staffing for global operation

Amity International Business School

Amity International Business School 2012-2015

BY :Sunil Kr. AhirwarEnrollment- A1833312026 FacultySection- A Dr. Kshamta Chauhan

STAFFING AND TRAINING FOR GLOBAL OPERATIONS


STAFFING

The most important resources of an organization are its Human Resources. Staffing has been described as the managerial function of filling, the position in an organization structure. This is achieved by identifying requirement of work force, followed by recruitment, selection, placement, promotion, appraisal, and development of personnel, to fill the roles designed into the organization structure.


IMPORTANT OF STAFFING

• Training and Development• Effective Co-ordination• Effective Recruitment and Placement• Building effective human resources


APPROACHES TO INTERNATIONAL STAFFING

4 Approaches:• Ethnocentric approaches• Polycentric approaches• Regiocentric approach• Geocentric approaches


Ethnocentric approaches- People from the home country i.e. Parent Country National fill top management and other key position

Advantages• Organization control and coordination is maintained and facilitated• Promising managers are given international experience.• Assure that subsidiary will comply with company objectives.

Disadvantage• Limits the promotion opportunity of home country nation which may

lead to reduce productivity and increased turnover among that group

• Income package of expatriates are 4 times higher than locals.


Polycentric approaches- MNCs with this approaches subsidiaries with home country nation and its home office with parent country nation.

Advantages• Eliminates language barriers• Avoid adjustment problem of expatriates and their families and

removes the need for cultural awareness training• Less expensive

Disadvantage• Gap between HQ and subsidiaries increased which become difficult

to be managed• Limited career opportunities for home country nation and parent

country nation managers


Geocentric approaches- This approaches utilizes the best people for key job through out the organization, regardless of nationality

Advantages• Enables an MNC to develop an international executive team• Overcome the federation drawback of polycentric approach.

Disadvantages• Expensive to implement because of training and relocation expense• Time consuming • Requires more centralized control of staffing


Regiocentric approaches- Regionally oriented approach where an MNCs divide its operation into geographical regions and transfer staff within those regions.

Advantages• Allows interaction between executives transferred to regional HQ• A steps for MNCs to move from purely poly or ethnocentric or

geocentric approach

Disadvantages• It provides federalism at regional basis rather than country basis.

This serves as a barrier in taking a global stance• Limits career progression opportunities to the regional level


STAFFING PROCESS•Analyzing manpower requirements- It is making analysis of work and estimating the manpower.•Recruitment- Is identifying and attracting capable applicant for employment.•Selection- It is choosing the fit candidates from the application received in the process recruitment.•Placement- This may be on probation and on successfully completion concerned•Training and Development- It is concerned with imparting and developing specific skill for a particular purpose.•Performance appraisal- Systematic evaluation of personnel by superiors or other familiar with performance as to rank employees to as certain their eligibility for promotion


MAJOR CAUSES OF EXPATRIATE FAILURE•Selection based on headquarters criteria rather than assignment needs•Inadequate preparation, training, and orientation prior to assignment•Alienation or lack of support from headquarters•Inability to adapt to local culture and working environment•Problems with spouse and children – poor adaptation, family unhappiness•Insufficient compensation and financial support•Poor programs for career support and repatriation


CULTURE

Culture shock is a state of disorientation and anxiety about not knowing how to behave in an unfamiliar culture. The cause of culture shock is the trauma people experience in new and different cultures, where they lose the familiar signs and cues that they had used to interact in daily life and where they must learn to cope with a vast array of new cultural cues and expectations.


COMPONENTS OF AN EXPATRIATE COMPENSATION PACKAGE

Allowances•Cost-of-living allowances•Housing standard•Education•Relocation•Perquisites•Home leave•Shipping and storage


Sunil Kr AhirwarAmity International Business School

Amity University Noida- 125Mo- +91(0)9871836819

Email- [email protected]

mailto:[email protected]

staffing for global operation

Recruiting & HR