Substantial challenges exist in identifying and recruiting the right high tech telecommunications staffing talent in the Chinese market. In fact the need for high tech telecommunication leadership talent, for example, has produced a staffing gap in China that no longer remains balanced. Many view China's immense market as the long-unchanging high tech industry's biggest promise for growth. “Therefore it is critical that companies have a full understanding of their particular stage of globalization and seek to recruit the right leadership talent for that stage” (Luo, 2007, p. 1). Different needs develop at different stages of globalization. A comprehensive strategy for the acquisition of a company in China will prepare the expected audit of HR systems. “I define ‘strategic staffing' as the process of identifying and addressing the staffing implications of business plans and strategies, or better still, as the process of identifying and addressing the staffing implications of change, “ (Bechet, 2000, p. 1). Challenges to the strategy might arise because of this acquisition--that includes unequaled cultural and regulatory factors.
[...] Human Resources realizes they, “must temporarily forget the old colonial model that often underpinned the multinational stage in which the parent company simply tries to reproduce itself on foreign soil, often transplanting managers from the home country in order to ensure that copy is accurate” (Luo p.1). Human Resources will recognize its own strengths and weaknesses. And it will look for candidates for training and on-the-job experience to satisfy its own skill gaps. Despite cultural difference, HR has a working comprehension of the significance of gender in the work environment and overall development. [...]
[...] The facilitation of early staffing will prove easier with the availability of an intranet Web site. Potential job candidates may view job postings on the Internet, various international newspapers, university/college newspapers and collegiate bulletin boards. An appraisal questionnaire assesses fundamental skills, while the application provides needed information for Human Resources (enabling a selection process). Then, HR can select candidates after an interview. They will not allow the candidate's nationality to blind their decision concerning the best candidate for the position. [...]
[...] Though staffing and recruiting of employees proves challenging in any market, it proves especially so in China since there is a deficit of management and executive talent—a lot of the labor shortage because of the deficiency of practical training. Human Resources must lessen the distance between gaps in the two companies on both the cultural and geographic levels. The merger will actualize the challenge of conflicts in business cultures and practices. Knowing all these factors, HR strategy uses a sponsored-mobility approach. [...]
[...] In order for an effective implementation strategy the newly expanded company (whose revised strategy has resulted in an acquisition in China's market) masters the significance of the connection between business objectives and the concept of going global. Tremendous stakes remain possible. The liberalization of rules governing foreign investment has enabled better business transactions with the country. A comprehensive strategy for the acquisition of a company in China will prepare the expected audit of HR systems. Challenges to staffing strategy may transpire because of this acquisition. [...]
[...] The staffing focus will not remain on implementation concerns. Human Resources will deal with staffing from a planning perspective that's proactive. Those staffing realize, “staffing constraints (e.g., an inability to recruit a sufficient number of individuals with critical skills) may impact the company's ability to implement its plans. These constraints should be identified and addressed as part of the planning process, not left as surprises to be uncovered when implementation begins” (Bechet p.1). No long-term staffing strategy proves necessary Human Resources may fill a job position internally (comparatively quick). [...]
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