Human resource strategy : recruitment, selection and renumeration

Mickey D.

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Human resource strategy : recruitment, selection and renumeration

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Human resource strategy, recruitment, selection, renumeration, training, Beverages producing sector

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Abstract

International human resource management is a contentious issue currently, and therefore it is crucial to have the right expatriate. This paper will consider a Human Resource Strategy for an expatriate recruitment, selection and training for companies in the Beverages producing sector. Country boundaries have been eliminated in light to international trade. Thus, international experience and Global competition is a requirement and not an option, and most firms comment that they must analyze management using a different perspective.

Recruitment
Selection
Interviewing
Expatriates Roles
Hiring
Training

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[...] The manager expatriate must have the motivation to improve his or her skills to support the organization's development goals. Also, technical skills must be evident and developed during the international duty. References Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation, implementation, and impact. Routledge. Cerdin, J. L., & Brewster, C. (2014). Talent management and expatriation: Bridging two streams of research and practice. Journal of World Business, 245-252. [...]

[...] The manager will create and control network of association between the two nations. The role will enable the manager to strengthen the relationship between the staff and customers in the host and local countries, as well as enhance better informal control. Hiring Hiring expatriates for the international manager position enables the company achieves an exceptional value of work since no local manager in the host country can serve the desired roles. The managers will also offer the opportunity for managerial development. [...]

[...] On the other hand, managers with general expertise can be recruited with the aim that they acquire more international knowledge. Cross-cultural suitability would be a critical consideration when assessing the expatriates who will work in unfamiliar and varied environments. The factor should be evaluated but not used as a selection criteria. The managers should respect and value diverse attributes and characteristics of different cultures. Interviewing Interviews can be used to assess the cultural suitability of the candidate for the expatriate manager position. [...]

[...] The candidates for the expatriate manager position must be highly motivated. Expatriates Roles The role of expatriate must be outlined as part of the recruitment and selection process. The beverage company must determine how the manager's roles are shaped by the host or home country. The manager has to have the capability to act as an agent of socialization, which can boost the integration of corporate beliefs and values. The manager will handle transferring common culture in the company in the different countries. [...]

[...] Further, orientation should include orientation into any special roles or responsibilities that the manager is required to serve . Also, the employees should be offered annual development and skills and assessments plans. Pre-departure training can also include giving the manager a pre- departure visit to the host country. The international assignments offer a chance for the organization to improve understanding, create change, and increase international presence. Expatriation comes with new opportunities for the manager and the company. The recruitment process must reflect on the company's commitment to lowering costs, foster regional integration and satisfy customer needs. [...]

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