The Recruitment and Selection Process
HRM 514
Assignment 1
Cherie Gil G. Chan Peter Carton
11489059 lecturer
It is the intention of this essay to critically examine the process and procedure on how to recruit and select a CEO in the set-up and growth phase of the business cycle within Shanghai in February 2013. Firstly, this essay will argue whether the Human Resource Department of Samsung will adopt an ethnocentric, polycentric, regiocentric or geocentric recruitment and selection strategy. Secondly, this essay will outline the selection criteria for determining as who will be selected for the new CEO position within Shanghai. Thirdly, this essay will propose the leadership style and traits that the appointed CEO must obtain. Fourthly, this essay will discuss the role of the spouse and children of the appointed CEO and how they will survive in the international assignment. Fifthly, this essay will examine the key advantages and disadvantages of recruiting internally. Sixthly, this essay will examine the arguments for and against recruiting the new CEO for the Shanghai job role externally from the host nation. Seventhly, this essay will examine the arguments for and against recruiting the new CEO externally from the third nation countries after internal and external candidate have been exhausted. Eighthly, this essay will argue the key advantages and disadvantages of recruiting the new CEO from Inpatriates. And finally, this essay will evaluate the recruitment and selection strategy used by the Human Resource Department of Samsung to fill in the job role in Shanghai.
Polycentric recruitment and selection strategy will be applied on filling up the new CEO position for Samsung since Shanghai is a developed country. The host nation will adopt its orientation towards growing a business that will reflect
Assignment 1
Cherie Gil G. Chan Peter Carton
11489059 lecturer
It is the intention of this essay to critically examine the process and procedure on how to recruit and select a CEO in the set-up and growth phase of the business cycle within Shanghai in February 2013. Firstly, this essay will argue whether the Human Resource Department of Samsung will adopt an ethnocentric, polycentric, regiocentric or geocentric recruitment and selection strategy. Secondly, this essay will outline the selection criteria for determining as who will be selected for the new CEO position within Shanghai. Thirdly, this essay will propose the leadership style and traits that the appointed CEO must obtain. Fourthly, this essay will discuss the role of the spouse and children of the appointed CEO and how they will survive in the international assignment. Fifthly, this essay will examine the key advantages and disadvantages of recruiting internally. Sixthly, this essay will examine the arguments for and against recruiting the new CEO for the Shanghai job role externally from the host nation. Seventhly, this essay will examine the arguments for and against recruiting the new CEO externally from the third nation countries after internal and external candidate have been exhausted. Eighthly, this essay will argue the key advantages and disadvantages of recruiting the new CEO from Inpatriates. And finally, this essay will evaluate the recruitment and selection strategy used by the Human Resource Department of Samsung to fill in the job role in Shanghai.
Polycentric recruitment and selection strategy will be applied on filling up the new CEO position for Samsung since Shanghai is a developed country. The host nation will adopt its orientation towards growing a business that will reflect
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