What effective Recruitment and Selection processes should be developed for Multinational Organisations to achieve their Objectives. A case study of Kelly Services
BACKGROUND STUDY:
Globalization and fierce competition is forcing multinational companies (MNCs) to reduce costs, increase efficiency and be competitively advantageous by moving out operations and functions in emerging markets of the developed as well as developing countries. In order for MNCs to succeed, there are a lot of things to be taken into consideration because of these concerns, the areas of Human Resource Management (HRM) and International Human Resource Management (IHRM) are given a lot of attention and importance. Both fields were formed to give emphasis on a company’s need to manage its human resources, expand them and encourage them for company’s growth and success. The baseline of creating a strong and competitive workforce lies in HRM since it stands in the principle that people is the greatest asset of an organization. Selection and recruitment falls under the task of HR managers. In this current business setting, selection and recruitment of potential employees in MNCs said to be significant in the attainment and accomplishment of companies goals in the global scene. The HRM functions apparently draw the line between a company’s endurance and obliteration especially in recruiting and selecting the people to compose the workforce.
Companies worldwide undergo changes and utilize various job selection and recruitment methodologies, there is a need to reevaluate and study the HRM functions of an organization in order to meet the demands of the target market. Specifically, selection and recruitment traditional techniques are now at stake due to some technological advancements and innovations. As per Martin and Jackson (1996), Achieving congruence and realism is important during recruitment and selection and thus the organization must thoroughly plan the process. There are three crucial steps to follow. The first step points on planning whereby job analysis, job qualifications and job description as well as the recruitment and selection objectives
Globalization and fierce competition is forcing multinational companies (MNCs) to reduce costs, increase efficiency and be competitively advantageous by moving out operations and functions in emerging markets of the developed as well as developing countries. In order for MNCs to succeed, there are a lot of things to be taken into consideration because of these concerns, the areas of Human Resource Management (HRM) and International Human Resource Management (IHRM) are given a lot of attention and importance. Both fields were formed to give emphasis on a company’s need to manage its human resources, expand them and encourage them for company’s growth and success. The baseline of creating a strong and competitive workforce lies in HRM since it stands in the principle that people is the greatest asset of an organization. Selection and recruitment falls under the task of HR managers. In this current business setting, selection and recruitment of potential employees in MNCs said to be significant in the attainment and accomplishment of companies goals in the global scene. The HRM functions apparently draw the line between a company’s endurance and obliteration especially in recruiting and selecting the people to compose the workforce.
Companies worldwide undergo changes and utilize various job selection and recruitment methodologies, there is a need to reevaluate and study the HRM functions of an organization in order to meet the demands of the target market. Specifically, selection and recruitment traditional techniques are now at stake due to some technological advancements and innovations. As per Martin and Jackson (1996), Achieving congruence and realism is important during recruitment and selection and thus the organization must thoroughly plan the process. There are three crucial steps to follow. The first step points on planning whereby job analysis, job qualifications and job description as well as the recruitment and selection objectives
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