Recruitment and Selection Case Study : 28th July 2010
Tel-Comm-Tek Case Study
(ref: Daniels et al, 2009. International Business: Environments & Operations, Pearson, chapter 20 Human Resource Management.)
Tel-Comm-Tek (TCT) manufactures a variety of small office equipment such as copying machines, dictation units, laser printers, and paper shredders. The company is headquartered in the U.S., but has an Indian subsidiary. Mark Hopkins, the managing director of TCT’s Indian subsidiary, has just resigned and needs to be replaced. Six candidates have been identified as possibilities to fill the position. Due to plans for the construction of a factory in Bengaluru, the new director will need to have manufacturing experience as well as
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2. Polycentric Approach. A polycentric staffing policy uses host-
country nationals to manage local subsidiaries and helps local
motivation and morale.
a. Advantages of the Polycentric Approach.
A polycentric approach is used to control costs, to cater to host-country nationalism, to develop local management talent, to boost employee morale, to counteract high expatriate failure rates, and to maximize local adaptations for particular products.
• Political Considerations. Hiring local managers may be an astute political choice in that they may be seen as "better citizens," improve employee morale, and be the preferred choice of employees of the local company.
• Economic Considerations. The high cost of sending
someone to work overseas makes the choice of a local manager in
many cases a better economic decision.
• Considerations of Efficiency and Effectiveness. Local managers should be able to perform better, sooner, given their understanding of local customers, markets, and institutions.
b. Drawbacks to the Polycentric Approach. This approach
can, however, result in problems of accountability and allegiance if
a gap develops between headquarters and local operations.
Compounding the situation
In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future
Cascio, W.F. (2013). Managing Human Resources: Productivity, Quality of Work Life, Profits (9th ed.) Boston, MA: McGraw-Hill/Irwin
2. TAYLOR S, and WOODHAMS C – Studying Human Resource Management, (2012) page 104, London Chartered Institute of Personnel and Development
Boxall, P and Purcell, J (2011), The Goals of Human Resource Management, Strategy and Human Resource Management, 3rd Edition, Palgrave Macmillan, New York, pp. 1-36.
3. Tannenbaum and Schmidt (1958) cited in Leatherbarrow C., Fletcher, J. & Currie, D. (2010) Introduction to Human Resource Management. 2nd Edition. London: CIPD
While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the
Dowling Peter J and Welch Denice E and Schular Randall S(1999), International Human Resource Management, South-Western College
The process of globalization has numerous significant effects on countries, organizations, and individuals. These effects can be observed in the quality of products, in their prices, but also in their availability. Because of globalization, numerous companies prefer to expand their business on international level. Some of them outsource some of their processes and activities to cheaper destinations that allow them to reduce their investments.
TCS was a division to service electronic data processing (EDP) at first there requirement was to provide management consulting services at first when it was established. In 1971, they got their first international assignment. In 1981, company set up its first R&D division in India called Tata Research Design and Development Centre at Pune. In 1985, first client-dedicated offshore development center for Compaq (then Tandem) was setup. In 1989, they provided electronic depository and trading system called ‘SECOM’ for a company ‘SIS SegaInterSettle’, Switzerland. In 1997, they setup their new corporate training facility at Trivandrum to give training to their employees. In 1998, they ventured into
Giving the opportunity to work internationally can be an exciting, adventurous, and a wonderful experience. Experiencing another culture while progressing in your career is a major move. There are many incentives that can come with this move. Favorable tax laws are one of the biggest draws for expats who are seeking sanctuary abroad, and from this measure it is hard to beat Belize. The English-speaking Central American country has no personal or corporate local income taxes and has no foreign currency controls. Working in Belize has its many perks, the language just so happen to be one of them. Being an expat working internationally, learning another language can be very stressful. In this country, that wouldn’t be a factor. China on the other hand would be a little more challenging, but also a great experience.
Briscoe D., Schuler R., Tarique I., (2011). Internatonal Human Resource Management : Policies and Practices for Multinational Entreprise.
Bohlander and S. Snell. (2011). Managing Human Resources, 6th Edition. Toronto, Ontario, Canada: Nelson Education Ltd., p. 175.
In this changing world, our global business theories and literature have implications toward the future. The future of this growth and success depends largely on the key component which is Human Resource Management. So, we as researchers hope to enlighten and inform you as employers the significance of an effective solution that both understands your employees and is beneficial to your company. That is why we offer our recommendations in the end of this article based on our findings.
A rapidly changing business environment due to technological changes and the impacts of globalization has resulted in shift of human resources paradigms (Khan, 1997). In every organization
Globalisation, as an integrated and independent world economy, has contributed to the rapid expansion of international trade and world’s economic growth (Paik & Vance, 2006; Mutsuddi, 2012). The increase presence of global firms is shifting domestic HR towards global HR in addition to carry out a wider span of HR responsibilities (Losey, Meisinger & Ulrich, 2005; Rao, 2010; Jie, 2011; Mutsuddi, 2012). The generation of cross-border labour market also had brought human resource management into an international context (Mutsuddi, 2012).