ANILAL.R.SMGT 1305007
IMK
INTERNATIONAL STAFFING
CONTENT
Policies Practices Techniques Sources Of Recruitment
International HRP
• The HRP is closely linked to the business plans• HRP – The process of forecasting an international
organization's future demand for and supply of the right type of people in the right number.
• Corporate planning – managerial activities that set the company's objectives for the future and determine the appropriate means for achieving these objectives
International Recruitment - Recent Trends
• Some distinct trends observed in international staffing• Work Force Diversity• Off shoring• Increasing use of background checks• Identifying recruiting sources
Work Force Diversity
• made up of individuals with a wide range of characteristics and experiences.
• Some of the key characteristics of workforce diversity include race, ethnicity, gender, age, religion, ability, and sexual orientation.
Off Shoring
• Offshoring is a type of outsourcing.
• Offshoring simply means having the outsourced business functions done in another country.
• Frequently, work is offshored in order to reduce labour expenses.
• Other times, the reasons for offshoring are strategic — to enter new markets, to tap talent currently unavailable domestically or to overcome regulations that prevent specific activities domestically.
Back Ground Checks
• Educational qualification• Employment record• Address• Professional qualification• Credit and bankruptcy• Database• Probable criminal record
Sources Of Recruiting
• Job Posting Websites 92 %• Your Company's Website 85 %• Employee Referral Programme 81 %• Recruiters (External) 59 %• Recruiters (internal) 50 %• Ads in Local Media 48 %• Your Company’s Intranet 47 %• College / University Recruiting 45 %• Temporary to Permanent Hiring 42 %• Ads in Professional Association Media 28 %• E-mail lists / Discussion Groups 21 %• Ads in National Media 15 %• Blogs 3 %
Dual Career Groups • Turn down the international assignment
• Find a job for the traveling spouse
• Commuter assignment• Sabbatical• Intra company employment• On assignment career support
Policies, Strategies & Practices
POLICIES
• Ethnocentric• Polycentric• Regiocentric• Geocentric
STRATEGIES
• home-country national strategy• host-country national strategy• Third-country national strategy
EPRGETHNOCENTRISM POLYCENTRISM REGIOCENTRISM GEOCENTRISM
Main Decisions Made In The Main Headquarters
Lower Role Of The Main Headquarter
Main Decisions Made In Regional Headquarters
Collaboration With Local Headquarters
Home Standards Applied On All Markets
Local Standards Applied On Local Market
Regional Standards In Regions
Universal Standards
Focus On Domestic Objectives
Focus On Local Objectives
Focus On Regional Objectives
Focus On Global Objectives
Identification With The Owner's Nationality
Identification With The Nationality Of Host Country
Identification With The Region
Global View
High Positions Taken By Managers From Owner's Country
High Positions Taken By Local Managers
High Positions Taken By Regional Managers
Having An Experience In Different Countries Is A Must To Take A High Position
TECHNIQUES AND SOURCES OF GLOBAL RECRUITMENT
Techniques / Methods
• Scouting • Re – Recruitment • Event Recruitment • Networking • EOS • Cast A wider network
Scouting:
• Scouting means sending the representation of the organizations to various sources of recruitment.
• candidates to apply for jobs. The representatives provide information about the company and exchange information
Networking
• This is a very good job finding technique and is usually carried out by most HR professionals.
• Relevant and sustained relationships over a period of time can help the HR professionals in networking with their colleagues to acquire resources from different fields.
ESOP’s
• Companies recently started stimulating the employees by offering stock ownership to the employees through their Employees Stock Ownership Programmed (ESOPs)
Event Recruiting
Sponsoring events where the candidates you are seeking attend to. By giving a presentation and advertising your company in a way which will attract the candidates and letting them know that your company knows what the participants are looking for, you can bring in the most suitable candidates which you might consider hiring
Re-Recruiting
When you're most qualified or experienced staff leave the company let them know that they're welcome back. The reasons they leave maybe for a change of location, a new challenge or higher pay which you can't afford at the moment.
Cast A Wider Net
Expand your recruiting to include some people who do not have all the skills you would like, but who have potential to contribute if they are trained.
Sources