Week 4 Discussion

Global Staffing, Leadership, and Software Applications

One of the main objectives of the HR is to hire the most quali�ed leaders to �ll openings within an MNC. While the HR professional may have the ability to attract executives and leaders to manage key local positions, this may become even more of a challenge globally since other MNCs are competing for the same talent. The HR professional must be able to recruit executives who are knowledgeable of the host country and work environment and have the ability to formulate the MNC’s competitive strategy. It is also essential for the HR professional to be competent in the areas of expatriation, human resources, and MNCs. While the HR professional has the option of using one of these three following approaches—polycentric, regiocentric, and geocentric—an ethnocentric approach may be a better option. With the ethnocentric approach, the HR professional is able to use the experience of the parent country national (PCN). “PCNs are often utilized in earlier stages of internationalization to optimize control for the purpose of transmitting company culture and instituting and implementing company procedures and methods” (Vance & Paik, 2015, p. 195).

Ethnocentric

Polycentric

Geocentric

Human Resource Management Orientation—

Advantages and Disadvantages An HR professional will use many approaches to attract talent for international assignments. The goal for an MNC is to recruit talent that has the ability to successfully transition into the new position. When the HR professional understands the terms ethnocentric, polycentric, regiocentric, and geocentric, he or she will have the ability to recruit the most promising employees.

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Description

“Re�ects the belief in ownership and parochialism. Hence, MNCs believe in the superiority of home-country nationals as the supreme executives who can make a positive impact on the performance of the corporation.” (Wintersberger, 2017, p. 148)

Orientation to Subsidiary

“Perlmutter originally described MNCs with a PNC focus as ethnocentric companies whose cultural assumptions are dominated by their home culture, and who try to apply this across their subsidiary operations. Hence, only home personnel are developed for key positions.” (Wintersberger, 2017, p. 148)

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Initially, it may be costly to have a PCN versus a host country national (HCN), but the PCN has the opportunity to lay a foundation and create a culture that emulates the parent �rm. As part of the global recruiting, the HR professional could advertise employment opportunities on the MNC’s website. The HR professional can incorporate the psychometric approach, experiential approach, or clinical risk assessment approach into the recruitment and training program to ensure the MNC has the most experienced leaders who understand and can adapt to the cross-cultural environment while maintaining competitive advantage. The enterprise resource planning (ERP) and the human resources information system (HRIS) software can also be used to automate and manage the MNC in order to keep leaders, managers, and employees informed about the organization’s business activities.

Regiocentric 

Additional Materials

From your course textbook, Managing a Global Workforce: Challenges and Opportunities in International Human Resources Management, read the following chapter:

Global Staf�ng

From the South University Online Library, read the following articles:

Enterprise Resource Planning (ERP) Technologies: Global Markets to 2022 (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=bwh&AN=201804160938PR.NEWS.USPR.SP66591&site=eds-live)

Repositioning Global Staff Transfers: A Learning Perspective (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=psyh&AN=2013-34729-007&site=eds-live)

An Expatriate’s Perspective on Leadership and Leading (A Global Organization) in India: Interview with Matt Barney (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com.southuniversity.libproxy.edmc.edu/login.aspx? direct=true&db=eue&AN=96651660&site=eds-live)

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