As the Hrm Director in a British Multinational Company Which Specific Factors Would You Take Into Account When Recruiting and Deploying Managers to Work in an Overseas Subsidiary?
Title: As the HRM Director in a British multinational company which specific factors would you take into account when recruiting and deploying managers to work in an overseas subsidiary?
1.0 introduction
International recruitment is part of International Human Resource Management (IHRM) practices designed to match the new market realities. It requires the ability to match available international employees to existing corporate culture and job requirements (Abel, 2013). With development of economy globalization, tendency of talents globalization is becoming stronger. More and more people would be assigned to abroad for working. Some people that one is given the job because it is commensurate with his abilities, others commented that the job should be given to the one who can adapt environment quickly. This essay will discuss which specific factors would be taken into consideration when recruiting and deploying managers to work in an overseas subsidiary. Firstly, technical ability is the most important elements to work. Following this, work experience and cross-cultural suitability will also be the factors under consideration. Finally, the candidate’s personality should meet the requirements.
2.0 literature review
Able has pointed out that international recruitment would bring both advantages and disadvantages to the company. Therefore, one needs to be tested repeatedly before he or she gets the job. A manager is someone who has comprehensive development and good personality. There are numberless articles are talking about the factors influence recruitment. Nick, a famous editor and excellent personnel consultant, also demonstrated that work experience is indispensable part of work and listed more than 8 reasons to prove the importance of work experience. According to Wei-Yu Chen, Ph.D. Program in Business, Feng Chia University,Taiwan and Mei-Yane Chung, Department of Business Administration, the technical ability and cross cultural adaptation can direct
1.0 introduction
International recruitment is part of International Human Resource Management (IHRM) practices designed to match the new market realities. It requires the ability to match available international employees to existing corporate culture and job requirements (Abel, 2013). With development of economy globalization, tendency of talents globalization is becoming stronger. More and more people would be assigned to abroad for working. Some people that one is given the job because it is commensurate with his abilities, others commented that the job should be given to the one who can adapt environment quickly. This essay will discuss which specific factors would be taken into consideration when recruiting and deploying managers to work in an overseas subsidiary. Firstly, technical ability is the most important elements to work. Following this, work experience and cross-cultural suitability will also be the factors under consideration. Finally, the candidate’s personality should meet the requirements.
2.0 literature review
Able has pointed out that international recruitment would bring both advantages and disadvantages to the company. Therefore, one needs to be tested repeatedly before he or she gets the job. A manager is someone who has comprehensive development and good personality. There are numberless articles are talking about the factors influence recruitment. Nick, a famous editor and excellent personnel consultant, also demonstrated that work experience is indispensable part of work and listed more than 8 reasons to prove the importance of work experience. According to Wei-Yu Chen, Ph.D. Program in Business, Feng Chia University,Taiwan and Mei-Yane Chung, Department of Business Administration, the technical ability and cross cultural adaptation can direct