org/human-resources/1670688-1-managing-international-recruitment-2-succession-planning.
“1. Managing International Recruitment. 2. Succession Planning Assignment”, n.d. https://studentshare.org/human-resources/1670688-1-managing-international-recruitment-2-succession-planning.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF 1. Managing International Recruitment. 2. Succession Planning

Planning and Recruitment

...? Planning and Recruitment Outline Q Discuss the importance of effective Planning for future organizational staffing requirements. (200 words) Q 2: Construct a Job Advertisement of Human Resources Manager vacancy taking into consideration the below fields: Attention: the advertisement should arouse attention (50 words) Interest: the advertisement should make the reader interested (50 words) Desire: the advertisement should grow the desire of the reader in the vacancy (50 words) Action: the advertisement should motivate the reader to apply for the job (50 words) Q 3: Explain the Internal and external Recruiting Strategies....
6 Pages(1500 words)Coursework

Ethical Principles in the Corporate World

4 Pages(1000 words)Essay

Human Resources Management

...method in HR planning to meet the demand, and also a critical practice for HRM as it provides a direction to the employees as well as organisation considering that employees have to be constantly moved to perform better and/or to effectively manage employee motivation and commitment. At McDonald’s, as Lainer (2012) asserts, succession planning is essential not only to motivate employees but also to drive a consistent strategy and develop human resources. Meeting the HR demands of the company starts with recruitment and selection of suitable candidates at minimum costs (Armstrong, 2006), and this process also decides the efficiency and profitability the...
6 Pages(1500 words)Assignment

Racial differences (introduction)

4 Pages(1000 words)Personal Statement

Succession Planning in Middle Managment

.... This will result to valid, defensible data. This quantitatively and equitably matches people and jobs. Multi-rater feedback and candidate histories help avoid subjective, error-prone judgments of "potential" ("Focus Succession Planning and Talent Management", 2006). The typical steps to implement focus succession planning are (1) Identify staffing needed to implement organization strategy. Develop succession planning metrics; (2) Select critical jobs. Decide on optimal replacement chart and pool structure; (3) Assess candidates; (4) Select back-ups; (5) Implement development...
10 Pages(2500 words)Essay

Succession planning

...Succession planning A company’s approach to succession planning, internal recruiting, and promoting from within. According to Atwood (2007), succession planning is a process whereby, critical roles are determined and successors are identified within the organization. The chosen individuals are then equipped with proper skills to enable them handle both the present and future roles and responsibilities in the company. Motorola Company is based in the United States of America. It is a company, which deals mainly in electronic and wireless communication. Among the initiatives the company uses is...
3 Pages(750 words)Essay

Succession Planning for a CEO

..., the current CEO as well as a renowned auditing firm such as the Pricewaterhousecoopers. In this way, the recruitment process will be fair to all candidates. Question3 Lone Star should have a succession plan for the CEO position. Based on the significant nature of the CEO position, the board should ensure that a board member with many years of experience in the bank or any other large financial institution is given a priority. Academic qualifications should also be considered in the succession plan. For example, the CEO should be holding a minimum of Masters Degree preferably in Business Administration. In this way, board members will be eager to...
2 Pages(500 words)Essay

HR Planning and Recruitment

...the efforts of my lecturer and the professional who enhanced my learning about the HR recruitment and selection process carried out at the leading corporation of the world. Table of Contents HR Planning and Recruitment 1 Acknowledgment 1 Table of Contents 2 Executive Summary 3 1.Introduction 4 1.1.Purpose of the Report 4 1.2.Sources of Information 4 2.Recruitment and selection process of KFC 4 2.1.Brief overview of KFC 4 2.2.HR department at KFC 4 2.3.HR planning and recruitment at KFC 6 2.5.Recruitment and selection...
6 Pages(1500 words)Essay

Human Resource- Succession Planning & Strategic International HRM

...are adopted in host country subsidiaries. This does not equip the managers to be transferred in any country should sudden need arise. Such managers would not be familiar with the corporate culture and would not be in a position to reflect the corporate strategies and principles in the subsidiary. In the exportive IHRM approach, the HR systems are standardized across all subsidiaries, which ensure that managers can operate as efficiently at all its subsidiaries. However, the local needs would have been ignored. The adaptive approach has the highest external fit and the exportive approach has the highest internal fit. The integrative approach maximizes both...
4 Pages(1000 words)Essay

Succession Planning of A.C. Milan

...successors and predecessors. Pioneering aspects in resource-based view and the international soccer field inspires the suggestions placed in the link of the succession process and teas management (Books, LLC. 2010). Effectiveness of Planning Methods The definition and measurement of outcomes do not allow for defined expectations in the scope. Absence of measured outcomes does not equip the stakeholders with the ability of quantifying Succession Development value (Books, LLC. 2010). The strategic outcomes include % of soccer team vacancies filled through internal recruitment against external hires. The measurements allow...
12 Pages(3000 words)Research Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Assignment on topic 1. Managing International Recruitment. 2. Succession Planning for FREE!

Contact Us