The internationalizing staffing strategies of the BMW group Essay

The internationalizing staffing strategies of the BMW group - Essay Example This research will begin with the statement that organizations adapt their human resource management practices for successful strategies execution to survive and grow in the international markets. International human resource field has been a focus of all business organizations, and its significance will grow in the subsequent years. International organizations use three strategies types for transfer of practices of human resource across different countries. The first strategy is the ethnocentric strategy, which uses similar practices of human resources of the parent company in its host nations. Secondly, they use a polycentric strategy that employs local people as labor force and adapts the human resource practices of the host nation. The third one is a geocentric strategy, which only focuses on talents of the employee and adopts human resource practices, which are operational and resourceful irrespective of the nationality. All strategies have their weaknesses and strengths that ar e applied as per the business type, the strategy of the organization, the leadership, and the experiences of the organization regarding diverse strategies. The international groups can use traditionally sensitive and adaptive practices of human resource management for generating a modest advantage in foreign tasks. In an effort to discover novel markets and prospects, international corporations are adapting to practices of human resource management across diverse borders.

Human Resource Management Essay Example | Topics and Well Written Essays - 1000 words

Human Resource Management - Essay Example The process must begin with planning and preparing the entire infrastructure needed for the auditing process. This is important for identifying the existing levels of skills in the organization. Following this, the organization must strive to set skill targets against its long term goals and objectives. For this it needs to forecast the skill demands in the organization for various work processes in future. Comparing the target skill requirements against the existing skill levels in the organization reflects the actual measure of skill gaps. Shortfall in skill levels in the organization must be complimented with either training the existing employees to enhance their performance and productivity in the organization. The skill gap can also be met up by recruiting fresh candidates on new skill requirements as per the long term strategies of the organization (Pravin, 2010, p.123). Actions and documents for correct recruitment procedures The criterion for a strong recruitment procedure i n the organization is to recruit the right candidates in the organization and at the right time and position. The process must begin with writing the job description or the job specification. This is crucial to understand the exact needs and requirements of the job. The purpose, responsibilities and tasks associated with the job are the most crucial components of a proper job description. In this context the scope of the job is also important, i.e., expanding on the primary tasks and activities and importance of the job in the organization. This must be followed by the person specification or the detailing of skills, attributes and knowledge associated with the job. It is crucial to mention the types of experience needed in the job; the necessary competencies, education and requirements in the job. The person recruited must be evaluated on his future potential and prospects in the organization along with the present requirements. The next stage is to give consideration to the pay ra tes associated with the job. Factors like grades, scales, skills availability, market rates, and negotiated agreements must be considered. The organization must be careful about discrimination legislations. The final and the most crucial part are attracting the candidates. This can be done through internal recruitments, by providing promotional and training opportunities to existing employees. Recruitments can also be conducted through commercial recruitment agencies, in cases large scale candidates are required and internal hiring is not sufficient to meet the purpose. Using the internet as an active source of finding candidates can be extremely effective and useful as majority of the labour force attains recruitment information from the internet. It is also easy to access the talents across the globe through this medium. It can be mainly effective in technical and graduate level jobs as it can target a selected group of candidates with the requisite qualification and experience in stantly (Staffing.org, 2012). After deciding the channels of recruitment, it is important to design the advertisement for attracting candidates. This includes providing the various details for the position, contact number etc. Finally the candidates shortlisted through their