and each strategy’s advantages and disadvantages. e.g Expatriates, Host-Country Nationals, Third-Country Nationals
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Describes three types of staffing strategy and each strategy’s advantages and disadvantages. e.g Expatriates, Host-Country Nationals, Third-Country Nationals
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- Answer the following major issues Major Issues and Challenges 1 When it comes to salary, the FCO hires mixed diplomats, international organizations, and other Positions; the wages are not determined. It means that salary increment does rise compared to other international organizations. Major Issues and Challenges 2 In workforce planning, they need to ensure a balance of workloads across the world. It faces the challenge of rotating staff between different overseas postings. Major Issues and Challenges 3 Employers have limited career growth for the engaged staff, which leads to the organization remaining stagnant.Managers may want to staff the position with a local hire when the following factors are true, except: a. There is a global integration strategy b. Immigration rules regarding foreign workers are restrictive c. It is cost effective d. The corporate strategy is focused on multi-domestic or market-oriented operationsIdentify four contemporary staffing challenges, and explain the process of planning for a company’s staffing needs.
- You are an entrepreneur starting your own business in Oman and order to react to the increased salary cost of Omani labors, you would prefer to go for alternative outsourcing workforce strategy, here, stat why you would prefer to outsource workers rather than hire them as permanent employees?Considering that having a global business operation requires strategic thinking and management efforts, do you think selecting local staff for international assignment is a good decision? Evaluate TWO (2) possible strategic training and development initiatives that the company can initiate, and ONE (1) critical HR practice together with FOUR (4) justifications, that is significant for the company to successfully implementing development plan for the selected candidatesKazim Ladimeji (2012) and other writers have put forward some best practices that can be used to acquire the best talent for international assignments. The incorporation of these practices into the hiring process can allow the organization to optimize its selection of international assignees. Discuss 4 best practices that should be utilised giving justification
- In the context of a multinational corporation facing challenges in its staffing model, a comprehensive case study was conducted to evaluate the impact of staffing strategies on overall productivity. The organization had been grappling with issues such as understaffing, leading to employee burnout and decreased efficiency, while also contending with overstaffing in certain departments, resulting in resource misallocation. The case study delved into the intricacies of the existing staffing framework, analyzing factors such as workload distribution, skill mismatches, and employee satisfaction. Through a combination of surveys, interviews, and performance metrics, the study aimed to identify optimal staffing levels for each department and streamline workforce deployment. Question: How did the organization address the identified staffing issues and what measures were implemented to ensure sustained improvement in productivity and employee satisfaction?Students will be placed into groups of four or five and each group is required to select a Caribbean company. In each scenario, the company will be expanding its business into either of the following foreign markets - China, India or the United State of America. As members of the company’s senior management team, you are required to present a proposal to the CEO, outlining the team’s recommendations and justification for the following: a recruitment strategy to encourage a diverse workforce. management’s strategy to manage the diverse workforce that will be created The proposal must have a cover page with the names of the senior management team (students) and should include the following: Introduction. Background information on the company selected - description of the company and the industry (history, size, products/services, vision, mission). Information on the country (including the culture) which the company will be enteringHow can you manage rotating staffs between different overseas postings?
- What policies and procedures would need to be in place to support changes in workforce composition strategy and leverage a flexible workforce?Avondale Industries established its first training and development program in 1989, two years after the organization hired its 10,000th employee. In 1987, the organization had expanded and diversified from solely working in the field of avionics (the electrical systems used in aircraft) to also providing aircraft wheel and brake production and repair. From 1987 to 1989, the organization found their turnover rate rose to more than 36 percent, due in large part to employees lacking the skills necessary to work in the new division. Company recruiters were finding it harder to attract the number of people needed to fill positions because Avondale had a reputation as a tough place to work. Training of employees, current and new, was implemented for the new division and proved highly valuable as employees gained the skills necessary to do their jobs better. Turnover rates were significantly reduced within a year to 23 percent. Which of the following reasons best explains why the new training…Kazim Ladimeji (2012) and other writers have put forward some best practices that can be used to acquire the best talent for international assignments. The incorporation of these practices into the hiring process can allow the organization to optimize its selection of international assignees. In no more than 400 words discuss 4 best practices that should be utilised giving justification for same.