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Based on DQ1rw, DQ2Bridget - Essay Example

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The situation in the human resources today is a tension between a flattening effect of globalization and vital variations in the international markets. The challenge is the balancing of the opposing forces and the achievement of both local and scale relevance. Polycentric world…
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Based on DQ1rw, DQ2Bridget
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Human Resource Management Lecturer Introduction The situation in the human resources today is a tension between a flattening effect of globalization and vital variations in the international markets. The challenge is the balancing of the opposing forces and the achievement of both local and scale relevance. Polycentric world rethink the global business in priorities such as; redefining the local and global significance which demand more decentralization; developing polycentric approach to inventions and innovation; rethinking the government and tax administration relationships; and building strong global experience and diversified leadership teams (Jones, 2010).
The staffing plan using the polycentric approach
The recruitment will be based on talents and skills of employees in question. The recruits will be appointed on the basis of ability to make predictions based on the trends experienced currently, interact well with the existing strategic planners and implementers in the organization, and use of statistical models and expert judgments. These employees will be subjected through a thorough training before absorption. The employees will be trained and orientated about the organization’s activities. They will be evaluated using a SWOT analysis. This will be done as on job training and job rotation so as to enable them capture the idea and concept of the organization. Eventually the right persons will be placed in the right positions matching their talents, skills, qualifications, and training. After a significant period on job, there will be an evaluation of their performance carried out. Their future needs will be anticipated considering the past performance they shown with the existing needs. The previous trends involved in promotions and quitting will then be assessed and considered. After an extensive appraisal of the employee performance, the organization then decides on the employee with diverse skills and abilities to be placed in other places (McGregor, 2005).
Comparing and contrasting Russia and China in terms of “the right perks”
Both Russia and China are famous for robust potential in earnings. However, the exports from China are much more than those from Russia. Before the reforms in China back in 1978, the economy relied much on vestiges of the Maoism whose communism tenets determined a common pay for every rank in the society, however, the high ranking officials and power elite still benefited greatly from the sundry perks and preferential treatments they got. On the other hand, Russian economy is mortgage oriented. There are favorable employee rates though (Phatak et al., 2009). Therefore Russia is considered much more attractive in terms of “the right perk” for the jobs listed.
Jones, S. (2010). Human Resource Management. Boston: McGraw Hill
Kashlak, R. (2007). Recruitment process. London: Prentice Hall.
McGregor, J.( 2005). One billion customers: Lessons from the front lines of doing business in
China. London: Nicolas Brealey
Phatak, A.V., Bhagat, R.S., & Kashlak, R.J. (2009). International Human Resources
Management, London: McGraw-Hill. Read More
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