Ihrm, Describe the Main Challenges of International Staffing

Only available on StudyMode
  • Topic: Expatriate, Employment, Expatriates
  • Pages : 34 (1142 words )
  • Download(s) : 134
  • Published : November 19, 2012
Open Document
Text Preview
 

IHRM
 
Describe the mains challenges of international staffing.
 

 
These
  years,
  international
  staffing
  has
  become
  a
  common
  setting
  for
  MNEs.
  Over
  the
  last
  decade,
  globalization
  and
  internationalization
  of
  marketplaces
  had
  brought
  companies
  to
  expatriate
  their
  resources
 on
 target
 countries
 and
 sectors.
 It
 naturally
 means
 that
 they
 will
 face
 lot
 of
 new
 challenges
  to
 succeed
 in
 their
 process.
 Expanding
 business
 operations
 beyond
 national
 boundaries
 while
 trying
  to
  stay
  effective
  on
  the
  domestic
  market
  requires
  complex
  and
  balanced
  strategies.
  The
  most
  critical
  determinants
  stay
  to
  keep
  an
  effective
  international
  resource
  management.
 
  So
  we
  will
  try
  to
  summarize
 the
 different
 challenges
 of
 international
 staffing.
 
  In
  a
  first
  part
  I
  will
  focus
  on
  the
  different
  international
  staffing
  issues
  to
  understand
  well
  the
  challenge
  dimension.
  In
  a
  second
  part
  I
  will
  highlight
  the
  different
  challenges
  raised
  by
  the
  central
  notion
 of
 expatriation.
 
  International
  staffing
  is
  the
  way
  that
  companies
  manage
  international
  resources,
  facing
  different
  limits
 like
 geographic
 distance
 or
 day-­‐to-­‐day
 relations
 with
 headquarters
 for
 example.
 
 
  The
  first
  challenge
  could
  be
  express
  through
  the
  possibilities
  for
  MNEs
  to
  choose
 a
 certain
 source
 of
  employees.
  First,
  the
  company
  can
  send
  employees
  and
  manager
  from
  its
  home
  country,
  more
  known
  as
  Parent
  Country
  Nationals
  (PCNs)
  or
  expatriates.
 
  Second,
  they
  can
  recruit
  directly
  Host
  Country
 National
 (HCNs)
 native
 from
 there.
 Third
 choice,
 they
 can
 hire
 Third
 Country
 National
 (TCNs)
  who
 is
 native
 from
 another
 country
 than
 the
 host
 or
 the
 home
 country.
 Companies
 use
 also
 different
  stages
  of
  internationalization
  and
  staffing
  strategies.
  We
  can
  observe
  that
  companies
  generally
  recruit
 the
 three
 types
 of
 employees
 and
 make
 them
 work
 together.
 We
 commonly
 call
 that
 a
  cross
  cultural
  management,
  illustrated
  by
  the
  idea
  to
  take
  good
  skills
  of
  each
  culture
  to
  bring
  them
  to
  global
  mind
  set
  with
  added
  value,
  in
  a
  aim
  to
  create
  efficiency.
  The
  success
  of
  cross
  cultural
  management
 seems
 to
 be
 a
 big
 challenge
 in
 international
 staffing
 in
 the
 way
 that
 it
 comes
 from
 the
  real
 difficulty
 to
 recruit
 top
 talents
 able
 to
 be
 efficient
 abroad,
 added
 to
 multiple
 legal
 issues.
 
  It
 seems
 also
 important
 to
 describe
 the
 four
 principal
 international
tracking img