Question

QUESTION 7 Explain with examples the consideration of human resources in the international business.

Answer 1

There are several points of consideration which a HR has to check for international business-

1.Be able to explain how the selection process for an expatriate differs from a domestic process-

HR must have to identify what is the difference between process of hiring in domestic country and international country like time required to complete the process of recruitment, challenges in recruitment in domestic and international country, mode of recruitment etc.

2.Identify the performance review and legal differences for international assignments-

There are different measures of performance review in different countries, like there is common phenomena in Japan that you have to sleep for atleast 5-10 Mins during lunch time to improve efficiency etc and HR must have to identify labour laws applicable in host country and international country.

3.Identify the training required after considering difference in culture knowledge aspect, Language efficiency-

The important thing to consider is proper research and understanding of cultural, economic, and legal differences between countries.

it is important to mention again that host-country offices should be in constant communication with home-country offices to ensure policies and practices are aligned with the organization

4. Ideal Candidate should have following qualities-

A. Managerial skill

B. Adaptability- How much time an employee require to adapt new culture, language etc.

The candidate has the job factors, relational dimensions, motivational state, family situation, and language skills (or can learn) is a key consideration in hiring the right person.

Some few aspect which need to be consider also are-

1. Training required to staff.

2. Loss to the company is He/She return back to his /her domestic country

3. Legal aspect over recruitment from other country.

4.Cost associated with relocation and recruitment.

5. Background check of staff.

6. Previous experience working internationally.

7. Commitment for Minimum employment from employee.

While recruitment from other country HR has to check Legal, Economical, Motivational, Performance evaluation, Historical and impact on domestic recruitment.