Chapter 18 Slide

8/2/2019 Chapter 18 Slide

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International StaffingPolicy


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Definition of StaffingStaffing usually refers to the process of recruiting, hiring,

orientating, retaining and firing employees. Staffing is

predominately a Human Resources (HR) term.

"Staffing is the function by which managers build an

organization through the recruitment, selection, anddevelopment of individuals as capable employees"

McFarland


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Process of Staffing Manpower requirements

Recruitment

Selection

Orientation and Placement

Training and Development

Remuneration Performance Evaluation

Promotion and transfer


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Principles of Staffing

1. Principle of job definition

2. Principle of managerial appraisal

3. Principle of open competition in promotion

4. Principle of management development

5. Principle of universal development


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Problems associated with Staffing

1. Over- and under-staffing

2. Competency

3. Teamwork

4. Overconfidence

5. Fit for duty

6. Health

7. Loss of job satisfaction


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Success and failure in expatriate

postingsA. Why do some expatriate posting fail?

B. Spouse adjustment

C. Perceptions of cultural distance

D. Evaluation and the duration of the posting

E. The capacities of the manager and dependents to

adjust to the new settings


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Solutions Selection:

Work in the local culture

Live in the local culture

Support:Working in the local culture, and preparing to return

living in the local culture


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Solution: Selection

Selection Criteria Be COMPETENT to deal with managerial technical routines.

Be able toADAPT skills to different business environments

Be able to DEAL with new opportunities and threats.

SOLVE problems quickly.

COMMUNICATE well with people from different cultures.

Be able to MOTIVATE others.

Be MOTIVATED and perceive expatriate experience.

Be an effective NEGOTIATOR.


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Solution: SupportA. Support for working

B. The headquarters mentor

C. Support for living

D. Flexibility in Support


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Culture shock and reverse culture

shock

Culture shock is the anxiety, feelings of frustration,alienation and anger that may occur when a person isplaced in a new culture.

A. The symptoms of culture shock

B. Coping with culture shockC. Reverse culture shock

D. Culture and reverse culture shock


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The knowledge-based company

and expatriate staffing

Knowledge is the capacity to select relevant items of

information and to understand how these can beapplied. Knowledge includes-

Knowledge of the internal arrangements of the

company.

Knowledge of the external environment.


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Debriefing the returned expatriate Planning strategy

Briefing negotiators

Analyzing the local firms needs and interests

Selecting, training, and briefing successors (and

spouses) Understanding the needs of both their expatriate and

local staff.


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Staffing philosophy for global

operation International Staffing Decision

Approaches of Staffing

Ethnocentric

Polycentric

Geocentric


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Disadvantages of Ethnocentric

Approach1. Denial of promotional opportunities to host-country

nationals,

2. Leading to reduced productivity and increased turnover.

3. The adaptation of expatriate managers to host countries

takes a long time during which home-country nationals

make poor decisions and commit mistakes.

4. For many expatriates a key international posting means

new status, authority, and increased standard of living.


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Global SelectionDesigning and Implementing Global Selection Systems provides insights

and essential management tools for planning and implementing an

effective global staffing system.

Provides the basic principles of employee selection

Describes common pitfalls and the most effective best practice

strategies for global staffing issues Includes helpful sidebars with examples to assist in making the

best choices regarding selection system development and

implementation


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Problems with Expatriation1. Fewer opportunities

2. Lack of Experience

3. More Timely

4. Increasing Political Risk

5. Lack of knowledge in Local Language and Culture

6. Greater Cost

7. Training

8. Disparity in Rewards


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Issues in Staff selection Industry Factors

Markets

Technology

Age and Condition of the Subsidiary

Criteria for internal promotion

Criteria for Headquarters promotion

Labor Market Factors


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Factors moderating performance Managers present ratings for their staff to the moderating panel.

Moderating Panel reviews ratings to ensure the actual achievement.

Where a manager presents ratings that are skewed either towards Excellent or

Unsatisfactory, the panel MUST review the scorecards to ensure that the ratings

are based on actual achievement.

The moderating panel will use the normal distribution curve as a reality check

to avoid central tendency and lack of performance differentiation.

Moderating panel assigns the final performance rating, providing reasons for

any changes.

Line Manager must document discussion pertaining to performance of their

staff as a basis for appraisal discussion.


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Implications for the manager Conflict can be constructive

Use Competition

Collaboration

Avoidance

Accommodation

Compromise


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Dual career couples

Dual-career couples has meant that more professionals of all kinds are

facing the problem of finding two suitable jobs in the same

geographic area. It known to most physicists as the two-body

problem.It has a particularly disproportionate impact on women in

physics.

There are two different ways in which institutions can make the

problems worse The institutions that actually give reduced consideration to those

with two-body problems,

Ignore the problem


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Test Meaning:

Test means any of a wide variety of tests to measure intelligence,

personality traits, skills, interests, aptitudes, or other

characteristics; used to supplement interviews, physical

examinations, and background investigations before employment.

Types of test

i. Personality tests

ii. Intelligence tests

iii. Situational judgment tests


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Interview Meaning: An interview is a conversation between two people (the interviewer and

the interviewee) where questions are asked by the interviewer to obtain

information from the interviewee.

Types:

i. Informational Interview

ii. Screening or Telephone Interview

iii. Individual Interview

iv. Small Group or Committee Interview

v. The Second or On-Site Interview

vi. Behavioral-Based Interview

vii. Task Oriented or Testing Interview

viii. Stress Interview

Documents

Chapter 18 Slide