Hman Resource Management Evaluating Global Selection And Recruitment - 2750 Words

Hman Resource Management: Evaluating Global Selection And Recruitment (Staffing) (Research Proposal Sample) Content: INTERNATIONAL HUMAN RESOURCE MANAGEMENTResearch ProposalStudents name:Class name:Professor:Institution:Date:Word Count:3479Working Topic:Evaluating global selection and recruitment (staffing) as an integral function of international human resource managementAbstractThis paper aims to investigate and analyse how International human resource management deals with the recruitment of employees. As the world continues to experience rapid globalisation, the function of staffing has become overly critical to enhancing competitive advantage. Besides, the global labour regulations affect the hiring process in the global economy, therefore, necessitating inclusivity of these regulations in the organisation's Human Resource policies.This research paper will adopt a qualitative research strategy to try analysing and evaluating the appropriate approach for global recruitment and staffing. The study will use a descriptive research design enhanced by the analytical strategy to addr ess the research objectives which are establishing the common global staffing approach, evaluate challenges and factors influencing global selection and recruitment. The paper will seek to collect data through administering a questionnaire to HRM department employees of several multinational companies. The information obtained will be analysed using IBM SPSS and Microsoft Excel for further insight.The research program is proposed to run from April to August. During the process, the ethical issues such as confidentiality and consent will be observed to enhance the reliability and validity of the research process. Without a doubt, the research process is expected to encounter various challenges including time constraint, ethical issues, and complexity in assessing information.IntroductionGlobalization is taking momentum as more businesses seek to expand their territories to foreign countries in search of better markets, labour, technology, and raw materials. The result is increased d ynamism in international business as markets are open for domestic and foreign competition. Due to highly paced globalisation, managing the global business spectrum is becoming overly complicated as organisations seek to find and or retain competitive advantage (Bagchi, Vimi Sindhu, 2011,p.6). Therefore, the priority of the management of multinational firms is to discover and develop suitable and capable human resources to cope and excel in the highly competitive global market. Effective and efficient human resources are vital in implementing the comprehensive competitive strategy.International human resource management (IHRM) implies the procurement, allocation, and utilisation of human resources in a multinational corporation. IHRM has the task of identifying and evaluating how Multinational corporations (MNCs) operate and manage the diverse workforce to enhance leveraging HR resources and competitive advantage (Sirisha, 2007). The global markets necessitate IHRM to prepare po licies and practices which are flexible such that they will significantly agree in different countries. Globalization has made Human Resource for expanding into international markets more critical to managing their limited resources.Different countries have varying policies regarding employment through various regulations. For instance, Government regulates federal minimum wages, and this might surpass organisations ability to employ both native and abroad employees. Besides, the government controls the licensing of workers through work permits (Williams, 2018). Some governments also legislate the minimum indigenous employees acceptable in a particular organisation. These, therefore, put the IHRM of any corporation in a vexing situation since they have to consider and evaluate all the external and internal factors that influence the hiring decision. Therefore, bearing the challenges faced by IHRM, it is of the essence to research on the dynamics of the International human resource management hiring process. This paper seeks to analyse and evaluate factors, regulations, and challenges considered in the hiring process, a crucial step to provide organisations with insights in drafting, conceptualising, and operationalising HR policies and practices and hiring decisions.The expatriate topics is the primary focus of research on global staffing and international Human Resource Management. The scope of IHRM studies should be expanded to incorporate other areas which are of essence to MNCs. The strategic and operational aspects of MNCs are not only changing in the operational functions but also in global staffing. Researchers have started conducting researches in the field of global staffing as the area has grown considerably due to rapid transformation (Collins and Scullion, 2009). Besides, the scope of global staffing is changing from the early focus on top management attitude to staffing decision. It is evident that there exist gaps in global staffing function of IHRM. It is therefore imperative to conduct further research to explore the area to bridge the gap through better insight hence the need for this research paper.Literature Review and AssessmentThis chapter contains a review of empirical studies and relevant literature that expounds on how International Human Resource Management deals with the hiring of employees. The section critically highlights and discusses past studies pertinent to the research problem under investigation.Human Resource Management can be described as the process within an organisation that focuses on the recruitment, management, and direction of employees within an organisation. For successful operations, HRM provides the necessary expertise including talent management, legal and management advice, training, and coaching (Heathfield, 2017). Besides, HRM promotes organisation culture by overseeing and facilitating team building, inspiring employee empowerment, and training and development. HRM has revolved; the focus is shifting to the strategic and comprehensive management of people which fosters workforce culture and environment as compared to traditional personnel, and transactional role. On the other hand, IHRM is managing HR at the international level. IHRM can be described as activities that facilitate management of organisations human resource at international level with an aim to achieve organizational strategic objectives and competitive advantage at a national and international level over competitors (Saleeth, 2010).IHRM is concerned with the management of MNCs human resources, and it involves managing three types of employee. These employees are home country, the host country, and third/other countries. Home country /Parent Country Nationals (PNCs) are employees originating from the country where MNC headquarters are situated while host country employees are nationals where a companys subsidiary is located. Lastly, third country employees are workers employed either in the subs idiary or headquarter of MNC but are not a citizen of either the host or home country (Trvikram, 2017).An active and modern IHRM in an organisation is imperative, and management cannot underestimate its importance. The international human resource function is responsible for the recruitment process which involves attracting, hiring and retaining a skilled workforce. Gomes (2012) has highlighted the importance of the right mix of managers and employees which is the key to MNCs success of failure. The selection process for global staffing is based on linking staffing plans with the evolution of MNCs, staffing orientation, managing expatriates, and female expatriates (Gomes, 2012). Gomes continues to highlight the staffing approaches which are ethnocentric, polycentric, Re-geocentric, and geocentric. Ethnocentric staffing approach fills the high-level foreign position typically with expatriates from the parent country with the rationale that staff will effectively represent the headqua rters interests. Such is appropriate for a stage approach which includes self-selection, candidate pool, technical skills assessments, and making a mutual decision (Whitehead, 2017).Polycentric staffing approach assigns host country employees to the top position in headquarter and oversees local workers to other positions. Sometimes company limits recruitment to the host country, and this primarily vital in helping the native employees understand the local business environment such as market condition, political climate, culture and legal requirements (Garcia, 2017). Geocentric recruitment approach entails to recruiting the most suitable staff for a position regardless of their nationalities. This approach is suitable for globally established organisations which utilise the globally integrated business strategy. The general aim of recruitment policy is to select the right person, who aware of the nuances of the international business, at the right time. MNCs through the IHRM depart ment must inculcate global knowledge and experience in their recruitment and selection process (Whitehead, 2017).These approaches to staffing have different advantages and disadvantages. A polycentric strategy to staffing bars employees upward mobility hence this local approach is not satisfactory to ambitious career employees thus encompassing cross-national assignmentsGlobal staffing plays a crucial role in determining the organisations innovativeness, learning, and corporate integration. According to Gammelgaard, Holm, and Pedersen (2004), MNCs are facing emerging strategic challenges as the global business environment continue to experience development and diffusion of innovation and organisational learning. The capability to identify innovations made within the organisation is increasingly becoming a critical factor in shaping the competitive position of MNCs, and this depend...

The Absolute Best Method to Use for Animation Research Paper Topics

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Sociology of Religion

Not all religions share the same set of beliefs, but in one form or another, religion is found in all known human societies. Even the earliest societies on record show clear traces of religious symbols and ceremonies. Throughout history, religion has continued to be a central part of societies and human experience, shaping how individuals react to the environments in which they live. Since religion is such an important part of societies around the world, sociologists are very interested in studying it. Sociologists study religion as both a belief system and a social institution. As a belief system, religion shapes what people think and how they see the world. As a social institution, religion is a pattern of social action organized around the beliefs and practices that people develop to answer questions about the meaning of existence. As an institution, religion persists over time and has an organizational structure into which members are socialized. Its Not About What You Believe In studying religion from a sociological perspective, it is not important what one believes about religion. What is important is the ability to examine religion objectively in its social and cultural context. Sociologists are interested in several questions about religion: How are religious beliefs and factors related to other social factors like race, age, gender, and education?How are religious institutions organized?How does religion affect social change?What influence does religion have on other social institutions, such as political or educational institutions? Sociologists also study the religiosity of individuals, groups, and societies. Religiosity is the intensity and consistency of practice of a person’s (or group’s) faith. Sociologists measure religiosity by asking people about their religious beliefs, their membership in religious organizations, and attendance at religious services. Modern academic sociology began with the study of religion in Emile Durkheim’s 1897 The Study of Suicide in which he explored the differing suicide rates among Protestants and Catholics. Following Durkheim, Karl Marx and Max Weber also looked at religion’s role and influence in other social institutions such as economics and politics. Sociological Theories of Religion Each major sociological framework has its perspective on religion. For instance, from the functionalist perspective of sociological theory, religion is an integrative force in society because it has the power to shape collective beliefs. It provides cohesion in the social order by promoting a sense of belonging and collective consciousness. This view was supported by Emile Durkheim. The second point of view, supported by Max Weber, views religion in terms of how it supports other social institutions. Weber thought that the religious belief systems provided a cultural framework that supported the development of other social institutions, such as the economy. While Durkheim and Weber concentrated on how religion contributes to the cohesion of society, Karl Marx focused on the conflict and oppression that religion provided to societies. Marx saw religion as a tool for class oppression in which it promotes stratification because it supports a hierarchy of people on Earth and the subordination of humankind to divine authority. Lastly, symbolic interaction theory focuses on the process by which people become religious. Different religious beliefs and practices emerge in different social and historical contexts because context frames the meaning of religious belief. Symbolic interaction theory helps explain how the same religion can be interpreted differently by different groups or at different times throughout history. From this perspective, religious texts are not truths but have been interpreted by people. Thus different people or groups may interpret the same Bible in different ways. References Giddens, A. (1991). Introduction to Sociology. New York: W.W. Norton Company.Anderson, M.L. and Taylor, H.F. (2009). Sociology: The Essentials. Belmont, CA: Thomson Wadsworth.