How to do the Staffing and Training for Global Operations Research Paper

How to do the Staffing and Training for Global Operations - Research Paper Example 7 Regiocentric Approach †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 8 Geo-centric Approach- Global Approach†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 9 Selection Process for Global Assignments†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 10 Training and development for expatriates †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 11 Cross Cultural Training †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 11 Conclusion †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 12 References †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 13 Introduction Going global was considered to be a great achievement few years ago, but today, it is part of a company’s survival strategy and rather an essential element to de-risk the business from a single country shock. Going global has become an increasingly important business strategy because of that most businesses face challenges of localized economic policies and competition. The advances in information technology and telecommunication that scholars consider it as second revolution have caused tremendous changes in global business and increased the volume of trade between nations. Multinational companies have been playing major role in the process of moving goods and services around the globe. When companies go global and operate in different countries, policies relating to employee hiring, training, compensating and maintaining are largely aff ected and human resource managers are required to have a global perspective of business to effectively formulate and implement human resource policies. This piece of research paper addresses the importance of effective staffing process for a company when operates in other countries and explains main elements of international human resource management in relation to hiring, training and compensating the employees. This paper explains main modes of global staffing in relation to managing expatriates and analyzes various selection factors for global operation. Need for effective Staffing for Global Operation In recent days, managers of large multinationals have been realizing the significance of human resource practices to ensure the profitability and competitive advantages of their business. Human resource management has become more involved in helping international organizations and these organizations necessarily require to develop global strategies with major focus to hire, manage and retain best employees in order to ensure competitive advantages. As Briscoe, Schuler and Claus (2008) stated that the impact of a company’s international activity on human resource varies according to various factors like stages of internationalization, the global nature of the particular industry and specific choice of the firm etc (p. 29). Large companies that have been operating in its home country often suddenly become global and as a result its existing human resources start working in different conditions with no previous experiences in international operation. Likewise, companies need to hire, train maintain and retain talented employees to be able to work in multinational conditions. Stahl and Bjorkman (2006) stressed that global staffing has become a critical issue in international management for the following reasons:- There has been growing awareness that the success of international business mainly depend on recruiting the qualified senior and other managers.

International People Management Essay Example | Topics and Well Written Essays - 3500 words

International People Management - Essay Example Employees encounter more ambiguity and decreased job security (Coetzee, 2005). Because of lack of job security, the employees too expect the employers to demonstrate their commitment in terms or providing the right work environment like safety and work-life balance. Even change management requires not just effective leaders but committed followers. Thus, gaining and maintaining employee commitment is a challenge that management faces because they need committed employees. The HR functions have to be integrated and this includes recruitment and selection, training and development, performance appraisal, remuneration and managing workforce diversity. Employee commitment has been defined by various authors in different ways and there is no consensus. This force is experienced as a mindset. Commitment has been defined as the basis of an individual’s psychological attachment to the organization (Caldwell, Chatman & O’Reilly, 1990; Jafri, 2010). It has been defined as a stabilizing force that acts to maintain behavioural direction†¦.an obliging force that requires that the employee honour the commitment †¦.the psychological attachment felt by the individual†¦.or that state which binds the individual to the organization. Thus all the definitions suggest that there has to be a force that directs the individual’s behaviour (Coetzee, 2005). Authors also differ on the various forms that commitment can take. Commitment can be retain their organizational membership or a commitment to support the goals of the organization. Organizational commitment has also been defined as an attitude toward the organizat ion manifested as identification with organizational goals, willingness to exert effort on behalf of the organization, and a strong desire to maintain membership in the organization (Taylor, Levy, Boyacigiller & Beechler, 2008). Two approaches have been used to define commitment by the