Procedure For Hiring Expertise in International Recruitment - Assignment Example

International Recruitment Procedure for hiring expertise Every organization has the zeal to remain afloat in a competitive market. This is because of the high levels of expertise required. As a human resource manager certain are the protocols and practices that are followed so as to achieve organizational objectives. Dubai link company human resource manager by giving the meaning of the word expatriate is a person residing in a place that’s beyond their legal boundaries. According to Herbolzheimer (2009) an expatriate is a person temporarily or permanently residing in a country and culture other than that of the person’s upbringing country. The recruitment process involves the following; an announcement by the organization about the vacancies available, there is a job response by the applicants, an exchange of information ensues between the parties involved; offers for employment made and are either accepted or declined according to the requirements of the organization. Finally the applicant is either in tandem with the offer or declines the offer (Edwards, Scott, & Raju, 2003). When hiring a person to work in a foreign environment the organization first makes that decision to hire. This enables cohesion in the running of the organizational objectives. In a nut shell background screening of the candidate is done .Then the negotiations are made with the agreed terms of service .The respective candidate is then given a letter that’s both applicable in the home country and the United Arab Emirates. Once the person is the foreign country the relevant entry and the tax equivalent requirements are made (Edwards, Scott, & Raju, 2003). There’s a contact with the foreign tax consultant which is then remitted to foreign tax authority. The tax return information is then computed. All the repatriation particulars are followed to the latter and all the recurrent items put into consideration. The United Arab Emirates is a conglomeration of about 10 different nation states governed by the U.A.E federal laws As a human resource manager of a corporate entity the recruitment process should support the company’s long term strategy for business survival (Lomax, 2001). The human resource manager is tasked with work of ensuring the right recruitment procedures are followed. This is achieved by in sourcing or outsourcing applicants by engaging the recruitment agencies since Staffing of an organization requires a thorough and competitive recruitment process. To select the most suitable person requires that time, care and planning be taken into consideration. The subsequent recruitment procedures includes the following; preparation by the human resource department, the applicant is then contacted, the financial costs involved in hiring and the implications to the organization’s output by taking the candidate . The recruits should be given equal opportunities achieved by developing a clear recruitment and selection policy where the advertisements are placed so that every person is accessible to the information both internally and externally (Clarke, 2006). Provisions are made to delegate the responsibility for the process of recruitment. Thereafter planning is made .For a competitive staff to be acquired the job description should be made clear as the job title is a key area of work and the overall purpose of the job with appropriate terms and conditions of the job (Clarke, 2006). Personal specifications, the application forms and the job adverts are all essential when informing the applicants. This enables the Dubai Link organization to effectively achieve its objectives. The difficulties faced before and after recruitment. The cons and the pros of recruitment must be taken care of in any organization .Some of the problems before recruitment include the legal and legislation issues as this entails the content the application form (Nankervis, Compton, & Bill, 2009). The age of the prospective staff to be recruited is a hindrance. This is because most of the Federal laws are formed on the basis of age .This can be put into two categories of an ageing staff or hiring under age staff vis-à-vis the stipulated age in the job requirement (Nankervis, Compton, & Bill, 2009). The miss match of skills between the locals and the company requirements is what necessitates recruitment of expatriates .This because the hiring of involves a less vigorous exercise as compared to hiring expatriates. The cost of advertising before the applicant is recruited .The availability of the same job in a different continent other than the United Arab Emirates region. This leads to staff influx to that job post to be filled .Therefore should ensure that competitive packages are on offer for the prospective staff to be recruited (Larson, Lakin, Bruininks, & Braddock, 1998). To realise a successful hiring process the difficulties must be minimized .This is a not achieved more easily because at the end of the day you must hire competent staff for the organization .According to Larson, Lakin, Bruininks, & Braddock (1998) hiring qualified personnel has proven to be a problem so as to inject stability in the organizational financial setup .This because of high wage demands. After the recruitment process has been carried out .Some of the problems accrue due to the following factors ;the culture of the person from their country of origin ,religious diversity ,the ease of adaptability in the foreign countries ,personal information in their previous station areas of working (Mellahi, Budhwar, & Kamel, 2006). To enable capacity building in the organization, the staff is entitled to support on his/her personal lifestyles. This makes the organization to incur extra cots in fulfilling this for better workmanship of the employee .The compensation premiums should be appealing to both parties to ensure financial fairness in running of the organization .Security issue also act as an impediment that may result in decrease in output in the firm .Most of the Middle East counties experience security lapses in their areas .This may lock out otherwise to be competent staff to be hired. Also due to the difference in the nationalities of the staff it may take time for them to inter mingle and settle in their country of adoption. Since most of the countries in the middle east are inhabited by the Muslim population .Those expatriates that confess to the Muslim religion tend to settle faster compared to the non- Muslims .To avoid the disparities at the work place when hiring the issue of religion or age should not be a hindrance .The people that confess to the same faith are free to mingle those of the different faith as long as the virtues and ethical values of the company are not interfered with .The recruitment process should also conform with the international labor laws .The travelling of the staff from area of origin like the work permit and the visas should be sorted out with ease . Time frame in the recruitment process The longer the time taken for hiring the required staff, the better as this yields more desirable results compared to the one done in a haste .It also enables for exhaustive and proper scrutiny of the prospective candidates .The hiring of the local talent takes a bit shorter time compared when recruiting the expatriates since they are looked from far and wide enough time should be allocated so as to enable qualitative process to be done (Nankervis, Compton, & Bill, 2009). The shorter the interval time the more expensive the method of recruitment is .The short time frame between the recruitment process and the hiring of the applicants will involve the use of advanced technology like the use of mobile phones and internet (Edwards, Scott, & Raju, 2003). The internet has a major impact on the recruitment process since it reaches a wider number of people .The strength of the post depends on the number of people applying of the job .By using the job boards approximately 5 million people can be reached. The recruitment functioning depends on the approach used .The more qualitative the method is over a long period of time the better the results .By using radio and television the costs of advertising is lower and also a large number of people are reached at a shorter time compared to print media (Edwards, Scott, & Raju, 2003). Preferences made to any country in hiring With the advent of the internet, accuracy and faster relaying of messages has been achieved .When recruiting from the local set up there’s no preference made to any nationality .Specifying the country of origin it has both its advantages and disadvantages .As for the expatriates in the same continent the language barrier and religion can easily be dealt with since most of them are Muslims and speak Arabic (Peng & Mike, 2010). But incase that they don’t meet the required criteria for selection, persons from other nationalities are considered .But here the organization will be required to provide post training programmes like language classes to enhance communication in a working environment. The problem of discrimination at the work is not allowed in any organization .Favouring applicants based on their country of origin is against the ethical values of an organisation. This may be streamlined by the person’s perception of the job itself (Nankervis, Compton, & Bill, 2009). It is against the international labor laws to have discrepancies in job titles basing on gender of the applicant, the religion that one confesses to, the political views and opinions and the applicants country of origin. Differences of packages based on nationality. Since the applicants accepted the offers, they automatically accepted the packages that are offered in that particular job title .Since equitable distribution of opportunities is among the core values upon which the organization was founded, differences in the staff packages should not be a contagious issue .Since the platform for hiring employees is a level ground therefore creating a sense of belonging to employees (Clarke, 2006). Only at special occasions is when there’s discrepancy in the payment of the services offered by the staff .This may be due to the fact that there’s varied levels of experience and knowledge possessed by employees (Karcher & Duboi, 2005). Due to the difference in cultural and developmental stages people of different nationalities employees’ exhibit different relationships at places of work. This is because they work for the same organisational course which is to ensure continuity of the organization (Karcher & Duboi, 2005). End of service calculation The end of service benefits are the accrued benefits a staff is entitled to on termination of the contract of service .This includes both the short term and long term benefits like the sick and annual leaves. The ends of service liabilities are determined on the basis of actuarial valuation. The end of service entities include after service health insurance, repatriation grant, termination indemnity, leave encashment which stipulates the unused vacation days and other separation costs. All these costs are liabilities to the organization .Whenever an employee leaves duty or is recruited cash is used to settle this costs hence a financial challenge to the firm (Lomax, 2001). Extra demands by the expatriates Most of the demands are driven by the short term needs of the staff to solve their problems .This enables the expatriates to set their adjustments depending on the length of the contract (Weber, March 2011). The special demands range from language training, cultural awareness, country specific information, cultural assimilation flexibility and the local business norms The disadvantages of hiring expatriates is that they are expensive , face adoption problems in their new areas ,poor pre departure training , poorly designed compensation packages in addition to inadequate selection criteria derailing expatriation in the modern economy (Herbolzheimer, 2009). Effects of emiritisation The challenges facing the Middle Eastern countries are complex and demanding .The socio economic and the political background, the past handling by the human resource and the major factors in human resource policies and practices (Mellahi, Budhwar, & Kamel, 2006). According to Mellahi, Budhwar, & Kamel (2006) the effects vary according to the way the human resource manager contributes to the overall recruitment exercise .In the U.A.E issues relating to the female workforce are common cases due to religious extremism .It’s presumed the foreign nationals create an imbalance to the countries original setup. The recent dynamism in the business environment has alleviated the extremes associated with emiritization .This is because of restructured and value added human resource system in the respective countries (Mellahi, Budhwar, & Kamel, 2006). International law and country laws Every territorial boundaries are governed by laws .Due to cross cultural differences of the expatriates in the U.A.E, they are governed by the U.A.E federal laws .Since emiritization is the opposite of nationalization the person does not cease to oblige to duty of the mother country or liability arising from any act while in the foreign land (Qafisheh, 2008). Every sovereign state has its law that governs its citizens with no exclusion to the expatriates Security issue Employee performance is always enhanced with proper security framework .Compounds with an advanced security settings are attractive in the labour market .This is due to terrorist threats across the globe. Since the staff have moved to earn more than what they earn at home, low levels of crime is healthy to an economy (Ham, Brekhus, & Madden, 2004). The staff is assured of security for their families and themselves creating a good working environment to increase output in an organization. Visa and work permit To encourage efficiency visa and work permits are to be issued without too much bureaucracy as it congests the labour market .Work permits are issued on either permanent or temporary basis .Since modernity creates conceptual and practical challenges to the stability of the nation electronic issuance of the documents is used to avoid cases of forgery (Nault & Derrick, 2010). Training and development To improve output, training is needed to match the skills and knowledge required in the organization. This is achieved through seminars, workshops and short courses .Training refers to a specific preparation to do a certain job while development entails a longer broader preparation (Nankervis, Compton, & Bill, 2009). Most expatriates lack the pre departure training .With the high cost of acquiring expatriates and their frequent failure to perform tasks makes training a necessity. Peng & Mike, (2010) argue that, in order to achieve conformity in the managerial skills staff development is required. Also for long term objectives of the firm developmental courses are needed. Focus should also be shifted to host country nationals (Peng & Mike, June 2010) .Since training and development adds value to the organization ,a back to back analysis is done through evaluation techniques like the performance contracts .The overall analysis of the training programmed should point towards a common goal . According to Pulliam & Pulliam (2001) the rate of investment of the staff is measured using evaluation on a performance improvement function .Technological advances and evaluation planning also assists in calculating the rate of investment, this helps in placing a value on the payoff of capital investments. For better service delivery an awareness session is put into place to maximize on profits .Human resource manager is tasked with installing awareness policies in the organization. Career development opportunities are enabled by creating avenues for skills and knowledge advancement of the employees. Realised in career paths and disseminating information on job openings that’s shared in the organization (Huston, Marqis, & Carol, 2008). Code of conduct and company values These are formulated so as to increase ethical and moral awareness by identifying and interpretation of the good core values in work place .Values beliefs and customs of a company like honesty, integrity, safety at the work station all creates a good rapport between employees and management. According to Herbst (2005) this values are promoted by rewards to the most productive employee. Support in personal life Assurance of better amenities improves the self-reporting behaviour of the expatriates .Provision of accommodation on the relocation support on employees on foreign assignment .This gives an insight on foreign deployment addressed satisfactorily .An education plan by the organization on dependants of the employee .Morale and career development programmes through constant homeland talks (Moran, Harris, & Moran, 2012). Some of the challenges most expatriates face in settling down is the inability to adjust to the new cultural environment because of little or no assimilation efforts, language barrier and also the employee unable to meet the high education costs for foreigners .This affects their effective operation .Others include the inability of the expatriates family or partner to settle in their new culture and poor compensation packages (Weber, March 2011). According to Herbolzheimer (2009) through culture coaching, the expatriates get the required support to work efficiently and effectively. The knowledge of the host culture is quite significant such that without this understanding it becomes difficult for the expatriate to perform certain activities. However, with this knowledge, they can easily improve work output and performance. References Alan, N., Robert, C., Morrissey, & Bill. (2009). Effective Recruitment and Selection Practise 5th editon. Amazon: CCH Australia Limited. Anderson, N., S.Ones, D., Sinangil, H. K., & Chokalingam, V. (2001). Handbook of Industrial,Work and Organizational Psychology volume 2. Heinle Cengange: sage. Clarke, J. Staff Recruitment. Dublin: Combat Poverty Agency. Edwards, J. E., C.Scott, J., & S.Raju, N. (2003). The Human Resource Program Handbook. New York: SAGE. Ham, A., Brekhus, M., & Madden, A. (2004). Saudi Arabia. Jeddah: Lonely Planet. Herbolzheimer. (2009). 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