This research paper is about the assessment and strategy International global human resources take when an organization deals with Attracting employees, recruiting employees, hiring, training and developing different employees for positions in a global firm. In this research were going to view and analyze how laws, trends, issues, cultures and ethics affect this process.
Global international human resources are probably on of the most challenging jobs in the world. In the United States when either hiring or recruiting someone to work in the US most successful business's or organization might go to a top university and recruit a student at the top of their class a recruit them, train them and groom them into the manager or employee that they want them to be but in global international human resources it's a lot similar but has way more challenges when to recruit the perfect employee for the job.
When businesses or organizations deal with international staffing companies like to be classifying managers or employees for the job when being recruited. What they need to know is that organizations that are in other countries or most companies around the world use local citizens from that country their business or organization is placed the reason way is that for starters you would want a local that not only knows the language but the community and the culture. This is the type of knowledge business need to know it's a helpful tip for having international business success and hears and example why, let's think about it, you wouldn't hire an American citizen to a Spanish organization in let's say in Venezuela to run an organization as a manager and that person doesn't know Spanish at all would you? Of course not you can hire someone that has the credentials or the background of speaking that language even if they weren't from Venezuela but as the knowledge of a manager, they are qualified to being an better manager that someone with no experience at all, that would be the equivalent of throwing someone in the fire with no learning experience.
[...] The Assessment and Strategy of Global Human Resources Abstract This research paper is about the assessment and strategy International global human resources take when an organization deals with Attracting employees, recruiting employees, hiring, training and developing different employees for positions in a global firm. In this research were going to view and analyze how laws, trends, issues, cultures and ethics affect this process. Global international human resources are probably on of the most challenging jobs in the world. In the United States when either hiring or recruiting someone to work in the US most successful business's or organization might go to a top university and recruit a student at the top of their class a recruit them, train them and groom them into the manager or employee that they want them to be but in global international human resources it's a lot similar but has way more challenges when to recruit the perfect employee for the job. [...]
[...] Now when dealing with third country nationals, these are basically citizens of a country other than the host country or the parent county. In global international human resources there are many reasons why organizations deal with different host country management talent for different foreign management ranks at an organization furthermore, people really don't' want to or not to prefer working in a different country were the culture is different, reason being expatriates cost is way more expensive than the cost of local management talent. [...]
[...] Adapt your communications strategies to your organizations culture and ethos is a situation to where some companies make a video to their employees to inspire them to do their job and to make sure that they know that they work in a safe environment and insures them that whatever they need help with that the company is there for them and to me you need things like that in an organization to make sure things are being ran smooth and employees always know that they have support and last but not least is train your employees on what to do in the event of a crisis, this is not a good strategy but a great one due to the simple fact that it is a great learning experience when something is going bad or a crisis in an organization the employee can learn and understand the situation and whenever certain things require those associates will understand what to do. In conclusion, everyone of these website have different values, issues and strategies when it comes to recruiting, developing, hiring, and organizational strategy when it comes to global international workforce but in the business world it's always a competition and a copy cat type of business world and if you're not adapting to the culture or your competition you fall behind. References Shiru, N. (n.d.). [...]
[...] There is an interesting fact that not all but some governments bear down on nativization of different local management. Some organizations have a fear that expatriates due to the fact that they are posted to all foreign supplementary for just a few years and that may be more than enough for some of the short term projects some companies may have instead of looking at the more important projects like the long term projects. There is a good amount of reasons for using expatriates on either the third or home country for their staffing and that reason being is because the extended use of reportedly technical competence, which that means is that some organizations cannot or will not find job candidates with a certain required technical qualifications plus, multinationals are viewed as being successful stint because a required step in developing good managers. [...]
[...] Retrieved from http://www.ilo.org/global/lang-- en/index.htm CIA. (n.d.). Retrieved from https://www.cia.gov/library/publications/the-world-factbook/ (n.d.). Retrieved from http://www.bea.gov/ (n.d.). Retrieved from website: http://www.bls.gov/ (n.d.). Retrieved from website: http://www.census.gov/ (n.d.). [...]
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