Factors an Organization Needs To Consider When Developing a Global Staffing Strategy - Assignment Example

Critically evaluate the factors an organization needs to consider when developing a global staffing strategy? A global staffing strategy is a must-have for an organization that wants to expand in different areas of growth, productivity and development. The reasons are many and depend a great deal on the business dimensions. This is because the global staffing strategy would have to undertake efforts and means to make sure that the people remain at par with the changing norms and routines of the different areas. The global staffing strategy would also incorporate the perspectives of the people as to how they view the entire working mechanism of the world and what the different nations bring to the fore with their respective working realms (Song, 2011). Hence creating and eventually developing a global staffing strategy is a Herculean task if seen within the proper scheme of things as it cultivates a sense of trust and empathy within the region where the headquarters are located. The expatriates working within the different nations of the world is an enticing opportunity for the staffing avenues that have shaped up with the passage of time. The global staffing strategy with regards to these expatriates gets its basis from the management hierarchies which are present within the organization itself. It is their decision to find out how the organization will have its own staff situated at the different locations worldwide, where it exists to satisfy the varied customers. What is interesting to note here is the fact that these people who are recruited could either be from the locations where the office domains have been set up or recruited from the headquarters themselves (Linley, 2011). The need is to select and hire people who understand the dictum of the organization more than anything else, and this can only be done through an understanding which is based on the collective understanding of the global staffing strategy which has been in place now for some amount of time. If the right people get hired at the different locations where the business is run, this would mean that the entire organization would benefit as a result of the same. However, if this is not the case, then the global staffing strategy would implicate to a failure without a doubt, and this would mean that the recruiting issues have not been resolved in an amicable fashion (Enderwick, 2011). The role of the human resources management departments within the headquarters and the separate locations all around the world are significant more so because they perform tasks which could be easily replicated across the board if proper vision and a sense of purpose exists. If there is a lack of such visionary elements, then this would suggest for a lack of comprehension on the part of the global staffing strategy that has been adopted by the organization. The manner in which success or failure has been addressed is an important one and it shall reap its own rewards in the long run. Critically speaking, the global workforce planning realms come about in the wake of a paradigm shift with respect to the business avenues and hubs which have come about. This has meant that their problems need to be ascertained in entirety before one can move ahead any further with this discussion. Whilst developing a global staffing strategy, one must adhere to the understanding that the organization must look up its strengths within the staffing understandings that have been reached upon. What this will do is to find out ways and means through which the entire organization could benefit and find new pathways to develop its basis in the varied locations around the world where the offices are situated for the sake of the business enterprises (Potosky, 2011). Also this would mean that the organization cares about the internal resources which exist within it, and which shall be the epitome of a number of positives when it concerns the operations, activities and tasks that remain hidden within its retort. Now how this global staffing strategy brings upon significant strengths to the fore is somewhat of a confusing scenario. It is because this global staffing strategy looks forward to receiving the required funding and budgets from the company’s top management so that able and educated individuals are hired within its fore. If this does not come about, there are bound to be serious anomalies that will exist within the organization in the long run. What is even more interesting is the fact that the global staffing strategy shall always cover the grey areas that have either been overlooked by the organization or not paid enough heed every now and then (Mosley, 2011). All these factors are deemed as significant when an organization is developing its global staffing strategy. If these elements and tenets are not taken care of, there is a good amount of doubt that the negativities will creep in and the organization shall become a resource for downfall in the future. In order to avoid such lapses that might occur and reoccur, there is a dire need to settle the problem once and for all. The global staffing strategy should always be given the cover by the organization so that its entirety is sealed to the core. It would mean fairness to quite a good extent and this shall embody the basis of success of recruiting individuals who have a better know-how of how things work within the organization on a consistent level. It is a critical understanding that the global staffing strategy shall always bear positive results if the staffing regimes have taken quite a long time to pan out (Sahin, 2011). This in essence implicates for the kind of success that one is looking forward to having in the long run. The top management must be given the credit for adhering to such policies that shall reap rich dividends as far as these discussions of global staffing strategy is concerned. In the end, it would be fair to state here that a sound global staffing strategy would result in success for the sake of the organization. This will also ensure that the employees know that their counterparts are the ones who have been selected for all the right reasons. Similarly, the newly hired individuals would have a good idea as to how much they need to value their employment with the said organization (Lewin, 2011). This would be a win-win situation for just about everyone under the aegis of the organization. All said and done, the global staffing strategy is a strategic aspect and should always be thought of as such. There must be proper measures and undertakings within the related domains to guarantee that the global staffing strategy is head-on with the organizational mission, vision and its long term objectives, because these would mean a great amount of success in the long range scheme of things. Bibliography Enderwick, Peter, 2011. Immigrant effects and international business activity: an overview. Journal of Asia Business Studies, 5(1) Lewin, Arie, 2011. Trade in Services: The Global Sourcing of Business Services. Research in Global Strategic Management, 15 Linley, Alex, 2011. Do strengths measure up? Strategic HR Review, 10(2) Mosley, Richard, 2011. Applying employer brand management to employee engagement. Strategic HR Review, 10(3) Potosky, Denise, 2011. Strategic Human Resource Staffing and Organization Research: Are they One-Size-Fits-All Endeavors? Research Methodology in Strategy and Management, 6 Sahin, Cigdem, 2011. Managing professional service firms: role of managerial abilities. Journal of Management Development, 30(4) Song, Jaeyong, 2011. Transferring subsidiary knowledge in the global learning context. Journal of Knowledge Management, 30(4) Read More