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
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CURRENT POLICIES AND PRACTICES In order to maintain a competitive edge and consistently reduce staffing issues‚ many companies have turned to alternative methods of staffing. As companies continue to change with the times’‚ so do their staffing needs. Therefore‚ the traditional hiring of a full time employee is not the only option. Companies have turned to more effective ways of getting the job done. They are using outside sources to recruit employees. United Healthcares hiring practices
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Approach Host Country Nationals(HCN) Polycentric Approach Third Country Nationals(TCN) Re-Geocentric & Geocentric The Ethnocentric Staffing Policy: Few foreign subsidiaries have an autonomy and strategic decisions are made at the headquarters. Key positions in domestic and foreign operations are held by headquarters personnel. Subsidiaries are managed by staff from the home country. The ethnocentric staffing policy refers to the strategy of a multinational company to employ managers for key positions
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Katrin Mössler The Pros and Cons of International Staffing April 2003 The ethnocentric staffing policy refers to the strategy of a multinational company to employ managers for key positions from the parent headquarters instead of employing local staff ("Global Human Resource Management"). Many organizations have traditionally relied on parent country nationals (PCNs) for staffing top management positions abroad for a number of reasons ("Global Human Resource Management"): 1. The expatriate’s
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attitude of a firm’s senior management team is that nationals from the organisation’s home country are more capable to drive international activities forward than non-native employees working at its headquarters or subsidiaries. The practices and policies of headquarters and of the operating company in the home country become the default standard to which all subsidiaries need to comply. This mind set has as advantages that it overcomes a potential shortage of qualified managers in host nations by
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The Pros and Cons of International Staffing 1. Introduction There has been a rapid pace of internationalization and globalization over the last decade. Expanding business operations beyond national boundaries while continuing commitment to local markets requires more complex business structures. One of the most critical determinants of an organization ’s success in global ventures is the effective management of its human resources. The purpose of this paper is to summarize the advantages
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Good evening lady & Gentleman. I’m ________‚a HR manager ‚well today I will explain a HR concept. For the begin‚ we are a HR department. So we need to planning and finding the workforce that effective knowledge for our firm. So you have to understand what workforce happen. For example education‚ workforce lifestyle‚ and population structure. Also and then we need to plan about appropriate wage &welfare for attract the people to interested our firm and would like to be our company
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Resource Management policies used by Multinational Corporations‚ clearly outlining the advantages and disadvantages of each. ETHNOCENTRIC POLICY The ethnocentric staffing policy refers to the strategy of a multinational company to employ managers for key positions from the parent headquarters instead of employing local staff. In the ethnocentric approach‚ the cultural values and business practices of the home country are predominant. Headquarters develop a managing and staffing approach and consistently
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INDEX 1. Introduction to the functions of management. 2. Introduction of the topic “Staffing”. 3. Staffing process of Ivy Studios. 4. Research and methodology. 5. Bibliography. INTRODUCTION FUNCTIONS OF MANAGEMENT There are five basic functions of management: Planning: Planning is deciding in advance what to do and how to do. It means setting objectives and targets and formulating an action plan to achieve them. It is concerned with both ends and means i.e. what is to be
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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
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