“Development of a Multinational Personnel Selection System” Discussion Questions

The guidelines provide a guiding principle upon which employers such as the federal, state, and local governments as well as private organizations base their employment procedures. Under these guidelines, the employers are required to come up with employment tests and test processes that ensure the "appropriate" proportion of minority and protected races or individuals are hired and/or promoted without bias or discrimination. This whole process is generally referred to as "the reduction of adverse impact."

Q: Which of the following two concepts is more critical for international Human Resource Management: understanding the cultural environment or understanding the political and legal environment? Why? Include key terms and concepts from the textbook.

They do not encourage interviewees to provide in-depth responses that comprehensively outline their qualifications to employers. Interviewers need to ask questions that will effectively engage the interviewee to speak thoroughly about their credentials.

Brief Description: Responsible for noting the minutes of the project teams meetings, along with her assistant; Dai Wei. She tries her best to contribute her own ideas to meetings, and is always on the lookout to impress her superiors.

Discuss the purpose of the Uniform Guidelines on Employee Selection Procedures, including where the guidelines are applicable and how organizations should use them

Over the past few weeks numerous meetings had been held, yet no significant progress had been made. One reason could be attributed to the fact that there was obvious heterogeneity between the German and Asian team members’ opinions regarding the new personnel selection system. This created an ambiance that was tense and dissent with respect to sharing the workload. For today’s meeting, the goal was to come to a consensus on several important issues: (1) what individual modules the new personnel selection system should contain, (2) whether country-specific adaptations were necessary and feasible for each module, and (3) the implementation process of the new personnel instrument at each APAC location. The APAC-situated plants were the company’s top-selling ones; therefore, any wrong decisions with respect to HR (e.g. personnel selection) were extremely cost-

This paper focuses on Human Resource Department (HRD) Recruitment and Selection Strategies and the process to inquire good candidates. There are many strategies that go into the Recruitment and Selection process that involves the selective process of recruiting the right employee for the job. The process in place to assist HRD achieve its optimal success for profit will focus on the goals of the organization, workforce strategies, methods in screening, employment duties, and strategy ideas for diversity. The selective process will help streamline the recruitment process with the ever changing market.

The newly developed multinational personnel selection system seems to be okay at first glance. It is great that the system is two-tiered, with the first tier consisting of three modules: viewing the applicants’ resume, an unstructured phone interview with the applicants, and three references from former employees. These three modules from the first tier are mostly related to background research of the applicant. Through the application documentations of the candidates, it is possible to screen out

Selection- the need for precise recruitment and selection is needed; IM managers need to pay close attention to interpersonal and cross-cultural skills in potential assignees. As this will determine how they interact with locals and the subsequent success of the assignment. (Barham & Wills, 1992) In practise however, the criteria for the majority of assignment candidates tends to be based on their technical competence and job knowledge. Rather than paired with the previously mentioned skills. This puts a great importance on the practise in use of ‘soft skills’ and ‘hard skills’ mixture for a successful assignment. (Sparrow, Brewster and Harris, 2004; Morley and Flynn, 2003)

An applicant’s prospects for the role being offered is protected using this approach by providing the applicant with time to present him or herself, answer carefully crafted questions that pertain to the role and their ability to perform it and to ask questions about the role and the expectations of it. An interview that is well prepared is more likely to culminate in selecting the right applicant (Abraham, 2017). The steps to prepare a well-crafted interview are:

ComInTec AG & Co (ComInTec) is a world leading industrial company with administration, sales offices and production plants in various regions in the world.1 The owner of the company, Peter Koenig, wants to have a new personnel selection system to be developed to fill 25 middle management positions in the Asian-Pacific (APAC) region2. He prefers to have a standardized personnel selection system which works everywhere (i.e. something that is ‘’applicable cross-nationally and cross-regionally’’ 3). This means that is should be specific in one country, but that it should also work in other

The recruitment and selection process is very important part for any organisation; there will be a lot of legislation that every company will need to comply of. This activities help to ensure that the process is fair and that everyone can have equal access to job vacancies.

An important goal as a generalist is to help HR management to understand how global business operations works with hiring overseas. The challenges of human resources management and the factors to consider when evaluating the essences of Human Resources Management (HRM). Strategies in Human Resources planning of an organization Mission, Vision, and Values. However, training and development competency assessment for a managerial position and evaluating the four criterion of a training programs. The performance of employees and how the appraisal performance process measures pay-for-performance incentive rewards and employee benefits. The dynamics of labor relations and regulation with processing agreement. While expanding human resources practices internationally management will implement all around the border.

Q1)What are the fundamentals of staffing and manpower? Explain the different methods of selection recruitment, training and development.

The objective of this paper is identifying the impact of current recruitment practices of foreign