Approaches of Staffing
Staffing
Staffing deals specifically with the acquisition, training and allocation of the organization's human resources. In both the domestic and the international context, the staffing process can be seen as a series of steps that are performed on a continuing basis to keep the organization supplied with the right people in the right positions at the right time. The steps in this process are: • human resource planning (this is part of the organization's strategic plan) • recruitment • selection • induction and orientation • training (to improve job skills) • development (to educate people beyond the requirements of their present position) • performance appraisal • remuneration and rewards • transfers • separations.
In an international business, the way in which these steps are administered depends very much on the firm's strategy and the staffing policy chosen to support that strategy. There are four choices in policy: the ethnocentric approach, the poly-centric approach, the geocentric approach and the regiocentric approach. What follows is a shorthand description based on Dowling and Welch (2004) of the four using the same criteria for each approach. You should use these descriptions as the 'skeleton' of your understanding of the four approaches and use the reading from Hill (2005) to provide the 'flesh'.
|Ethnocentric approach | |
|Definition: |Ethnocentricity (ethnocentrism) is a belief in the superiority of one's |
| |own ethnic group. The firm basically believes that parent-country |
| |nationals are better qualified and more trustworthy than host country |
| |nationals. |
|Rationale and
Staffing deals specifically with the acquisition, training and allocation of the organization's human resources. In both the domestic and the international context, the staffing process can be seen as a series of steps that are performed on a continuing basis to keep the organization supplied with the right people in the right positions at the right time. The steps in this process are: • human resource planning (this is part of the organization's strategic plan) • recruitment • selection • induction and orientation • training (to improve job skills) • development (to educate people beyond the requirements of their present position) • performance appraisal • remuneration and rewards • transfers • separations.
In an international business, the way in which these steps are administered depends very much on the firm's strategy and the staffing policy chosen to support that strategy. There are four choices in policy: the ethnocentric approach, the poly-centric approach, the geocentric approach and the regiocentric approach. What follows is a shorthand description based on Dowling and Welch (2004) of the four using the same criteria for each approach. You should use these descriptions as the 'skeleton' of your understanding of the four approaches and use the reading from Hill (2005) to provide the 'flesh'.
|Ethnocentric approach | |
|Definition: |Ethnocentricity (ethnocentrism) is a belief in the superiority of one's |
| |own ethnic group. The firm basically believes that parent-country |
| |nationals are better qualified and more trustworthy than host country |
| |nationals. |
|Rationale and