Staffing policies
International Staffing Policies
Ethnocentric is a staffing policy that is used in companies that has primarily international strategic orientation. This policy is generally adopted by headquarters by sending employees from the home or parent countries to the host country. This approach is used best in some situations such as, a team is sent from the home country to help setting up a new plant as well as train subsidiary personnel to use new system. The benefit of having staffs from home country abroad is that employees may gain experiences worldwide in order to become higher level in management of their headquarters because international managers require broad perspective and international exposure.
For the example of Ethnocentric policies have McDonald’s.
McDonald's follows the ethnocentric orientation model. This requires an American management culture in all world's areas inside and outside the company (HRM, production method, training, motivation…)
McDonald's has created it own world center for training: The "Hamburger University". Headquartered in Oak Brook, Illinois (USA). It offers training programs exclusively for McDonald's employees. These staff, coming from over 119 countries, represents the "McFamily". The training program of the "Hamburger University" aims to develop the McDonald's staff at all levels of the organization. it also aims to train people for a long career at McDonald's, as the policy is based on long-term career's concept and strong possibilities of change and development within the group. It promises simple teammate to move up the ranks quickly. This is a crucial point for McDonald's HRM's communication. In Europe and in spite of cultural diversity, this model demonstrates its large success.
Polycentric is the policy involved hiring and promoting employees who are citizens of the host countries that the subsidiary is operated. This policy is best used when companies want to keep hiring cost low. Moreover, employees who
Ethnocentric is a staffing policy that is used in companies that has primarily international strategic orientation. This policy is generally adopted by headquarters by sending employees from the home or parent countries to the host country. This approach is used best in some situations such as, a team is sent from the home country to help setting up a new plant as well as train subsidiary personnel to use new system. The benefit of having staffs from home country abroad is that employees may gain experiences worldwide in order to become higher level in management of their headquarters because international managers require broad perspective and international exposure.
For the example of Ethnocentric policies have McDonald’s.
McDonald's follows the ethnocentric orientation model. This requires an American management culture in all world's areas inside and outside the company (HRM, production method, training, motivation…)
McDonald's has created it own world center for training: The "Hamburger University". Headquartered in Oak Brook, Illinois (USA). It offers training programs exclusively for McDonald's employees. These staff, coming from over 119 countries, represents the "McFamily". The training program of the "Hamburger University" aims to develop the McDonald's staff at all levels of the organization. it also aims to train people for a long career at McDonald's, as the policy is based on long-term career's concept and strong possibilities of change and development within the group. It promises simple teammate to move up the ranks quickly. This is a crucial point for McDonald's HRM's communication. In Europe and in spite of cultural diversity, this model demonstrates its large success.
Polycentric is the policy involved hiring and promoting employees who are citizens of the host countries that the subsidiary is operated. This policy is best used when companies want to keep hiring cost low. Moreover, employees who