International Staffing Policy

Definition of Staffing
Staffing usually refers to the process of recruiting, hiring, orientating, retaining and firing employees. Staffing is predominately a Human Resources (HR) term. "Staffing is the function by which managers build an organization through the recruitment, selection, and development of individuals as capable employees" McFarland

Process of Staffing
Manpower requirements Recruitment Selection

Orientation and Placement

Training and Development Remuneration

Performance Evaluation
Promotion and transfer

Principles of Staffing
1. Principle of job definition 2. Principle of managerial appraisal 3. Principle of open competition in promotion 4. Principle of management development 5. Principle of universal development

Problems associated with Staffing

1.
2. 3.

Over- and under-staffing

Competency Teamwork

4. Overconfidence 5.

Fit for duty

6. Health
7.

Loss of job satisfaction

Success and failure in expatriate postings

A. Why do some expatriate posting fail? B. Spouse adjustment C. Perceptions of cultural distance D. Evaluation and the duration of the posting E. The capacities of the manager and dependents to

adjust to the new settings

Solutions
Selection:
Work in the local culture Live in the local culture

Support:
Working in the local culture, and preparing to return

living in the local culture

Solution: Selection
Selection Criteria
Be COMPETENT to deal with managerial technical routines. Be able to ADAPT skills to different business environments Be able to DEAL with new opportunities and threats. SOLVE problems quickly. COMMUNICATE well with people from different cultures. Be able to MOTIVATE others. Be MOTIVATED and perceive expatriate experience. Be an effective NEGOTIATOR.

Solution: Support
A. Support for working B. The headquarters mentor C. Support for living D. Flexibility in Support

Culture shock and reverse culture shock

Culture shock is the anxiety, feelings of frustration, alienation and anger that may occur when a person is placed in a new culture.
A. The symptoms of culture shock B. Coping with culture shock C. Reverse culture shock D. Culture and reverse culture shock

The knowledge-based company and expatriate staffing

Knowledge is the capacity to select relevant items of information and to understand how these can be

applied. Knowledge includes Knowledge of the internal arrangements of the

company.
Knowledge of the external environment.

Debriefing the returned expatriate

Planning strategy
Briefing negotiators Analyzing the local firms needs and interests Selecting, training, and briefing successors (and

spouses)
Understanding the needs of both their expatriate and

local staff.

Staffing philosophy for global operation

International Staffing Decision Approaches of Staffing
Ethnocentric Polycentric Geocentric

Disadvantages of Ethnocentric Approach

1.

Denial of promotional opportunities to host-country nationals, Leading to reduced productivity and increased turnover. The adaptation of expatriate managers to host countries takes a long time during which home-country nationals

2. 3.

make poor decisions and commit mistakes.

4. For many expatriates a key international posting means

new status, authority, and increased standard of living.

Global Selection
Designing and Implementing Global Selection Systems provides insights and essential management tools for planning and implementing an effective global staffing system.
Provides the basic principles of employee selection Describes common pitfalls and the most effective best practice

strategies for global staffing issues

Includes helpful sidebars with examples to assist in making the

best choices regarding selection system development and implementation

Problems with Expatriation

1.
2. 3.

Fewer opportunities
Lack of Experience More Timely

4.
5. 6. 7. 8.

Increasing Political Risk

Lack of knowledge in Local Language and Culture Greater Cost Training Disparity in Rewards

Issues in Staff selection

Industry Factors
Markets Technology Age and Condition of the Subsidiary Criteria for internal promotion

Criteria for Headquarters promotion

Labor Market Factors

Factors moderating performance

Managers present ratings for their staff to the moderating panel. Moderating Panel reviews ratings to ensure the actual achievement. Where a manager presents ratings that are skewed either towards Excellent or

Unsatisfactory, the panel MUST review the scorecards to ensure that the ratings

are based on actual achievement.

The moderating panel will use the normal distribution curve as a reality check

to avoid central tendency and lack of performance differentiation.

Moderating panel assigns the final performance rating, providing reasons for

any changes.
Line Manager must document discussion pertaining to performance of their

staff as a basis for appraisal discussion.

Implications for the manager

Conflict can be constructive Use Competition

Collaboration
Avoidance

Accommodation
Compromise

Dual career couples

Dual-career couples has meant that more professionals of all kinds are facing the problem of finding two suitable jobs in the same geographic area. It known to most physicists as the two-body problem. It has a particularly disproportionate impact on women in

physics.
There are two different ways in which institutions can make the problems worse
The institutions that actually give reduced consideration to those

with two-body problems,

Ignore the problem

Test
Meaning:

Test means any of a wide variety of tests to measure intelligence,

personality traits, used skills, to interests, supplement aptitudes, interviews, or other physical

characteristics;

examinations, and background investigations before employment.

Types of test
i. ii. iii.

Personality tests Intelligence tests Situational judgment tests

Interview
Meaning: An interview is a conversation between two people (the interviewer and

the interviewee) where questions are asked by the interviewer to obtain information from the interviewee.
Types:
i.

Informational Interview

ii.
iii. iv. v. vi. vii. viii.

Screening or Telephone Interview

Individual Interview Small Group or Committee Interview The Second or On-Site Interview Behavioral-Based Interview Task Oriented or Testing Interview Stress Interview