Staffing and Training for Global Operations

Introduction1

International human resource management1

Global staffing2

Global staffing Challenge3

International staffing models4

Factors influencing the choice of staffing policy6

Training for global operations7

Types of international training8

Conclusion9

Recommendations10

References12

Staffing and Training for Global Operations

Introduction

In the international outlook, human resource management becomes a complex whole. Staffing, hiring and training a global work force are crucial decisions in international human resource management. These decisions incorporate making numerous choices and finding the most appropriate mix from the available alternatives.

This research paper cascades light on the above mentioned statement. The paper defends the statement by providing a brief introduction of the international human resource management. The international human resource management's foremost function of staffing referred to as global staffing is described. Various approaches and models for global staffing along with their pros and cons are briefed in the paper. Challenges faced by the multinational corporations in global staffing are explained, in support of the statement aforementioned. The need of training and development for the globalised workforce is addressed latter in the paper. Different types of trainings that the multinational organizations use for training and development of its international workforce are elucidated. The paper ends with recommendations for the multinational organization's international human resource management.

International human resource management

International human resource management relates to how the multinational corporations manage their human resource in different national boundaries (Brewster et.al, 2011). Managing people becomes more composite in an international framework as compared to a national locale. International human resource management and human resource management has the same core functions. International human resource management additionally functions on a larger extent, with more composite strategic and tactical concerns and planning, more intricate synchronization and organization (Brewster et.al, 2011). International human resource management covers how physically and geographically detached employees are managed in multinational corporations in the efforts of making human resources competitive edge both locally and globally (Sparrow, 2009).

Global staffing

Global staffing is an area of rising concern in international human resource management. It can be described as the significant issues that multinational corporations face and the decisions that they make relating to the hiring of host, home and third country nationalized people for key ranks in their head offices and auxiliary functions (Scullion & Collings, 2006).

Global staffing has become one of the key concerns in international business management for a number of reasons:

Due to the speedy intensification of global competition, the mobility of the work force has amplified significantly (Scullion & Collings, 2006).

In the international setting, staffing issues are more composite because multinational corporations hire diverse categories of workforce belonging to different nationalities. This adds to the complications of functioning in diverse countries (Scullion & Collings, 2006).

Lack of international management faculty is affecting the multinational corporations from executing the international strategies effectively and efficiently (Scullion & Collings, 2006).

Evidence suggests that the in global business, costs of poor staffing often results in loss in human resource and financial terms (Scullion & Collings, 2006).

Global staffing Challenge

The first thing to comprehend in global staffing is that there are three options of staffing for global operations (Steers ...