These values translate into three broad international staffing policies. With an ethnocentric staffing policy, the firm fills key management jobs with parent country nationals.
S and Korean firms utilise ethnocentric staffing. Data center infrastructure experts from Starline, ABB and Research participate in a panel session moderated by Uptime Institute to discuss how the drive for scalability is changing the landscape of data center design and operations.
Expatriate is a person who belongs to the country in which the organization is headquartered and not a citizen of the country in which the company operates. A host-country national is a citizen of the country in which the subsidiary company is located.
The geocentric approach has merits and demerits. Staffing operations vary based on the strategic orientation. This can be done through the balance sheet approach, tax equalization and including salary, taxes, allowance and benefits in the compensation package. On Premise, Cloud, and Colocation Recorded: Innovation, Design and Sustainability Recorded: This staffing philosophy seeks the best people for key jobs throughout the organization regardless of nationality.
Each staffing modes present different and unique HR management challenges as well as opportunities. For example, many US MNCs use home-country managers to get the operations started, and then hand it over to the host-country managers.
Most multinational companies regiocentric rather than truly international and majority of their sales and operations are concentrated on the region.
The polycentric approach to staffing has both merits as well as demerits. The polycentric staffing policy requires host-country nationals to be hired to manage subsidiaries, while parent-country nationals occupy key positions at corporate headquarters. Among the disadvantages, the restrictions imposed on staffing by host governments that a high number of their citizens are to be employed in subsidiaries, the increased training and relocation costs and a remuneration structure with standardized international base pay are the prominent.
Nevertheless, this can be avoided if global managers are given appropriate and effective training techniques that focuses on area studies, culture assimilators, language training, sensitivity training, field experiences and host-family surrogate.
Through them, staffing, training and compensation for global operations can be achieved. MNCs tries to staff its operations with local persons under the assumption that local people are better equipped to do business at their home locations.
Regiocentric approach takes a somewhat larger operational view than that of polycentric approach as it covers a trade region like European Union and allowing managers to move between business units in various countries of the same region. The disadvantages of the polycentric approach are equally strong.
Although home-country personnel fill top management positions, this is not always the case. In addition, the multinational composition of the management team that results from geocentric staffing tends to reduce cultural myopia and to enhance local responsiveness.
In Brazil, for example, two-thirds of the employees in any foreign subsidiary traditionally had to be Brazilians. Yet there are also reasons for using expatriates-either home-country or third country nationals- for staffing subsidiaries. An international human resource manager must proceed with the job of hiring the right number of people of the right type.View Test Prep - ch09 - Staffing and Training from MANAGEMENT at Bahria University.
Staffing and Training for Global Operations Chapter 9 Prentice Chapter 9 1 Chapter 9 - Overview Staffing. Start studying Chapter 9: Staffing, Training, and Compensation for Global Operations.
Learn vocabulary, terms, and more with flashcards, games, and other study tools. Chapter 9 – Staffing and Training for Global Operations Multiple Choice Questions 1. Ideally, the _____ should dictate the organizational structure and staffing needed by a firm.
clients served. Staffing, Training, and Compensation for Global Operations A vital component of implementing global strategy is international human resource management. Through them, staffing, training and compensation for global operations can be achieved.
Staffing operations vary based on the strategic orientation. We will write a custom essay sample on Any topic specifically for you For Only $/page.
Chapter 9: Staffing, Training, and Compensation for Global Operations Discussion Questions 2 & 3 on page International Management: Group 3 Recruiting and Training.Download