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The role of the HRM function is noticeably implemented across differentcountries International human resource management IHRM iscontinuously progressing due to clear effects of globalizationGlobalization tremendously speeding up the processes related toexpanding markets and consumer tastes rising investmentsinternationally and rapid advancement in technology Harzing Pinnington 2010 p27 The organizations are extremely interested ininternational trade and development which optimizes the growth of IHRMThe term of international staffing becomes popular due to thedevelopment and growth of businesses globally Brewster Harris 1999p68DiscussionThe complexity of IHRM may include the factors of extensive HRactivities need for a broader perspective extensive involvement in anemployees lives mix of expatriates and local workforce intensiveexternal influences and the expansion of risk exposure Dowling et al2008 p1RecruitmentIt refers to attracting potential candidates for a particular job It isimportant to check the person-organization fit and person-environmentfit Ployhart 2006 pp869-870International StaffingThe MNCs activities are strengthening the need of international staffingin order to recruit the potential candidates for global operations TheIHRM staffing decisions are influenced by the choices between thenationals of the host country and parent country The employees arereferred to as expatriates when they have nationality of one country andtemporarily working in another country For example the Finlands MNCNokia uses the term expatriate for employees who are moved out of acountry Another term inpatriate is often used to signify an employeewho is transferred in a country The MNCs are involved in three staffingpolicies includingParent country national PCN is a policy in which MNCs recruits anemployee whose nationality is similar to that of the MNC itselfHost country national HCN is a policy in which an employee possesses anationality similar to that of MNCs local subsidiaryThird country national TCN is a policy in which an employeesnationality is neither similar to that of headquarter of an MNC nor thelocal subsidiary Harzing Pinnington 2010 p187Approaches to International RecruitmentEthnocentric approach is used by an MNC who wants to hire the PCNs at ahigher position in their subsidiaries This approach is adopted
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