Introduction to IHRM and Staffing Policies: Provide an introduction to International Human Resource Management (IHRM) and the importance of staffing policies in the international business context. Your company is an oil company located in Saudi Arabia. 1a. Explain at least three types of staffing policies that international companies commonly use. Consider policies such as ethnocentric, polycentric, or geocentric approaches. Discuss how the selected staffing policies align with the overall strategy of your international business. 1b. Examine at least three methods your company can use to acquire international employees. Consider methods such as local hiring, expatriate assignments, or virtual teams

Introduction to IHRM and Staffing Policies: Provide an introduction to International Human Resource Management (IHRM) and the importance of staffing policies in the international business context. Your company is an oil company located in Saudi Arabia. 1a. Explain at least three types of staffing policies that international companies commonly use. Consider policies such as ethnocentric, polycentric, or geocentric approaches. Discuss how the selected staffing policies align with the overall strategy of your international business. 1b. Examine at least three methods your company can use to acquire international employees. Consider methods such as local hiring, expatriate assignments, or virtual teams

Principles of Management

OER 2019th Edition

ISBN:9780998625768

Author:OpenStax

Publisher:OpenStax

Chapter16: Managerial Communication

Section16.5: The Major Channels Of Management Communication Are Talking, Listening, Reading, And Writing

Problem 1DQ: Is it ethical for U.S. companies to lay off workers and hire foreign workers under the H-IB program?...

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Human Resource Management plays a crucial role in multinational enterprises, where a great diversity of people work together at multiple locations and where people frequently have to move between locations. a. Examine the preferential factors that are employed by Human Resource Managers during expatriate selection b. Explain the international staffing approaches that may be adopted by multinational enterprises.
Recruiting and hiring moves at incredibly fast speeds. When expanding globally, companies are transitioning from a local or national employee into a global one. While this could potentially be a challenge for a growing business, yet a strong workforce will probably be the most important contributor to the success growth of a competitive organization. As the mobility of the global workforce increases, more companies are looking for the best employees from around the world. Employees can be placed in different classifications. Explain the differences among a host country national, a third-country national, an expatriate and an inpatriate. Provide examples to justify your explanations.
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. Discuss 4 best practices that should be utilised giving justification
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.
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.
Is it ethical for U.S. companies to lay off workers and hire foreign workers under the H-IB program? Should foreign countries restrict the hiring of foreign workers that meet their workforce requirements?
CASE: Compensating a Global WorkforceGlobal oil’s expansion of the international workforce to include non-Ghanaian employees has brought increased capabilities and talents, along with a complex set of compensation problems for the Director of International Human Resource Management (IHRM). Global oil, a Ghanaian oil drilling company has adopted a Regiocentric and Geocentric staffing policy, they, therefore, recruit foreign engineers to work alongside their Ghanaian counterparts. Global oil has employees from Saudi Arabia and South Africa. These expatriates are normally given a 5-year contract after which they return to their home countries. Home country nationals are dissatisfied, an example of the type of complaint involves the differences in compensation of field engineers. Global oil has Ghanaian field engineers who are earning of 20,000Ghc. It has other field engineers from Saudi Arabia who earn 30,000ghc and South African employees who earn 25,000ghc for the same job. Not only do…
Global oil’s expansion of the international workforce to include non-Ghanaian employees has brought a Regiocentric and Geocentric staffing policy, they, therefore, recruit foreign engineers to work alongside their Ghanaian counterparts. Global oil has employees from Saudi Arabia and South Africa. These expatriates are Home country nationals are dissatisfied, an example of the type of complaint involves the differences in has other field engineers from Saudi Arabia who earn 30,000ghc and South African employees who earn salaries of all field engineers regardless of nationality. The Human Resource Manager has tried to explain to the home country staff that as the human resource manager, one is required to put in place a pay system that Task a) Identify and explain the salary approach Global oil Ghana is applying in this case b) differences in the expatriate’s salaries? c) Discuss three (3) advantages Global oil will derive from equalizing the salaries of all field engineers regardless of…
Which of the following companies is an example of an international business that uses the ethnocentric staffing model? Group of answer choices a)Denkins, a software development company that undertakes all human resource management processes from an international perspective b)LifePro, an investment company that has fully-functioning HR departments in all its foreign offices to handle HR issues for both upper- and lower-level employees C) Albits, a beverage producing company that hires parent-country nationals to staff higher-level positions and host-country nationals for entry-level positions in its foreign offices d) ComCor, a computer manufacturing company that heavily uses host-country nationals at all levels of the organization in its foreign offices
Describes three types of staffing strategy and each strategy’s advantages and disadvantages. e.g Expatriates, Host-Country Nationals, Third-Country Nationals
The Dilemma at Zippo Solutions Expanding the international workforce to include non-parent-country employees has broughtincreased capabilities and decreased costs—along with a new set of compensation problems.Aaron Price is the director of international HR for Zippo Solutions – a large multinational ITcompany headquartered in Detroit, Michigan (USA). Aaron was talking to Zippo’s Chief HROfficer:It seems as though our international compensation program hasgotten out of hand. I have parent-country expatriates, third-countrynationals, and inpatriates* yelling at me about their allowances.Headquarters is yelling at me because the costs are too high. Quitefrankly, I can’t seem to get any answers from our consultant abouthow to handle compensation for such a global workforce, and no oneelse in the industry seems to know how to approach the problem,either. *Inpatriation is transferring HCNs from the foreign subsidiary to the headquarter (expatriation is defined in transferring PCNsfrom the…
Global oil’s expansion of the international workforce to include non Ghanaian employees has brought increased capabilities and talents, along with a complex set of compensation problems for the Director ofInternational Human Resource Management (IHRM). Global oil, a Ghanaian oil drilling company has adopted a Regiocentric and Geocentric staffing policy, they, therefore, recruit foreign engineers to work alongside theirGhanaian counterparts. Global oil has employees from Saudi Arabia and South Africa. These expatriates are normally given a 5-year contract after which they return to their home countries.Home country nationals are dissatisfied, an example of the type of complaint involves the differences in the compensation of field engineers. Global oil has Ghanaian field engineers who are earning of 20,000Ghc. It has other field engineers from Saudi Arabia who earn 30,000ghc and South African employees who earn 25,000ghc for the same job. Not only do they work side by side, but they…